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Quiet quitting is a growing issue in the modern workplace, and it can have a significant impact on an organization’s productivity and success.

Unlike traditional quilting, where employees announce their departure and provide a clear reason for leaving, quiet quitting is a subtle and gradual process where employees disengage from their work and responsibilities, eventually leading to their departure.

This type of quitting can be difficult to detect, and its effects on an organization can be far-reaching, including increased turnover costs, decreased productivity, and decreased morale.

It can also lead to more serious issues, such as a lack of trust between employees and management, damaging the organizational culture.

However, by taking proactive steps to address quiet quitting, organizations can empower their employees and create a positive and productive work environment.

In this blog, we’ll explore the importance of addressing quiet quitting, the signs of quiet quitting, the effects it can have on an organization, and actionable steps organizations can take to prevent this type of disengagement.

So if you are looking for ways to empower your organization to address the issue of quiet quitting, you are in the right place.

Let’s get started!

What Is Quiet Quitting?

Quiet quitting is the phenomenon of employees leaving their organization without making a formal announcement or alerting their supervisors.

There are various reasons why an employee may choose to leave quietly, such as feeling unfulfilled in their current role, feeling undervalued in their position, and much more.

This ‘silent exodus’ can be dangerous for any workplace as it can lead to lowered productivity, increased costs associated with recruiting and onboarding new members, as well as cultural repercussions from disgruntled workers.

An Uptick In Quiet Quitting: Let’s Look at the Numbers 

1) Gallup reports that only 15% of employees are actively engaged at work, meaning up to 85% are likely to quit without even sharing it with their employers.

2) According to the Conference Board, quiet quitting costs US businesses $450 to 500 billion annually and could cost as much as $1.5 trillion worldwide.

3) Studies show a six percentage point drop in engagement under the age of 35 from 2019 to 2022 and a six percent increase in actively disengaged employees during the same time period leading to quite quitting.

4) Another study by Gallup reports shows the proportion of engaged workers in the United States decreased to 32% during the second quarter of 2022, while the number of actively disengaged workers increased to 18%.

What Are The Different Causes Of Quiet Quitting?

From feeling undervalued in their current role to being unhappy with the direction of the organization, employees choose to leave their organization quietly for a number of reasons.

Following are some of the most common reasons:

1) Lack Of Recognition & Appreciation: 

Employees who feel undervalued and unappreciated are more likely to disengage and become quiet quitters. This can occur when they feel their hard work and contributions are not recognized or acknowledged by their management or employers.

2) Lack Of Autonomy & Decision-Making Power: 

Employees who feel micromanaged and unable to make decisions independently are also more likely to become quiet quitters. This can occur when their superiors are overly controlling and restrictive in their decision-making processes, leading to frustration and a lack of ownership in their work.

3) Boredom & Monotony: 

Employees who consistently engage in repetitive and unchallenging tasks may eventually become bored and disinterested in their work. This can lead to disengagement and a lack of motivation to work hard and perform at their best.

4) Poor Working Conditions: 

An unhealthy physical environment, long working hours, or high-stress levels can also contribute to quiet quitting. Employees who feel that their physical and emotional well-being is being compromised may disengage from their work and become less productive and motivated.

5) Inadequate support and resources: 

Employees who feel they lack the resources and support to effectively perform their job may become quiet quitters. This can occur when they feel they need to be given access to the tools and training they need to succeed in their duties.

6) Work-life balance: 

Employees who feel their work is consuming their personal life may become quiet quitters. This can occur when they feel they are not given adequate time off or flexible scheduling options, leading to burnout and dissatisfaction with their job.

Employers must be aware of these causes and work to address them to retain their employees and maintain a productive and motivated workforce.

The Table On The Journey Of Employees Quit Quitting 

Stage Description Employee Action
Early Warning The employee begins to express dissatisfaction with work or the workplace May start to become less productive, engage in negative behaviors
Consideration The employee begins to look for new job opportunities actively May start to become more absent or disengaged from work
Intention to Quit The employee begins to leave their tasks and projects uncompleted The employee may start to disengage from work even further
Resignation Employee resigns from their position The employee will complete their notice period, potentially with reduced productivity
Post-Quit The employee has left the company The employee has left his/her unfinished tasks for other team members which can cause an increased workload on other team members


How To Reduce Employee Turnover: Finding Solutions To Common Challenges 

Challenge 1

Difficulty In Retaining Key Employees

Losing key employees can be a major challenge for employers, as they bring valuable skills, knowledge, and experience to the organization. It can be particularly damaging if the employee quits without notice, as it can affect the company’s clients or projects negatively.

Solution: 1. 

To prevent valuable employees from quitting, employers should focus on creating a supportive and rewarding work environment, including opportunities for growth and development.

Regular check-ins and feedback sessions also help employees feel valued and ensure their needs are being met. Employers should also consider offering competitive compensation packages and benefits to help retain top talent.

Challenge 2  

Increased Recruitment Costs: 

Replacing an employee who has quit can be expensive and time-consuming. The cost of recruitment, interviewing, and training a new employee can hamper the company’s budget.

Solution 2: 

Employers can reduce the cost of recruitment by implementing a talent retention program. This program can include incentives such as bonus programs, flexible work hours, additional vacation days, and rewards for longevity.

A successful program should also focus on improving job satisfaction by offering employees professional development and clear pathways for career advancement, which will make them stay with the company longer.

Challenge 3

Negative Impact On Employee Morale: 

The departure of a valued employee can hurt the morale of other employees. This can lead to decreased productivity and a decrease in employee engagement.

Solution 3: 

Employers can address the impact of employees quitting by being transparent and open with remaining employees about the reasons behind the departure and the steps being taken to fill the vacancy.

Employers can also support remaining employees, including offering peer-to-peer coaching, mentoring, and guidance. Additionally, employers can create programs focused on fostering a positive work environment with team activities and recognition efforts.

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Consequences Of Quiet Quitting To Employer 

  1. Loss Of Valuable Talent:

When an employee quits without notice, organizations lose the experience and knowledge that the employee brings to the job, which can be difficult to replace.

  1. Increased Expenditure: 

Replacing an employee can be expensive, requiring the costs of recruiting, training, and onboarding a new hire.

  1. Poor Customer Service: 

When an employee quits without notice, the organization may struggle to fill the position quickly, leading to unhappy customers.

  1. Damage To Reputation: 

When an employee quits without notice, it can reflect negatively on the organization, damaging the reputation and challenging future recruitment efforts.

  1. Increased Workload For Other Employees: 

When an employee quits without notice, it can leave the remaining team members with an increased workload and can cause burnout or moral issues.

4 Ways To Empower Your Organization To Address Quiet Quitting

Quiet quitting can be a frustrating and difficult situation for any organization to deal with, but there are ways to empower your team to address the issue. Here are four ways you can do that:

  1. Implementing Workforce Management Software To Identify Trends In Employee Behavior

Implementing workforce management software can help your organization gain visibility into employee behavior, including when there is a sudden drop in productivity or an increase in absenteeism that can indicate an employee’s intention to quietly quit. With such insights, employers can be empowered to identify and address issues before they lead to employees quitting.

  1. Through Employee Engagement And Satisfaction Surveys

Regularly engaging employees with surveys to gauge their satisfaction and level of engagement with the organization can provide valuable insight into what employees need. Using these surveys, employers can identify potential issues and formulate strategies to retain them and prevent quiet quitting before employees start to leave.

  1. Developing A Comprehensive Retention Strategy 

Creating a comprehensive retention strategy that focuses on providing employees with conditions for work-life balance, potential promotions, and personal growth will help prevent an employee from looking for opportunities elsewhere. Such strategies should be regularly reviewed and updated to ensure they remain effective & relevant for your organization.

4. Competitive Compensation Packages & Benefits

Create a compensation and benefits program that is competitive in your industry to help attract and retain talent. Focus on offering unique and attractive benefits such as flexible work hours, upskilling programs, childcare, health insurance services, etc., as such benefits can demonstrate that the organization values their employees’ contributions and will empower them to stay with the organization.

Read more: 5 Ways Employee Wellness Programs Can Boost Individual Productivity

Addressing Quiet Quitting: The Key Benefits.

Addressing quiet quitting is important to an employer because it delivers various benefits to the workplace. Some of those benefits are as follows:

1) Increased Retention:

When employers address quiet quitting, they can retain valued employees by addressing their issues and finding ways to resolve them. This not only saves the company money in terms of recruitment costs, but it also ensures that experienced workers are retained.

2) Improved Morale And Engagement: 

Addressing employee concerns and creating a positive work environment can lead to increased job satisfaction and engagement, leading to better performance and productivity of the employee.

3) A Better Understanding Of The Organization: 

Exit interviews and employee engagement surveys can provide valuable insights into the reasons behind employee departures, helping organizations identify and address issues that may be contributing to quiet quitting.

4) Enhanced Reputation: 

When an organization is committed to addressing quiet quitting, it can build a positive image with current and potential employees. This improves an employer’s reputation in the industry and increases the chances of recruiting and retaining top talent.

5) Better Teamwork & Collaboration: 

When employees feel valued and supported, they are more likely to work together effectively, leading to improved teamwork and collaboration that benefits the whole organization.

With such benefits, it is important for employers to take measures to address quiet quitting. Doing so will help ensure that employees are given the opportunity to express their concerns and that their issues are taken seriously and resolved to lead to a more productive and engaged workforce.

Actions Employers Can Take To Support Employees In Their Journey Before, During, And After Quiet Quitting.

Stage Action for Employers
Before Quiet Quitting 1. Regular check-ins with employees to gauge job satisfaction and engagement

2. Providing opportunities for career growth and advancement

3. Addressing employee concerns and complaints in a timely and constructive manner

4. Offering a positive work-life balance

5. Providing regular feedback and recognition for employees’ contributions

During Quiet Quitting 1. Paying attention to signs of disengagement, such as decreased productivity and attendance

2. Encouraging open and honest communication between employees and managers

3. Offering support, such as flexible work arrangements or additional resources, to help employees overcome challenges at work

After Quiet Quitting 1. Conducting exit interviews to understand the reasons behind the departure

2. Analyzing trends in employee turnover to identify patterns and make improvements

3. Implementing changes based on feedback from exit interviews and employee engagement surveys

4. Staying in touch with former employees and considering them for rehire in the future

Note: The above table is a general guide, and the specific actions will vary depending on the organization’s culture, policies, and employee needs.


Quiet quitting can significantly impact an organization and its productivity. By proactively addressing employee engagement and satisfaction, providing opportunities for career growth and development, and implementing effective exit interview and feedback processes; organizations can empower their employees and reduce the likelihood of quiet quitting.

By taking these steps, organizations can create a positive work environment that supports and retains their top talent, which can help improve overall performance and success.

That is all for today!

We hope you’ve enjoyed learning about the impacts of quiet quitting in the workplace.

If you have any questions or feedback, feel free to leave a comment below.

Thanks for reading!

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How do you know if an employee is quiet quitting?

If an employee is quitting quietly, they may start to withdraw from their role. This could include decreased engagement, reduced communication, and a lack of enthusiasm for their work. They may also start to take longer breaks, arrive late to work, or have more absences than usual.

If you notice any of these signs, it’s important to have a conversation with the employee to check in and see if there is anything you can do to help.

It’s possible they just need additional support or resources to succeed in their role, so it’s important to have an honest conversation with them.

If the employee is still considering quitting, you can discuss alternative options like reduced hours or a sabbatical that could give them time to decide without leaving your company completely.

What are tips for dealing with quiet quitting?

Here are some tips for dealing with quiet quitting:

  1. Communicate regularly with your employees: Regular check-ins and open lines of communication can help identify any issues contributing to an employee’s decision to quit.
  2. Provide support: Offer resources and support, such as training programs or flexible schedules, to help employees overcome any challenges they may face in the workplace.
  3. Address concerns and complaints: Actively listen to employee concerns and complaints, and take steps to address and resolve any issues that may be contributing to their desire to quit.
  4. Encourage growth and development: Offer opportunities for professional growth and development, such as training or mentorship programs, to help employees feel valued and engaged.
  5. Foster a positive work environment: Create a positive environment that fosters collaboration, respect, and open communication. Encourage employees to share their opinions and feedback and make them feel heard.

Remember, the goal is to create an environment that encourages employees to stay with your organization for a longer period and contribute towards success.

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