Quiet quitting refers to the practice of employees fulfilling only the core duties outlined in their job descriptions without taking on extra responsibilities, working additional hours, or going beyond expectations. Unlike traditional quitting, this is not about leaving a job but about setting firm boundaries to protect work-life balance or express dissatisfaction with workplace conditions.

Quiet quitting can be a passive form of disengagement, sometimes driven by burnout, lack of recognition, or perceived inequities, where employees continue to meet performance requirements but disengage from activities that are not explicitly part of their role.

Examples of quiet quitting

Employees who engage in quiet quitting may:

• Decline assignments outside their defined role.
• Avoid volunteering for extra projects or responsibilities.
• Speak in meetings only when directly addressed.
• Steer clear of optional social or team-building activities.
• Consistently call out sick to avoid additional workload pressures.

How common is quiet quitting?

Quiet quitting has gained notable traction in recent years, particularly in the wake of shifting workplace expectations after the COVID-19 pandemic. According to 2024 HubSpot research:

• 32% of full-time Gen Z employees report quiet quitting.
• 37% of Millennials report quiet quitting.
• 35% of Gen X employees report quiet quitting.

These figures highlight that the trend spans multiple generations and is not confined to younger workers alone.

Reasons employees quiet quit

Quiet quitting can result from a range of workplace factors, including:

• Lack of recognition: Feeling undervalued despite strong performance.
• Pay dissatisfaction: Non-competitive or inequitable compensation.
• Work-life imbalance: Burnout from excessive workload or unrealistic expectations.
• Stagnation: Limited career growth or advancement opportunities.
• Cultural mismatch: Disconnection from company values or leadership style.

Impact on organizations

While quiet quitting may not cause an immediate drop in performance metrics, it can lead to:

• Lower productivity over time.
• Reduced innovation and problem-solving.
• Weaker team cohesion.
• Higher turnover if disengagement continues unchecked.

Addressing and preventing quiet quitting

Employers can mitigate quiet quitting by fostering engagement and trust through:

1. Recognition and praise – Regularly acknowledge accomplishments, whether through public shoutouts or private messages.
2. Fair compensation – Maintain competitive pay structures, regular raises, and performance-based bonuses.
3. Respect for boundaries – Avoid contacting employees outside of work hours or assigning tasks beyond agreed capacity.
4. Career development – Provide clear advancement opportunities, mentorship, and skill-building programs.
5. Regular feedback channels – Use anonymous surveys or one-on-one check-ins to gauge employee satisfaction and act on concerns.

Why it matters: Quiet quitting signals deeper issues in engagement, culture, or management practices. Addressing it proactively can improve retention, morale, and overall business performance while reinforcing a healthier, more sustainable workplace culture.