{"id":66187,"date":"2024-02-22T02:00:00","date_gmt":"2024-02-22T02:00:00","guid":{"rendered":"https:\/\/www.talogy.com\/?p=66187"},"modified":"2025-09-08T14:49:49","modified_gmt":"2025-09-08T14:49:49","slug":"what-is-quiet-quitting-really","status":"publish","type":"post","link":"https:\/\/talogy.com\/en\/blog\/what-is-quiet-quitting-really\/","title":{"rendered":"What is quiet quitting, really?"},"content":{"rendered":"\n

Future of work. The Great Resignation<\/a>. Hybrid workplace. Quiet quitting. All terms that have huge implications for businesses, which were relatively unheard of until recently. All come with a level of open discussion about what they truly mean, with many unanswered questions on how to address them. Much of the genesis of these terms tie directly to both the pandemic and the wide global adoption of remote or hybrid working. <\/p>\n\n\n\n

Quiet quitting in particular has recently burst into the spotlight, reflecting a perception that many employees are choosing not to leave the organization, but are adopting a much more transactional relationship with their work. <\/p>\n\n\n\n

No matter how you view this potential phenomenon, employee engagement can have significant implications on both organizations and employees<\/a>. Many products, innovations, organizations, and institutions have benefitted for years from the creativity, teamwork, inspiration, and culture facilitated by employees who identify and have a meaningful attachment with their organization. If this association is reduced or disappears altogether, it can have dire consequences for an organization\u2019s potential and an employee\u2019s personal development.<\/p>\n\n\n\n

What is quiet quitting?<\/h2>\n\n\n\n

Gallup<\/a> defines quiet quitting as an employee simply meeting their job description requirements \u2013 not going above and beyond in any capacity of their role. Personio<\/a> shares some examples of what this looks like in reality which includes not speaking up in meetings, not taking on extra tasks, or opting out of any overtime opportunities. It\u2019s a disruptive phenomenon that can impact employee morale and eventually your bottom line if not addressed.\n<\/p>\n\n\n\n

The rise of quiet quitting<\/h2>\n\n\n\n

The topic of quiet quitting is causing much debate, with a range of views being shared. Some say it is just a rebranding of employee disengagement, while others believe it is a symptom of burnout and depleted well-being. Some commentators believe it is the outcome of employees rewriting the psychological contract, while others see it as people shuffling priorities to put more of a focus on themselves and their families rather than a job and their employer. <\/p>\n\n\n\n

Whatever people\u2019s views are, most agree that quiet quitting appears to stem from the soul searching many of us have been doing over the last few years and feeling burned out after the tsunami of challenge and change we have experienced. <\/p>\n\n\n\n

Learn more: <\/strong>How to counter employee burnout through resilience<\/strong><\/a> <\/p>\n\n\n\n

Every aspect of how we define, perceive, and feel about the workplace has gone through a significant change over time. One of the positive outcomes of this is a growing acknowledgement and appreciation of the fact we are all individual human beings. We all have unique circumstances outside of work that demand our attention and impact our lives. With that in mind, are organizations using the right strategies to create an engaging environment and reduce the chances of quiet quitting impacting employees?<\/p>\n\n\n\n

Employee engagement and quiet quitting<\/h2>\n\n\n\n

Fundamentally, the challenge is the same as it has always been: engaging and retaining talent.<\/a> This is reflected in the Gallup State of the Global Workplace 2023<\/a>, which reports that stress is up and engagement down since 2019, halting a 10 -year improvement. <\/p>\n\n\n\n

While metrics for measuring employee engagement, such as higher productivity and revenue, might be useful for board reports, they have lost the more human aspect of what true engagement is. <\/p>\n\n\n\n

Real employee engagement<\/a> is a psychological state that is pervasive and persistent. When employees experience a sense of meaningfulness and purpose from their work \u2013 drawing enthusiasm and energy from their job \u2013 they feel emotionally attached to the organization. When this phenomenon is in motion, employees feel a genuine connection to their work and their employer<\/a> \u2013 quite the opposite of quiet quitting.<\/p>\n\n\n\n

How to prevent quiet quitting<\/h2>\n\n\n\n

\nThe human element of being an employee \u2013 and an individual human being \u2013 is important and needs to be acknowledged. To learn how to prevent quiet quitting, organizations need to ask themselves the following questions:\n<\/p>\n\n\n\n