Alexandra Konstanti

The pandemic of 2019 brought significant changes, not just in practical terms but also from a psychological and mental perspective. For many, it became a turning point—a moment of reflection that prompted realizations about their lives, leading them to reevaluate their priorities and refocus on their personal and professional goals. While the concept of burnout and employee exhaustion existed long before COVID-19, the pandemic magnified these issues. It also accelerated the demand for remote work and flexible schedules, reshaping how we approach work and balance it with life.

Quiet quitting, a term gaining traction in recent years, does not mean employees are literally resigning from their jobs. Instead, it refers to a mindset where employees fulfill their responsibilities but draw firm boundaries, choosing not to go above and beyond what their role requires. They do enough to meet expectations without overcommitting or taking on additional stress, prioritizing their well-being and personal time over excessive work demands.

According to the Workhuman IQ survey report, the phenomenon of “Quiet Quitting” has become so widespread that it has earned nicknames like the “Big Quit,” the “Great Resignation,” or the “Great Reset.” However, these terms often downplay or misrepresent the true emotions and frustrations employees feel about their work.

On platforms like Reddit, many employees have criticized the term “Quiet Quitting” for being dismissive and for feeling like a label manufactured by industries to shame workers. These nicknames suggest guilt or failure for simply doing what their job requires—working “by the book”—rather than going above and beyond without additional compensation or recognition.

But Why Are People Quiet Quitting?

1. Shift in Values

The Workhuman IQ survey from Spring 2023 revealed a compelling insight: nearly one-quarter of employees stated they would accept a pay cut to obtain their preferred work arrangement—whether on-site, hybrid, or remote. This highlights a significant shift in employee values.

Climbing the corporate ladder is no longer the ultimate goal for many workers. Instead, they are prioritizing time outside of work, pursuing personal goals, and achieving balance through flexible schedules. For these employees, a rigid and demanding workplace is no longer worth sacrificing their quality of life.

2. Lack of Motivation, Recognition, or Inclusion

The same survey emphasizes how critical it is for employees to feel heard. Workers want their preferences and ideas to be taken into account when decisions about work arrangements are made.

Many employees report that their hard work goes unnoticed, leaving them stuck in roles with little to no opportunities for growth or recognition. Without acknowledgment or meaningful rewards, motivation to go beyond the minimum naturally diminishes.

41% of people in the U.K, 37% in Ireland and 36% in Canada answered that they are seeking another job. Among the top reasons for it was the lack of opportunity for career growth.

Workman IQ survey

3. Burnout from Overwork or Tired of Hustle Culture

A significant driver of quiet quitting is the relentless pressure of hustle culture. Many employees have endured high expectations, long hours, and excessive workloads—often without additional pay or recognition. This endless grind serves company profits or elusive promotions but does little for employees’ mental and physical well-being.

After years of pushing themselves to the brink, many workers have reached their limits. Quiet quitting, for them, is a way to reject this toxic culture of overachievement. By setting boundaries and focusing only on essentials, employees are reclaiming their time and energy.

How Does Quiet Quitting Impact Work Culture?

In the Forbes article Quiet Quitters Vs. Loud Leaders: The New Battle for Workplace Culture, Dr. Diane Hamilton highlights the ripple effects of quiet quitting within companies. Beyond the financial losses tied to disengaged employees, the practice erodes team spirit and motivation, creating a vacuum in workplace dynamics.

This has given rise to what some call the “Loud Leader”—a leadership style marked by constant emails, excessive meetings, and frequent check-ins in an attempt to rally teams. While this intense approach aims to compensate for reduced employee engagement, it often backfires. Employees feel micromanaged and misunderstood, while leaders grow frustrated with what they perceive as a lack of effort. This dynamic can lead to resentment on both sides and further deteriorates the relationship between employees and management.

So, Does It Still Go On?

According to a BBC article, Quiet Quitting was a trending topic in 2022, but the buzz faded within months as Google searches for the term declined. However, while the discussion may have quieted down, the underlying sentiments persist. Many employees continue to deliver only what their job descriptions require and no more.

6 out of 10 employees are psychologically disengaged from their working company.

State Of The Global Workplace

In an era where the cost of living is soaring, salaries are stagnating, and promotions rarely come with meaningful raises, workers have adapted. Quiet quitting has become less of a trend and more of a sustainable strategy for maintaining mental health and surviving in a challenging economic environment.

It is still the responsibility of company management to adopt a different approach toward their employees. According to Gallup, managers should schedule meaningful one-on-one conversations with each employee weekly, lasting 15 to 30 minutes. This fosters open communication and helps employees feel valued and heard. Companies must also focus on creating environments where employees are recognized, appreciated, and rewarded for their contributions.

At the same time, quiet quitting also calls for self-reflection. Employees need to assess their personal needs, identify what can be addressed, and consider what changes they can make to improve their work-life balance and satisfaction.

What do you thing about “Quiet Quitting”?