The Rise of Quiet Quitting: A Response to Burnout

In recent years, a quiet shift has taken precedent in workplaces globally – not with dramatic resignations, but with a subtle withdrawal. Employees began doing only what was required of them, no longer volunteering for extra tasks or staying late. This movement, now dubbed “quiet quitting,” isn’t about laziness; it’s a response to deeper issues like burnout and chronic overwork, or tasks above and beyond job descriptions being regularly expected from their work days. After the intensity of the pandemic years, many workers reached a tipping point. They began drawing firmer boundaries, choosing balance over burnout, and challenging the once-celebrated “hustle culture” that equated self-worth with productivity.

Disconnection and the Roots of Disengagement

But quiet quitting isn’t just about mental fatigue – it’s also a symptom of disconnection. When employees feel overlooked, underappreciated, or stuck in roles with little growth, motivation naturally fades. Add to that unclear leadership, poor communication, or a lack of purpose, and it’s no surprise that people begin disengaging. Many employees have adopted the flight rather than fight mentality. Instead of voicing dissatisfaction outright, they retreat – showing up physically, but no longer emotionally invested. It’s a quiet protest, a way of reclaiming control in environments where their efforts no longer feel valued.

Rebuilding Engagement Through Culture and Leadership

To combat quiet quitting, organisations must foster cultures of trust, recognition, and clarity. Leaders need to clearly define roles, check in regularly with their teams, and, most importantly, listen. Recognition doesn’t always mean promotions or bonuses; often, it’s as simple as acknowledging effort, providing meaningful feedback, and showing how individual contributions connect to a bigger picture. Empowering staff, growth opportunities, and genuine care go a long way. When employees feel seen, supported, and part of something purposeful, they don’t need to quietly quit – they willingly lean in.