I quit, don’t I?  

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 emerged from a generation that no longer places work above everything else. Personal self-realization and balance have gained relevance. I work so that I can live, not the other way around. In Quiet Quitting, this basic attitude towards work reaches its "peak", or should we say, low point? At the core of the phenomenon is the statement: I only do the minimum amount of work and nothing more than what I get paid for. This is the initial idea that underlies the "call" for Quiet Quitting in social media. 

This attitude cannot necessarily be equated with "inner resignation." Although both phenomena share some characteristics, Quiet Quitting usually lacks the actual desire for termination. Often, the profession itself is actually enjoyable for those concerned, but they no longer want to contribute to the performance mindset that requires overtime. 

The boundaries between Quiet Quitting and inner resignation are gradually blurring. However, the fundamental difference remains: Quiet Quitting is a passive approach, where an employee is dissatisfied but continues to work, while "inner resignation" is an active approach where an employee has already decided to leave the company (internally). 

Some factors that favor Quiet Quitting are: 

1. Job dissatisfaction: Employees who are dissatisfied with their job usually gradually reduce their work 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 lead to their withdrawal. 
3. Workplace conflicts: If employees are involved in conflicts at work, they may gradually withdraw from the work environment to avoid these conflicts. 
4. Lack of development opportunities: If employees feel that they cannot continue to develop or grow, boredom and frustration can set in. 

Recognizing signs 

It is rarely easy to recognize the signs of Quiet Quitting. Since many of the processes take place within the person concerned and they do not share them (hence the "quiet" in Quiet Quitting), it is difficult to recognize when someone has adopted this attitude. However, some indications can still be read in certain tendencies:  

• Reduced work ethics and engagement 
• Reduced interaction with colleagues and superiors
• Avoidance of meetings and gatherings 
• Changes in work patterns and habits 
• Only the minimum job requirements are met 

Addressing the problem and de-escalating the situation 

Addressing such a problem can be tricky. Nevertheless, communication is key. This also applies to the party practicing Quiet Quitting. After all, who benefits from being dissatisfied for a longer period of time without addressing the underlying causes? In addition to speaking and, above all, listening, it is also important to respect the limits of the employees and to recognize breaks, pauses, and vacations as times when employees can actually relax and be truly free from work. 

If the employee feels restricted by too few development opportunities, for example, expanding internal training opportunities can help create work motivation through new challenges. 

As an employer, you should also ensure that the distribution of tasks and workloads is balanced. Especially for employees returning from sick leave, the risk of overload should be avoided. Especially employees who have already been affected by burn-out can then quickly develop the Quiet Quitting attitude. Creating a positive work environment that values and rewards employees can also contribute to preventing Quiet Quitting.  

Ultimately, however, the person must also want to be convinced. A fixed attitude cannot be changed so quickly. If the person no longer feels any motivation to perform his or her current job, it must be clarified in an open discussion whether a change of career is possibly the last option for the person concerned. Leaving a job in this way can ultimately have a positive effect on the working atmosphere and the rest of the workforce.