The rise of quiet quitting: how to tell if your employees have mentally packed up their desks

Ah, quiet quitting. The trend that sounds like a dramatic Netflix series but is really just a polite way of saying, “Hey, I’m done going above and beyond for free, but I’ll still attend your team-building scavenger hunt because HR insists.” If you're in HR (like me, an allegedly sane individual who decided to make a career of this delightful chaos), you've probably been hearing this term tossed around at conferences, on LinkedIn posts, and in whispers by the coffee machine.

But what is quiet quitting, really? It’s not employees literally walking out in slow motion with a Bluetooth speaker blasting “Take This Job and Shove It.” No, it’s subtler. It’s the corporate version of a “soft ghost.” You know, when someone doesn't text you back but keeps liking your Instagram posts? Same vibe, different arena. In this case, the employee is physically there but mentally? They’re already sipping piña coladas on their imaginary beach of career apathy. Let’s dig into how to spot it before it becomes an epidemic in your office.

What is quiet quitting, and why should you care?

Here’s the deal: quiet quitting isn’t about employees slacking off. Oh no, this isn’t your run-of-the-mill laziness. It’s a response. A survival instinct. The employees aren’t shirking their responsibilities—they’re just deciding to do only what they’re paid for. I know, shocking, right? Turns out, most humans prefer not to give away their time and energy for free. Who knew?

This phenomenon surged after The Great Resignation, when half of your team seemingly left to “find themselves” (read: bake sourdough and work freelance). Now, many who stayed are feeling overworked, underappreciated, and about as excited about their jobs as a kid eating broccoli for dessert. And they’re deciding to take a stand… by not taking a stand. They’ve stopped climbing corporate Mount Everest. They’re clocking in, doing their tasks, and clocking out. No drama, no unpaid overtime, no pretending they care about the office plant that HR named "Fernando" in an attempt to foster team spirit.

The warning signs of quiet quitting (aka “is jessica okay?”)

So, how do you know if your star employee has mentally hit “Do Not Disturb”? Here’s your cheat sheet:

  1. Their “passion” projects suddenly flatline.
    Jessica, who used to brainstorm ideas like a caffeinated Steve Jobs, now stares blankly in meetings while doodling pictures of cats in her notebook. You might think, “Oh, she’s probably just tired.” Nope. Jessica has mentally packed her bags and is halfway to a tropical mindset called Bare Minimum Island.

  2. Their emails sound suspiciously… transactional.
    Remember when Jake used to sign off with “Warm regards” or even throw in a little smiley face emoji? Now, it’s just “Best.” That’s the corporate equivalent of “K.” If their emails feel like they were written by ChatGPT on 10% battery, your alarm bells should be ringing.

  3. Their PTO is maxed out—and they’re actually taking it.
    Quiet quitters suddenly rediscover the concept of work-life balance like it’s the eighth wonder of the world. When’s the last time you saw Sarah actually using all her vacation days? Oh, look at that, she’s off on her third long weekend this quarter.

  4. They no longer engage in workplace drama.
    Mike, the guy who used to debate the office thermostat settings like it was a UN climate summit, now sits silently as Karen rants about her dog’s gluten allergy. He’s conserving energy, folks. This man is disengaged.

  5. Their LinkedIn activity spikes.
    Oh, don’t think we don’t notice, Rachel. That sudden flurry of “Congratulations on your work anniversary!” and inspirational posts about “new opportunities” isn’t fooling anyone. Quiet quitters are like teenagers cleaning their room when they hear their parents coming—something’s up.

Why are they quietly quitting?

Here’s the painful truth: it’s probably not them. It’s you. (Or your organization, if we’re being diplomatic.) Employees don’t just wake up one day and decide, “I’d like to stop caring now.” Nope, quiet quitting is usually a slow burn caused by:

  • Burnout: Your top performers are human beings, not Energizer bunnies. When the workload piles up without recognition or relief, even the most enthusiastic employees start rethinking their life choices.
  • Lack of growth: If promotions are rarer than a unicorn sighting and “professional development” is just a line item on a budget spreadsheet, employees check out. They didn’t go to that expensive leadership seminar just to stay in the same role for five years.
  • Toxic work culture: Nobody thrives in a cesspool of passive-aggressive emails, gossip, and micromanagers who think Slack is a surveillance tool.

How to reel them back in (without looking desperate)

If you’ve spotted the signs, don’t panic. Here are a few ways to woo your employees back from the edge of quiet quitting:

  1. Ask them what they need.
    Crazy idea, right? Actually TALK to them. A little one-on-one time to understand their frustrations goes a long way. Pro tip: bribing them with coffee during these chats never hurts.

  2. Recognize their efforts.
    Sometimes a simple “thank you” can feel like a standing ovation. Celebrate wins, big or small. No one likes to feel invisible.

  3. Give them growth opportunities.
    If employees can see a path forward, they’ll stop looking for the exit sign. Invest in training, mentorship, and clear career progression plans.

  4. Respect their boundaries.
    Stop treating weekends like extra workdays. Let them breathe. Let them live. I promise, the emails can wait until Monday.

The bottom line

Quiet quitting isn’t a death sentence for your workplace—it’s a wake-up call. If employees are retreating into their metaphorical cubicles, it’s time to revisit your leadership style, work culture, and how much you’ve been asking for “just one more thing.”

And remember: even Fernando the office plant needs sunlight and water. Your employees? They need appreciation, balance, and maybe even a pizza party that isn’t disguising another PowerPoint presentation.

Comments

Post a Comment

Popular posts from this blog

The remote work revolution: managing employees you’ve never met in person (is that even their real name?)

Ah, the remote work revolution. Once a quirky option for freelancers working from coffee shops, it’s now a full-blown lifestyle. We’ve gone from “I work from home on Fridays” to “I’ve been working from home so long, I’ve named my houseplant Steve and promoted him to VP of morale.” But as dreamy as “Zooming in pajamas” may sound, the reality of managing remote employees can sometimes feel like wrangling a herd of digital ghosts. Who are these people? Do they even exist ? And why does Sarah from finance always sound like she’s broadcasting live from the middle of a tornado? Managing employees you’ve never met in person is a wild ride. It’s a mix of trust, tech, and the occasional existential crisis when someone’s camera mysteriously “breaks” for the fourth meeting in a row. Let’s unpack this madness together—and maybe laugh through the chaos. Who even are these people? First things first: remote work means hiring people from all corners of the globe, which is fantastic. Your team might c...
Read more

Burnout is the office ghost haunting your HR team – how to exorcise it

Ah, burnout. The Voldemort of the corporate world. The thing that must not be named but is lurking in every corner of your office Slack channels. You see it in the exhausted emails that arrive at 3 AM, the "quick Zoom calls" that drag into lunch hour (but somehow still end with “let’s circle back on this”), and the pile of unused vacation days that have been gathering dust like the office plants no one waters. Yes, burnout is the office ghost. It hovers silently, whispers sweet nothings like, “Deadlines are more important than your wellbeing,” and before you know it, half your team is emotionally checked out while the other half is busy binge-watching cat videos at work as a coping mechanism. But what’s a well-meaning HR professional to do? After all, you’ve got policies. You’ve got motivational posters. You’ve even thrown in a yoga session or two. Yet somehow, the specter of burnout keeps floating around, scaring productivity into the basement and morale out the window. Fea...
Read more

Why hiring the "perfect fit" is like online dating (and just as awkward)

Ah, hiring the perfect candidate. The elusive unicorn. The holy grail of HR. It sounds like a dream, doesn’t it? Finding that one person who ticks all the boxes, fits the company culture like a glove, and can practically recite your company values in their sleep. But here’s the thing: hiring the "perfect fit" is exactly like online dating. It's a messy, occasionally heartbreaking process that comes with a lot of swiping, awkward small talk, and yes, a few outright disasters. Buckle up, because this ride is full of metaphors and hard truths. The job post is your profile picture – make it swipe-worthy Let’s start at the beginning. In online dating, your profile picture is your first impression. (Yes, even if it’s heavily filtered.) In hiring, your job description is the equivalent. If your job post sounds like a robot wrote it after binge-watching corporate PowerPoint presentations, don’t expect candidates to “super-like” your listing. “Dynamic self-starter with a passion ...
Read more