Quiet Quitting: Definition, Signals, and What to Do
Quiet quitting isn’t quitting. It’s a pullback of discretionary effort to the strict job description.
What is quiet quitting?
Quiet quitting describes a pattern where people stop going above and beyond and limit effort to baseline expectations. It appears when priorities are unclear, feedback loops break, or recognition is missing.
Why it matters
Hidden disengagement erodes momentum, quality, and retention. Teams may look stable while trust and initiative decline.
Early signals to watch
- Fewer voluntary contributions beyond core scope
- Passive participation in meetings and planning
- Work delivered at the “minimum acceptable” level
- Lower appetite for long-term or cross-team projects
Root causes
- Workload imbalance: chronic overtime, conflicting priorities, no WIP limits
- Recognition gap: effort isn’t visible or rewarded
- Leadership/communication: unclear goals, weak feedback cadence
- Career stagnation: limited growth, no learning path
| Factor | What to check | Action |
|---|---|---|
| Workload | Conflicting priorities, frequent context switching | Set WIP limits, clarify must-do vs. nice-to-have |
| Feedback | Irregular 1:1s, vague reviews | Add monthly 1:1s with specific examples & next steps |
| Recognition | Low visibility of impact | Publicly acknowledge outcomes; align rewards with goals |
| Growth | No learning time or path | Timebox learning, define a tangible skill plan |
What managers can do (5-step playbook)
- Reset expectations: clarify outcomes, ownership, and success criteria.
- Rebalance workload: cap WIP; protect focus time on calendars.
- Tighten feedback loop: specific, documented, monthly 1:1s.
- Make impact visible: demos, updates, and peer recognition.
- Create a growth path: time-boxed learning goals with a mentor.
Tip
Ship a “one-sprint experiment”: pick a single team friction point and improve it by 20%, then retro.
For employees (self-check)
- Align with your manager on 3–5 concrete outcomes for this quarter.
- Protect 2–4 hours of weekly learning or deep work.
- Ask for specific feedback and examples—not labels.
- Track wins; share a short monthly impact note.
FAQ
Is quiet quitting laziness?
No. It usually reflects unmet expectations or broken feedback loops.
How long does recovery take?
Often 1-2 cycles after you set clear priorities and reintroduce recognition/feedback.
Can quiet hiring help?
Yes: if transparent, time-bound, and paired with training; otherwise it erodes trust..