Quiet Quitting refers to employees doing only what is required by their job description - no more, no less. They continue to fulfill their core responsibilities but stop going above and beyond, often as a response to burnout, lack of recognition, or poor work-life balance. It is not about quitting a job outright, but rather about setting boundaries and disengaging from extra, often unpaid, efforts that fall outside formal expectations.
Quiet quitting can be a symptom of deeper organizational issues, such as poor leadership, lack of career development, or misalignment between employee values and company culture. Addressing it often requires open communication, recognition, and a renewed focus on employee well-being and engagement.
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Key Facts
- Not Actual Quitting: The employee remains in their role but disengages from extra work that isn’t formally compensated.
- Root Causes: Often triggered by feeling undervalued, overworked, or lacking opportunities for advancement.
- Work-Life Boundaries: It can be a way for employees to reclaim personal time and avoid burnout.
- Organizational Impact: May affect team productivity, morale, and overall company performance if widespread.
- Manager Response: Often signals a need for better communication, recognition, or workload management from leadership.
1. Is quiet quitting the same as being lazy?
No, quiet quitting means meeting expectations - just not exceeding them. It’s about doing your job, not neglecting it.
2. What are the risks of quiet quitting for employees?
They may be perceived as disengaged, which could affect promotions, raises, or job security.
3. How can employers address quiet quitting?
By improving workplace culture, recognizing contributions, offering growth opportunities, and maintaining open communication.
4. Can quiet quitting be a healthy choice?
Yes, for some, it’s a boundary-setting strategy to avoid burnout and prioritize well-being.
5. How is quiet quitting different from disengagement?
Quiet quitting is a conscious choice to limit work to defined duties, while disengagement implies a lack of interest or motivation altogether.
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