Quiet Quitting refers to a situation where an employee gradually withdraws from the work environment without disclosing their intentions or reasons. This can be difficult for employers and colleagues to detect and can lead to a range of problems, such as poor performance or burdening of the remaining employees. In this post, we will clarify what the important factors of Quiet Quitting are, how to recognize the signs, and what can be done about it.

What exactly is quiet quitting? 

The phenomenon of quiet quitting has grown out of a generation that no longer puts work above everything else. Personal fulfillment and work-life balance have become more important: "I work so that I can live, not the other way around."

Quiet quitting represents the "high point" of this basic attitude toward work—or should we say the low point? At the heart of the phenomenon is the statement: "I only do the minimum amount of work and no more than what I am paid for." At least, that is the initial idea behind the "call" for quiet quitting on social media. 

This attitude cannot necessarily be equated with inner resignation. Although both phenomena share some characteristics, quiet quitting usually lacks the actual desire to resign. This is because the people concerned often actually enjoy their job, but no longer want to contribute to the performance culture that considers overtime to be good form.  

In fact, the lines between quiet quitting and inner resignation are gradually blurring. However, the fundamental difference remains: quiet quitting is a passive approach in which employees are dissatisfied but continue to stay at work, while "inner resignation" is an active approach in which employees have already decided to leave the company (inwardly). 

But how did this situation come about? Some factors that encourage quiet quitting are:  

1. Job dissatisfaction: Employees who are dissatisfied with their job usually gradually reduce their workload and withdraw from the work environment.

2. Lack of appreciation or recognition: If employees feel that their work is not appreciated or recognized, this can cause them to withdraw.

3. Conflicts in the workplace: If employees are involved in conflicts in the workplace, they may gradually withdraw from the work environment to avoid these conflicts. 

4. Lack of development opportunities: If employees feel that they cannot develop or grow, boredom and frustration can set in. 

Recognize signs

However, the signs of quiet quitting are rarely obvious. Since many of the processes take place within the person themselves and they do not share them (hence the "quiet" in quiet quitting), it is difficult to recognize when a person has adopted this attitude.  

However, certain signs indicate that such trends are emerging: 

• Reduced work ethic and commitment
• Decreased interaction with colleagues and supervisors
• Avoiding meetings and gatherings
• Changes in work patterns and habits
• Only the minimum requirements of job performance are met 

Address the problem and de-escalate the situation 

Communication is key! Addressing such issues can be tricky. Nevertheless, those who communicate have a clear advantage. Incidentally, this also applies to the party engaging in quiet quitting. After all, who benefits from being dissatisfied over a long period of time without addressing the underlying causes?  

In addition to talking and, above all, listening, it is also important to respect employees' boundaries and recognize time off, breaks, and vacations as times when employees can actually relax and truly take a break from work. 

If an employee feels held back by a lack of development opportunities, expanding internal training opportunities, for example, can help to motivate them at work by presenting them with new challenges. 

As an employer, you should also ensure that tasks are distributed evenly and workloads are balanced. Employees returning from sick leave are particularly at risk of becoming quiet quitters if their workload is too high. This attitude can quickly develop, especially among employees who have already suffered from burnout. 

Ultimately, however, the person must also be willing to be persuaded. A fixed attitude cannot be changed so quickly. If the person no longer feels any motivation to do their current job, an open discussion must be held to clarify whether a career change might be the last option for the person concerned. Even leaving a job in this way can ultimately have a positive effect on the working atmosphere and the rest of the workforce.