Signs Of Quiet Quitting? Observation From Employers

What is Quiet Quitting, and why is it trending among office workers lately? Quiet Quitting means employees quietly withdraw—still working, but not going the extra mile. What causes this, and how does it affect businesses? Read this article if there is a Quiet Quitter in your industry. 

What Is Quiet Quitting?

Quiet quitting means doing only what’s in your job contract—nothing more, nothing less. It reflects a mindset where employees no longer go beyond basic duties. Signs of quiet quitting include avoiding overtime, optional meetings, or company events.

In essence, Quiet Quitting enables workers to establish clear boundaries between their work and personal lives. It reflects a growing trend of seeking work-life balance in today’s workplaces.

However, if signs of quiet quitting continue for too long, they can reduce motivation and lower productivity. It can also weaken the bond between employees and their team. Thus, quiet quitting can hurt both career growth and company culture.

Signs Of Quiet Quitting In The Workplace

What are quiet quitting behaviors? Here are some signs for managers to act fast and keep performance up. 

1. Lack of interest in meetings

An example of Quiet Quitting is when an employee who once spoke up in meetings now only attends to “listen without care.” They may skip meetings without a reason or join but give no constructive input. Being uninterested in meetings shows they are slowly withdrawing from group interaction.

2. Doing the bare minimum

When someone who used to be passionate about their job becomes indifferent, it’s a strong sign of lost motivation. They stop caring about results, milestones, or shared success. They may also show little interest when assigned tasks or no longer offer ideas like before.

3. Avoiding responsibilities

Employees quietly stepping back often avoid tasks that require collaboration or higher responsibility. They give personal excuses not to shoulder too much workload. What’s more, quiet quitters can stay silent when asked to take on more responsibilities.

4. Cold and distant communication

If an employee stops giving updates or replies slowly to messages and instructions, it’s a sign that work is no longer their priority. What are the results of quiet quitting in this situation? - Lower morale and team engagement.

5. Self-isolation from the team

Regularly skipping team-building activities, group lunches, and small social events are some signs of quiet quitting. The lack of participation shows a disconnect from the company culture, which is key to keeping talent.

Why Do Employees Quietly Quit?

Quiet Quitting is spreading rapidly across the globe, especially in developed countries. The trend stems from multiple causes, both in workplace conditions and personal psychology.

Constant stress and burnout

Ongoing stress and burnout often make employees stop giving extra effort. A Microsoft study found 54% of Gen Z workers may quit because they feel overwhelmed.

Lack of recognition

Lack of recognition silently kills work motivation. When contributions go unnoticed or unappreciated, employees may think, “No one cares how hard I work.”. Over time, they stop taking on extra tasks or responsibilities. 

No clear career path

In today’s workforce, employees value personal development. Without a clear promotion plan, many feel stuck in place. The absence of career direction reduces motivation, especially when there are no opportunities to learn or face new challenges. Instead of fully quitting, some employees choose to “do just enough to avoid being fired.”

Poor or indifferent management

The bond between employees and managers is key to productivity and morale. Yet only half of workers feel their managers truly care about them. 

When managers fail to listen, support, or communicate well, employees slowly lose emotional engagement. Consequently, work performance declines, and so does the spirit to continue with the company. 

Work-life imbalance

Another major cause of Quiet Quitting is an imbalance between work and personal life. HRD Asia reports that 57% of Quiet Quitters feel happier after cutting back on excessive work effort.

When work invades personal time, employees feel they are losing themselves just to “earn a paycheck.” As a result, they resist by doing only what their job description requires—no more, no less.

Personality type also influences the risk of Quiet Quitting:

• Dominance (D). D-type people lose motivation if the job lacks challenges and decision-making power. They need opportunities to speak up and do what they want.
• Influence (I). I-type people disengage when social connection is missing. If they fail to insert personal impact, they will look for other opportunities.
• Steadiness (S). S-type people face a high quiet quitting risk when feeling forced and unheard. They want an environment that provides them with security.
• Compliance (C). C-type people often withdraw when working in environments with poor, unclear standards. They thrive in structured workplaces where every process is logical. 

Explore more: What is a personality hire and how their circle workforce?

What To Do As Employers To Minimize Quiet Quitting

Quiet Quitting has become a major challenge in HR management. The following strategies can help companies respond to and prevent signs of quiet quitting.

Lead with a clear vision

An inspiring leader provides both direction and motivation, encouraging employees to contribute fully. When employees work under a leader with vision and passion, they are more likely to find meaning in their work.

Ways to prevent Quiet Quitting include:

• Invite employees to take part in defining the company’s mission, goals, and long-term values.
• Build a transparent culture where employees feel safe sharing opinions and challenges.
• Create a supportive workplace that encourages self-expression and helps employees maximize their potential.

Align employees with values and purposes

When employees connect with a company’s values, they are more willing to give their best because they feel like an essential part of the team. Values should be shown through actions and daily decisions, not just words.

Key steps to strengthen internal alignment:

• Develop a set of measurable, behavior-driven core values.
• Integrate these values into onboarding and regular performance reviews.
• Encourage employees to share real stories that reflect the organization’s values, building a strong internal identity.

Recognize and reward efforts

Failing to acknowledge contributions can lead to disengagement. To prevent this, companies need a recognition system that is timely, transparent, and fair.

Effective approaches include:

• Implement a fair and open performance evaluation system.
• Reward based on results rather than position.
• Acknowledge even small contributions to foster respect and a sense of value.

Respect personal time and support work-life balance

A healthy workplace not only drives productivity but also protects mental health and sustains long-term motivation. Work-life balance is key to avoiding burnout and Quiet Quitting.

Practical measures:

• Clearly define boundaries between work hours and personal time, and limit after-hours requests.
• Offer flexible leave policies and mental wellness days.
• Provide holistic wellness programs, including mental health counseling, fitness, and nutrition support.

Create a supportive workplace

The work environment strongly influences both mood and performance. A positive workplace is safe, encouraging, and fosters good relationships.

Focus areas include:

• Invest in modern, comfortable, and well-equipped facilities.
• Offer flexible work models, such as hybrid schedules and flexible seating.
• Promote a culture of collaboration, mutual support, and cross-department knowledge sharing.

DISC Test In Use

As mentioned before, each employee with each DISC type can have different friction at work. The friction can make them go silent and quietly resign from group activities. Then, the DISC test can come in handy when spotting signs of quiet quitting.

DISC results can show why employees feel unmotivated or what challenges they face at work. Managers can use these DISC insights to address problems, conflicts, and friction. This helps create a workplace that is more understanding and supportive.

Test yourself out: What is your DISC personality type?

Last Thoughts

Quiet Quitting is not quitting a job. It is a silent pullback from going beyond basic duties. Solving quiet quitting takes effort from both employers and employees. Together, they can build a positive, motivating workplace that inspires long-term commitment. 

Frequently Asked Questions (FAQs)

1. What does quiet quitting look like?

Here are some signs of quiet quitting. Avoiding group activities, doing the bare minimum, avoiding extra projects, and more. When managers notice a lack of interest in the job, they should watch for more signs. This helps them take action in time.

2. Does quiet quitting mean quitting a job?

Quiet quitters still do their daily grind at work. But they avoid taking on more responsibilities. For instance, they may turn down extra projects or refuse overtime. Another example is that they often avoid exceeding basic requirements.

3. Is quiet quitting healthy?

Not at all. Quiet quitters' tired spirits can be contagious, affecting the mutual morale of a team. Thus, they can prevent businesses from achieving extraordinary results. If there is no timely solution, productivity may drop. As a result, employee turnover can rise. And in the long run, the company’s growth could also face serious setbacks.

4. How to prevent quiet quitting?

Businesses should focus on two-way communication and transparent performance reviews. They should also provide consistent recognition and opportunities for growth. This way, employees will feel valued.