In the world of workplace dynamics, a new phenomenon is gaining recognition

The quiet quit, also known as silent resignation – a situation where employees disengage mentally and emotionally from their jobs while physically still being present at work. The silent exit is a subtle but powerful expression of dissatisfaction and frustration, often leading to decreased productivity and an unhealthy work environment. As an employer, recognising and addressing quiet quitting is vital to keeping your workforce motivated and engaged. Let’s delve into this issue and explore what employers can do to mitigate its impact.

What is Quiet Quitting?

Quiet quitting happens when employees feel unheard, undervalued, or disengaged in their roles. They withdraw their energy and enthusiasm, ceasing to contribute their best efforts, all while maintaining an outward appearance of compliance. These employees may refrain from sharing their concerns openly, choosing instead to disengage and eventually seek opportunities elsewhere. The signs of quiet quitting may include decreased participation in meetings, reduced initiative, lack of enthusiasm, and a decline in the quality of work.

What impact might it have on your business?

The impact of quiet quitting can be substantial. It affects overall productivity, team morale, and company culture. Disengaged employees can be a breeding ground for negativity and dissatisfaction, potentially influencing peers and often perpetuating a cycle of disengagement within the organisation. Equally importantly, the loss of talented individuals due to quiet quitting can have lasting effects on your business’ reputation and success.


What can you do to Address Quiet Quitting?

Encourage Open Communication

Foster an environment where your employees feel comfortable expressing their concerns and ideas. Regular check-ins and feedback sessions can provide a platform for employees to voice their opinions and address any issues they might be facing.

Offer Development Opportunities

Provide opportunities for growth and development within the business. When employees see a clear path for development, they are more likely to stay engaged and committed to their roles.

Recognise and Appreciate Contributions

Acknowledge and celebrate employees’ accomplishments and efforts. Feeling appreciated boosts morale and motivates individuals to invest more in their work.

Provide Feedback

Offer regular and constructive feedback on performance. Help employees understand where they excel and where they can improve, encouraging growth and fostering a sense of purpose.

Promote Work-Life Balance

Strive to maintain a healthy work-life balance for employees. Overworked and stressed individuals are more likely to disengage from their roles.

Promote a Positive Work Environment

Cultivate a positive workplace culture that encourages collaboration, inclusivity, and a sense of belonging. When employees feel connected and valued, they are less likely to engage in silent resignation.

Act quickly

Act promptly on any reported issues or concerns. Show employees that their feedback is taken seriously and that necessary steps will be taken to address their grievances.


Quiet quitting is a silent storm that can potentially disrupt the harmony and productivity of any business. Employers need to be vigilant and proactive in addressing this issue by fostering open communication, providing opportunities, appreciating contributions, and promoting a positive work environment.

By being vigilant to the signs of quiet quitting and taking appropriate steps, employers can nurture a motivated and engaged workforce, ensuring the long-term success and well-being of both your people and your business.

Get In Touch

David is the lead employment partner for the firm’s education clients and provides sector specialist advice to universities and colleges. David regularly provides clients with strategic advice on issues such as major restructures; TUPE; and trade union relations. David also undertakes a significant amount of contentious work for both education and non-education clients, including representation at employment tribunals, the EAT and the Court of Appeal.

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Published: 24th October 2023
Area: Employment

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