In recent years, a silent but growing phenomenon has been gaining momentum in the corporate world: "quiet quitting" or "silent resignation.".

This term describes the practice of employees who, instead of formally resigning, gradually reduce their engagement and effort at work, fulfilling only the bare minimum.

Furthermore, this behavior can have significant implications for both companies and employees.

What is quiet quitting?

Quiet quitting doesn't necessarily mean an employee is leaving their job. Instead, they are mentally, emotionally, and sometimes physically giving up the total commitment to their work.

In other words, they only do the bare minimum, avoiding any extra effort, participation in additional projects, or innovation. This behavior may be a response to burnout, demotivation, or dissatisfaction with the work environment.

Therefore, it's not something to simply let pass. It's serious, and it can lead some people to burnout.

What do studies say about quiet quitting?

Several studies have investigated the phenomenon of quiet quitting and its underlying causes.

A 2023 Gallup report revealed that approximately 50% of the US workforce could be classified as "quiet quitters".

In general, the study highlighted that disengagement at work is at alarming levels and that the COVID-19 pandemic exacerbated this problem, as many employees reassessed their priorities and sought a better work-life balance.

Another study conducted by Microsoft in 2021 found that 41% of global workers were considering leaving their jobs, which is an indication that many were already in a state of quiet quitting or close to it.

The study also indicated that emotional disconnection and lack of recognition were critical factors in disengagement.

What are the causes of quiet quitting?

Several factors contribute to quiet quitting, including:

• Exhaustion: Burnout is one of the main causes of disengagement. Employees who feel overwhelmed and emotionally exhausted tend to disconnect from their work.;
• Lack of recognition: The absence of recognition and rewards can lead to demotivation. Employees who feel their efforts are not valued may reduce their commitment.;
• Bad work environment: A toxic or poorly managed work environment can foster feelings of dissatisfaction and disengagement;
• Work-life balance: The inability to balance the demands of work with personal life can lead employees to prioritize their health and well-being, reducing their effort at work.

That is, it is urgent that companies become aware of such causes in order to create effective strategies to combat quiet quitting or silent layoffs.

How to reverse quiet quitting?

Reversing quiet quitting requires a multifaceted approach involving both leaders and employees, but primarily leadership. Here are some effective strategies:

• Promoting employee well-being: Implement wellness programs that address burnout and promote a healthy work-life balance. This may include flexible work schedules, remote work opportunities, and mental health programs.
• Recognition and rewards: Develop recognition systems that value employee efforts. This can include financial rewards, promotions, public praise, and performance awards.
• Improving the work environment: Create a positive and inclusive work environment where employees feel safe, valued, and respected. This can involve leadership training, anti-harassment policies, and diversity and inclusion initiatives.
• Continuous feedback: Establish open communication channels for ongoing feedback. Conducting organizational climate surveys and regular feedback sessions can help identify problems before they become critical.
• Development opportunities: Offering professional development opportunities, such as training, mentoring, and career development programs, helps employees feel like they are progressing and developing within the company.

To assist in this entire process of cultural readjustment and transformation, we have selected the best programs and training that promote happiness and well-being in organizations and teams. See below:

1. The Five Behaviors
2. The Work of Leaders
3. New Leaders
4. Effective Communication
5. Connection, Communication and Collaboration
6. The Art of Feedback
7. DiSC Workplace Workshop