To Utu from Tom
Burnout. My job no longer excites me the way it used to. These days, I simply show up, do what I’m required to do- stick strictly to my job description, and go home. The workplace politics have become overwhelming and no matter how hard I try, it feels like my efforts go unnoticed. Instead of being considered for promotion, the company keeps hiring externally, and I’m left training the very people who end up becoming my supervisors. It worries me and it’s disheartening. I’m merely tolerating my employer and I avoid giving more than necessary because it no longer feels worth it. Is this what quiet quitting looks like? Could this mindset follow me into future roles? I feel underutilized, and I’m worried I’m getting used to suppressing my potential. I wish my employer valued and rewarded people who genuinely contribute, but since that doesn’t seem likely, I’m holding on until I find something better.
Utu’s Perspective
Dear Tom,
It’s true, you’ve quietly quit, or what some call silent resignation. But let’s clear the air: this doesn’t mean you’ve abandoned your job. Instead, it means you’ve stepped back from going “above and beyond” and chosen to stick strictly to what your role requires.
What does quiet quitting mean? Simply put, silent resignation is not slacking off or neglecting responsibilities. It’s about working within the boundaries of your job description by doing what you’re paid to do, no more, no less. Think of it as “acting your wage”: delivering quality work, but no longer offering unpaid overtime, constant availability, or extra tasks that drain your energy without added reward. You stop volunteering for extra duties, checking emails after hours, stretching thin to prove loyalty, or overextending during leave or personal time.
Quiet quitting is not rebellion. It’s a shift in priorities, a way of protecting your well-being and boundaries. Here’s a deeper look at what this means for you and how to navigate it going forward.
Modern Buzzword or an Age-old Workplace Reality?
Quiet quitting may sound like a trendy new phrase, but it’s simply old wine in a new bottle. Although the term gained momentum during the Covid -19 era-when many people paused to reflect on their relationship with work, the behavior itself has existed for as long as work has.
At its core, quiet quitting is simply job dissatisfaction with a new vocabulary. It’s a way workers describe the choice to match their effort to their paycheck and nothing more. Other phrases that capture this same feeling include: Lying flat, Soft quitting, Withdrawal, Disengagement, Phoning it in. Different words, same message: employees stepping back, protecting their boundaries, and no longer investing extra energy without recognition or reward.
Is it OK to Quiet Quit?
Quiet Quitting articulates the frustration of working hard, literally, and not being appreciated for it. While the assumption is that quiet quitters do not perform their roles, the reality is that they fulfill their primary responsibilities- only that they are unwilling to engage in citizenship behaviors such as showing up early, staying late, and attending non-mandatory meetings. So yes, if you are getting burnout or mentally unstable for doing extra, then focusing on what the firm recognizes and rewards you for should be enough. You are not a bad person, you have simply chosen to do the right thing instead of being exploited. You can spend the extra energy on other meaningful things.
Causes of Quiet Quitting
Why would an employee who would do extra withdraw? Naturally, employee motivation and enthusiasm towards work will never be constant because people are affected by the internal and external environment. Lying flat is a result of deeper underlying issues caused by;
- Not being compensated/recognized for going the extra mile, i.e. poor pay despite overworking
- Roles and responsibilities are no longer appealing and the work culture is unsatisfying
- Denied promotion or lack of career growth, i.e. career stagnation
- Unmanageable workload and unclear goals
- Experiencing indifference from the employer/manager or unfair treatment
- Experiencing burnout and mental exhaustion, i.e., deteriorating mental health because there is no work life balance
What are the Signs of Quiet Quitting?
How can you tell that one has detached from their work and the firm. Unhappy/dissatisfied employees who quietly quit have the following characteristics:
- Refusing work outside job description or taking extra responsibilities
- Working for periods specified in the contract: Do not interact with any work before or after work or when on leave.
- Not checking emails while on leave, especially in industries with no life-threatening situations, i.e., things that can wait until the next day.
- Not feeling anxious when requesting time off or taking personal days off or sick off.
- Reduced productivity because one is not going the extra mile as before
- Failure to contribute to team projects or ideas
- Arriving late at work and/ or leaving early, and putting time to work but no passion or mental energy in the roles.
- Disconnected from management which mostly is as a result of feeling that job performance is overlooked for example working harder and the pay not reflecting
- Feeling undervalued at work, therefore you focus more on satisfying side hustles and hobbies that make you happy.
What are the Pros and Cons of Silent Quitting?
The idea that arriving at work too early and leaving late, without compensation, is a sign of commitment is outdated. Today, many employees are redefining healthy work habits through quiet quitting and some of the positive aspects of doing so include:
- Improved work–life balance: By setting clear boundaries around time and energy, individuals create space for family, personal interests, and meaningful activities outside work.
- Better overall well-being: Reduced stress and healthier work patterns contribute to improved mental and physical health.
- Stability while exploring new opportunities. Employees can continue earning an income while seeking roles that offer greater purpose, alignment, and fulfillment.
Stopping work within work hours is not always a good thing. Some of the disadvantages include;
- Not demanding the best from yourself, and this impacts negatively on your profession
- One can be replaced, fired- quiet firing, i.e. making the job unrewarding so that a worker feels compelled to resign.
- Job dissatisfaction/ hating work environment.
- Career stagnation as one misses out on opportunities to better themselves or learn new things that can propel them to better jobs.
Does Quiet Quitting Lead to Resignation?
The saturated job market and tough economic times make it difficult for unhappy workers to quit. However, if you are quite quitting, then the clock is ticking, and it is time to move on. In many cases, quiet quitting eventually paves the way to a formal resignation – unless one is genuinely content with a role that offers little mental stimulation. Therefore, if you experience the above signs of silent quitting, know that it is time to thoroughly think about what you actually want and plan to transition.
Is Quiet Quitting Bad?
Many people reach a point where they give everything to their job, yet their pay, recognition, or growth opportunities don’t match the effort. That’s often where quiet quitting begins- not from laziness, but from feeling undervalued or overextended. In that sense, quiet quitting isn’t inherently wrong. Setting healthy boundaries can protect you from burnout, support work–life balance, and free up time to explore other interests—all while still meeting the expectations you’re paid for.
However, there’s another side to consider.
While employees may view quiet quitting as a necessary act of self-preservation, many managers and critics see it differently. To them, doing only the minimum signals a lack of ambition or commitment. They believe career growth requires going the extra mile, and that sticking strictly to the basics may limit opportunities for advancement.
In short: quiet quitting can be a healthy choice when used to protect your well-being, but it may also influence how others perceive your performance and potential. The key is finding the balance between honoring your boundaries and staying aligned with your long-term career goals.
Quiet quitting- How to Do it Right
You should work to live, not live to work. Your value as a person should never be defined solely by your job, and your career doesn’t have to be the only meaningful or exciting part of your life. When work begins to strain your mental, physical, spiritual, or social well-being, it becomes essential to reset your boundaries and align your efforts strictly with your job description.
If, after considering the pros and cons, you still believe quiet quitting is the right approach for your situation, here’s how to do it thoughtfully and responsibly:
- Perfectly doing that which is specified in your job description
- Ensuring that there are no urgent roles within your JD that require attention after working hours or when you are on leave. This requires you to properly prioritize your tasks so that none spills over to non-work hours.
- Be efficient and effective in your roles so that your manager has no reason to confront you.
- Arriving at work on time and leaving after the daily hours specified in your job description.
- Professionally communicating your boundaries or turning down the extra roles when assigned. Avoid unprofessional confrontations.
Avoid influencing colleagues with personal dissatisfaction. Your experience is valid, but it should not negatively impact the morale or attitudes of others.
By following these steps, you remain within the expectations of your role and uphold your part of the employment agreement. In such cases, the employer should have no valid grounds for disciplinary action. Ultimately, everyone seeks both a meaningful career and a balanced, healthy life outside of work. Consistently overextending yourself at the expense of your well-being is unsustainable, and employees who set boundaries through quiet quitting should not be viewed as lazy or disloyal. Instead, it reflects a commitment to personal health, clarity, and responsible workload management.
Note that quiet quitting is a temporary solution to surviving an unpleasant work environment as you search for meaningful opportunities. Therefore, as you learn how to do it right, it is imperative that you analyze your career life and identify an opportunity that you will enjoy.
Quiet Quitting- Tips on How to Manage Quiet Quitters
Besides feeling unappreciated and undervalued, a manager’s actions greatly contribute to an employee quiet quitting. According to the 2022 Harvard Business Review by by Zenger and Folkman, the least effective managers have the highest number of team members quiet quit. Employees stop putting passion and energy into roles when managers are biased and not good role models. Therefore, to retain highly qualified talents and save on the cost of losing good employees, management should;
A. Find the root cause
Employees who focus on fulfilling their job descriptions while prioritizing personal well-being are not committing an offense. Yet, many managers mistakenly perceive quiet quitters as uncooperative, sometimes treating their behavior as misconduct. This approach can be counterproductive. Instead, managers should recognize that quiet quitting often signals underlying issues that, if left unaddressed, can harm overall performance and workplace morale. The key is to understand the root causes and respond constructively. Practical steps for managers include:
- Create a safe environment for dialogue: Encourage employees to share concerns without fear of retaliation.
- Listen actively to expectations: Understand what aspects of their work are causing dissatisfaction.
- Collaborate on solutions: Explore adjustments, resources, or recognition strategies that can make work more engaging.
By proactively addressing the reasons behind quiet quitting, managers can improve employee satisfaction, boost productivity, and foster a healthier, more sustainable workplace culture.
B. Address the issue
Now that you know why the employee has withdrawn from extra roles, find a solution. Handle each employee separately based on the root cause that made them dissatisfied with work. Improve employee experience to efficiently and effectively manage quiet quitting by;
- Appropriately compensating work done. Set reasonable goals and acknowledge, appreciate, value, and respect employees’ efforts, and do not ignore to financially reward the efforts.
- Involve employees in decision-making of things that directly involve them. Make the employees understand the firm’s bigger picture and how important they are to this picture. Help them align their individual goals to those of the organization.
- Appreciate and encourage your team. Make them feel physically, psychologically, and financially safe.
- Promote deserving workers and communicate opportunities for growth within the company.
- Help employees find purpose and meaning in their work. Create a flexible working environment. Involve employees in job crafting and establish patterns that will enable you to tap maximum productivity from them.
- Avoid micromanaging self-driven workers. Give them autonomy and control to effectively and efficiently perform their roles.
- Assign realistic workloads that do not lead to burnout and ensure work-life balance and mental well-being.
- Conduct regular and honest reviews to prevent quiet quitting.
- Connect with your subordinates and make them feel that the organization cares. Be genuinely concerned about the well-being of your team and create a secure, more inclusive, and healthy workplace.
- Obey the working hours, for instance, do not send emails and expect response outside working hours and on weekends/holidays unless it is urgent.
- Ensure meetings are necessary and productive, and should not be too long that employees fail to understand the importance.
- Do not force workplace fun activities on everyone. Understand that some employees want to enjoy their time with their non-work friends and families.
C. Exhibit good leadership qualities
Managers need to establish positive working relationships to minimize quiet quitting among team members. They must first reflect on their behaviors objectively and without bias. Creating a healthy, sustainable work culture starts with demonstrating strong, consistent leadership. This includes:
- Being trustworthy: Build mutual trust, especially with employees whose backgrounds, personalities, or experiences differ from yours.
- Following through on commitments: Deliver what you promise to reinforce credibility.
- Mastering your role: Understand your responsibilities well so your team can rely on your guidance and expertise.
Above all, managers must serve as role models. Nothing erodes morale faster than double standards. If leaders ignore company guidelines or bend rules, they cannot expect their teams to uphold them. Consistency between what managers expect and what they practice sets the tone for accountability, respect, and motivation.
By embodying the behaviors they want to see, managers naturally reduce the risk of quiet quitting and cultivate a more engaged, committed workforce Ultimately, preventing quiet quitting requires responsive, supportive, and self-aware leadership. When managers address the root causes, employees feel valued and the workplace becomes stronger for everyone..
Note
Quiet quitting is rarely a sign of “bad employees.” More often, it reflects management practices that have worn down motivation and trust. When employees begin to set firm boundaries and limit themselves to what they are paid for, they are sending a clear message: something in the work environment is no longer serving them.
To reduce turnover and retain high-performing talent, managers must look deeper. Ask why an employee who once embraced additional responsibilities is now disengaged. Identify what changed- whether it’s workload, reward, recognition, communication, or leadership behavior. Understanding these shifts is the first step toward rebuilding engagement.
Utu Community Experience
Have you ever found yourself in Tom’s position, or watched a colleague quietly slip into disengagement? Your voice matters. Share your story, insights, or words of encouragement in the comments. What you say might be exactly what Tom, and many others going through the same path, need to hear today.
