Quiet quitting - the silent threat to modern workplaces

A silent revolution is brewing in the modern workplace, fueled by stress and blurred work-life boundaries, a silent revolution called “quiet quitting” is unfolding. It is a growing concern where employees detach from their roles without formally leaving.

Gallup research reveals that almost 60% of employees globally are quiet quitters, performing only the bare minimum due to a lack of passion and connection to their work. This phenomenon costs the global economy $8.8 trillion annually. Understanding quiet quitting is crucial for organizations striving to maintain productivity and innovation.

The roots and signs of quiet quitting

Several factors contribute to quiet quitting. The past few years have brought unprecedented stress from economic uncertainty, political polarization, climate anxiety, and the pandemic. Nearly 70% of the global workforce reports feeling burnt out, making it difficult to stay engaged.

Plus, remote and hybrid work have blurred the lines between work and personal life, leaving employees feeling constantly exhausted. When hard work and loyalty go unrecognized, employees question their efforts. Lack of praise, limited career development, and inadequate incentives also contribute to disengagement. The risks of resigning during economic instability are also high, leading some to quiet-quitting while hoping for better conditions.

Key signs of quiet quitting include reduced engagement, where quiet quitters avoid extra tasks or responsibilities and show minimal participation in meetings. They may isolate themselves from the team and exhibit higher absenteeism. They strictly adhere to their assigned duties without going beyond and may not respond to messages outside working hours.

HR’s role in creating a thriving culture

HR professionals are instrumental in building a positive workplace culture. They can do this by creating a workplace where people feel safe to speak up and share their thoughts. This helps build trust and makes everyone feel valued. HR should always implement programs that acknowledge hard work with both financial and non-financial rewards.

To help with work-life balance, HR should support flexible schedules and respect employees’ personal time. This shows that the company cares about their wellbeing. HR can also offer training and chances for promotions, giving employees a reason to stay and grow with the company.

It’s also important to teach managers how to lead well, especially when people work from home or have mixed schedules. This can help reduce burnout and keep employees engaged. When everyone knows how their work helps the company succeed, they are more likely to feel connected.

HRD Connect Curators of the New Business Landscape. HRD Connect produces industry-recognized content for senior HR leaders. Through articles, case studies, Q&As, podcasts, events, and more, we offer truly progressive and cutting-edge insights designed to help people leaders address core HR challenges and add greater value to their business.

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