If you notice these 11 things, someone’s quiet quitting at work
Have you noticed a growing trend that's quietly reshaping workplaces and putting company culture at risk?
It actually began during the COVID era, but it's picked up serious momentum across many organizations lately.
You’ve probably heard of it, it’s called “quiet quitting.”
So, what is quite quitting?
Quiet quitting happens when employees do only what their job requires no more, no less. They’re not leaving the company, but they’re disengaged, emotionally checked out, and just going through the motions. Even the bare minimum can feel like a stretch for some.
Now, imagine you're a CEO and most of your team is showing little motivation, avoiding extra responsibilities, and disengaging from workplace culture. You’d probably feel frustrated and concerned, and rightfully so.
In fact, according to a Gallup report, at least 50% of the U.S. workforce is made up of quiet quitters, and that number may be even higher. And that's just in the U.S. the global picture could be even more alarming.
Canadian businessman Kevin O'Leary summed it up well:
"If you're a quiet quitter, you're not working for me."
What causes quiet quitting?
Here are some key reasons:
Lack of recognition. When employees who go the extra mile don’t see promotions or raises, they lose motivation.
Burnout from excessive workload. High performers often carry the weight for others, leading to exhaustion and withdrawal when their efforts aren't appreciated.
Unfair work distribution. Being overloaded while others do less or seeing no change even after new hires, creates resentment.
Poor management or leadership. When expectations are unclear and rewards don’t match efforts, employees pull back.
Disillusionment with hustle culture. Not everyone buys into the "work till you drop" mindset. Some just want balance, and that’s okay.
Low return on extra effort. When going above and beyond doesn't lead to better outcomes, people stop doing it.
A shift toward setting boundaries. More workers are realizing it’s okay to do their job well without sacrificing their personal lives.
Watch the below video for more insight:
What’s next? In this guide, I’ll explore:
How to spot the signs of quiet quitting
What leaders can do to prevent it
How to re-engage your team
Why does it matter? Because identifying and addressing quiet quitting can:
Improve employee well-being
Increase retention
Strengthen company culture
Boost engagement
Enhance overall performance
Ready to recognize the signs of quiet quitting and take action?
Great, let’s dive in!
11 key clear signs of quiet quitting in the workplace
1. Sleepless nights and dread before work
If you're waking up with anxiety or secretly hoping for a reason to skip work, you're likely far past burnout. When long-standing, respected colleagues start leaving in waves, it’s usually because they’ve spotted red flags you may not have fully seen yet.
2. Public belittling for taking approved time off
If a leader calls you out for using earned vacation even after you stayed connected to key responsibilities that’s not just inappropriate, it’s toxic. When they refuse to acknowledge or apologize for it, the damage runs even deeper.
3. Unfair performance reviews
A bad review can seriously derail your career, even if you're competent and hardworking. Ironically, the same managers might write glowing references just to move you out. Whether it's mismanagement or misalignment, it’s a sign that something needs to change.
4. Corporate acquisition red flags
When a big company takes over, you know the pattern: budget cuts, slashed benefits, and a vanishing culture. Staying might feel like waiting for severance, but the mission that once inspired you is probably gone.
5. Feeling underutilized and overwhelmed
If your skills are being ignored while the stress bleeds into your personal life, it's only natural to check out. No one can thrive when they feel both overlooked and overloaded.
6. Conflicting direction from leadership
When leadership sends mixed messages or battles for control, you're left stuck in the crossfire. The confusion and stress that follow make it hard to do your job or even know what your job is anymore.
7. No backfill, just more work
When people leave and their responsibilities quietly land on your plate with no extra pay or promotion it’s not a compliment. It’s exploitation. And it’s unsustainable.
8. Cost-cutting at the expense of people
It may start with tracking overtime or micromanaging minutes, but when the belt-tightening hits people instead of inefficiencies, morale takes a nosedive. You feel like a number, not a person.
9. Verbal abuse and gaslighting
If you're getting yelled at for following instructions, then accused of incompetence, that’s not leadership it’s emotional abuse. Dismissive, degrading treatment only drives good people away.
10. “Top of pay scale" excuse
Being told you can't get a raise because you're already “paid enough”, especially when you're barely scraping by isn't just insulting, it's unsustainable.
11. Dreading the workplace environment
If you spend your breaks in your car just to avoid being inside, you've mentally already checked out. That’s not disengagement it’s survival mode.
How to address and prevent quiet quitting
You can’t inspire excellence in a broken culture.
To retain top talent and build a high-performing, resilient team, here are key strategies:
Employers should clearly define roles and expectations by providing detailed job descriptions, distinguishing between core responsibilities and extra efforts, and holding regular check-ins to clarify and adjust duties as needed.
Recognize and reward efforts through public acknowledgments such as shoutouts or awards, offering tangible rewards like bonuses or extra time off, and fostering a culture of peer recognition.
Promote work-life balance to prevent burnout by respecting employees’ personal time, allowing flexible or remote work arrangements, and regularly reviewing workloads to ensure they are sustainable.
Encourage open communication and feedback by conducting anonymous surveys, holding skip-level meetings with leadership, and acting on employee suggestions when possible.
Invest in career growth and development by offering training opportunities, establishing clear advancement paths, and holding regular career development discussions.
Final thoughts
Quiet quitting is a subtle yet serious issue that, if left unaddressed, can slow down company performance and drive up turnover.
By creating a culture of clarity, recognition, balance, and growth, organizations can keep employees engaged and productive.
Hope you enjoyed the guide, if you have any feedback share your thoughts in the comment box below.
Key frequently asked questions
1. What is "quiet quitting," and how is it different from simply doing your job
Quiet quitting is when employees do only what's outlined in their job descriptions, no more, no less. It becomes a problem when the behavior stems from disengagement or dissatisfaction, rather than healthy boundaries.
2. If I meet my responsibilities but don’t go above and beyond, am I quiet quitting?
Not necessarily. Setting boundaries and focusing on your core duties is normal and healthy. Quiet quitting typically refers to a deeper withdrawal from collaboration or initiative.
3. Does being paid hourly change the expectations around quiet quitting?
Yes. Hourly employees are typically expected to work only within their scheduled hours. Refusing to go beyond that isn't quiet quitting, it’s maintaining fair labor practices.
4. Can agile or sprint-based workflows reduce opportunities to go “above and beyond”?
Absolutely. In sprint-based systems, tasks are pre-planned and tightly managed. Taking on unplanned work can disrupt the workflow, so “just doing your job” is often the ideal approach.