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The Story Behind It

After the Great Designation, this is the new term which is creating the buzz in the market “Quiet Quitting”


Quiet Quitting is not quitting the job and quietly moving out. What it means are the employees who have become disengaged, dread their work, and can’t wait to complete their work hours. These people just go by the book rule and do the min to keep their job intact. The simple line as per such person is we are doing the work for which they are working

Why would people want to be disengaged from work? Maybe they don’t want to hit burnout which can be short. Maybe they don’t want to have worked as their central theme. We were never born to live in so much uncertainty which has been going around. Especially people realizing that companies or organizations can let them loose when things don’t go their way then they can be thrown out. While a lot of people might have taken on more responsibilities 24*7 a day which might have seen a negative impact on their personal life. They might have regretted just focusing on the work and realizing they can be thrown at the wimp of some people at the top.

“The biggest concern for any organization should be when their most passionate people become quiet.”

But as leaders what we can do? Recently, there was a study done. according to this study, quiet quitting has more to do with leadership and psychological safety. The workplace is the place where people want to be heard, seen and have a purpose to work for. There is a direct correlation between a manager’s ability to balance getting results with the concern for others’ needs and employees’ willingness to go beyond their assigned duties. Employees who are unappreciated and unvalued are likely to quiet quitting.  Quiet quitting is based on Newton’s 3rd law of every action reacts. As a leader when you have become biased, or your behaviour was too inappropriate that obvious reaction was being pushed to the corner and choose quiet quitting when quitting is not an option. Every leader must have seen some percentage of quiet quitting even when they are inspiring for most of their team but if the percentage is more likely to be 50% then maybe it’s you who is making the employees take the low road of quiet quitting. 

“A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.~ Lao Tzu”

Before you start blaming the employees let’s see how to communicate with your employees to get them more productive or any needs. Do they see them as they are being appreciated for the work or for increased productivity? Are employees or colleagues able to challenge you? How open dialogues can your team have? Are your teammates feel that they are cared for by their leader? In short, does your team have trust in you? The first part of building trust is having a positive relationship where you are interested in each person and both parties look forward to sharing and talking. When you are genuinely interested in seeing them progress in life. Do you have the expertise? If not, you let experts bring their expertise

When the world will be cribbing about the low motivation of their employees for their quiet quitting, be the one who is trusted and looked up to by his teammates.