In the evolving landscape of modern workplaces, “quiet quitting” has emerged as a significant trend, capturing the attention of employers, employees, and researchers alike.
Defined as employees performing only the minimum required work without going above and beyond, quiet quitting represents a shift toward setting boundaries and prioritizing work-life balance over the traditional hustle culture. This phenomenon, particularly notable since the COVID-19 pandemic, has sparked debates about its implications for workplace culture, productivity, and employee engagement.
Origins and Historical Context
The term “quiet quitting” gained prominence in 2022, largely propelled by social media, especially TikTok. A notable X post by Zaid Khan, a young engineer, introduced the concept, describing it as rejecting the notion that work should dominate one’s life.
This viral moment coincided with the Great Resignation, a period from 2021 to 2022 where millions of U.S. workers, particularly 71.6 million from April 2021 to April 2022, left their jobs, averaging 3.98 million monthly quits, with a peak of 4.2 million in June 2022, according to the U.S. Bureau of Labor Statistics.
The pandemic disrupted traditional work norms, prompting a reevaluation of work-life balance, and quiet quitting emerged as a response for those not ready to resign but seeking to reclaim personal time.
It’s not just a U.S. story, either. It echoes global movements like China’s #TangPing (“lay flat”), protesting overwork culture, and is seen as a sequel to the Great Resignation, with experts like Adam Grant, an organizational psychologist at the Wharton School, noting at the World Economic Forum in Davos that quiet quitting reflects ongoing worker dissatisfaction.
This phenomenon is a global echo of workers saying “enough” to relentless productivity demands.
Driving Factors Behind Quiet Quitting
The reasons behind quiet quitting weave together personal burnout, workplace frustrations, and a generational rethink of what work should mean.
The pandemic exacerbated work-related stress, with the American Psychological Association reporting that 76% of workers experienced stress, and 25% cited their job as the primary source.
A study by Microsoft of 30,000 workers found 54% of Gen Z considering quitting, linking burnout to quiet quitting intentions. Many consider quiet quitting as a coping mechanism, allowing employees to set boundaries and protect mental health.
Employees increasingly prioritize balance and those with good balance are more engaged and less likely to job hunt. This shift is evident in behaviors like not checking emails after hours, as exemplified by a department manager, Sara M., who told NPR she now leaves work at work, reducing anxiety about time off.
When effort goes unnoticed, motivation fades. LinkedIn data shows 94% of workers would stay if managers showed personal care. Pew’s survey of Great Resignation quitters flagged low pay and no growth as dealbreakers as quiet quitters might just be staying put but checking out mentally for the same reasons.
Younger workers, especially Gen Z and millennials, aren’t buying the old “live to work” playbook. Deloitte’s research says 75% want companies to prioritize purpose over profit, valuing flexibility instead. Their higher disengagement rates, especially among remote workers under 35, hint at a workforce rewriting the contract.
How It’s Changing Workplaces
Quiet quitting isn’t just about slacking but a symptom of a workplace culture that’s been overstretched. The pandemic didn’t create it, it just exposed cracks already there.
When workers stick to the bare minimum, innovation stalls. McKinsey’s data shows engaged teams boost profitability by 23%. Gallup’s latest numbers with 32% engaged, 18% actively disengaged mark a decade-low, tying quiet quitting to slumping performance. It’s not sabotage, it’s inertia.
A disengaged worker doesn’t just clock out emotionally, they drag the vibe down. Burnout and dissatisfaction contribute the most to low sales and number, which then, in turn, cause a domino effect. Harvard Business Review warns this kills “citizenship behaviors“, such as volunteering for extra tasks, hurting both sides.
Workers who once thrived on hustle saw remote work blur lines between home and job, then returned to offices feeling the tradeoff wasn’t worth it. For Gen Z, it’s less rebellion and more a baseline expectation: why sacrifice for a system that doesn’t deliver meaning or reward?
Most of the time, quiet quitters aren’t loyal but they’re just biding time. On statistic, over half of quite quitter are job-hunting, which tie this to the Great Resignation’s momentum. Even as the job market cools after a while, companies ignoring this risk losing talent.
What Experts Say and How to Fight Back
Anthony C. Klotz sees quiet quitting as a cry for change. He warns that if companies don’t address the root issues, the problem will only grow. His take flips the script on the idea that workers are just checking out; instead, they’re silently demanding better conditions and respect.
Katie Bailey from Kings College London weighs in too, calling quiet quitting the new normal. According to her, the pandemic’s lessons have reshaped expectations, leaving many workers proud to do just enough. It’s less about slack and more about recalibrating priorities after a global shake-up.
Companies aren’t just sitting back, either. Forbes highlights that some businesses are already trying to prevent quiet quitting by offering flexible hours and recognizing employees in more meaningful ways. Think about construction firms that tweak schedules to suit Gen Z’s lifestyle. Meanwhile, GoSkills pushes the idea that training leaders to connect rather than dictate can help bridge the gap between management and employees.
On the horizon, ResearchGate notes that quiet quitting is deeply rooted in the quest for well-being and meaning which is a trend that’s here to stay. But here’s the silver lining: companies that are willing to pivot by fostering cultures of engagement and flexibility could actually turn this phenomenon into an opportunity for growth.
This trend is really a mirror held up to modern work. It exposes burnout, shifting priorities, and a younger workforce that refuses to settle for the status quo. It’s not just a matter of employees doing the bare minimum, it’s about a profound need for balance, recognition, and genuine connection at work.
When companies ignore these red flags, they risk a future of disengaged teams and high turnover. But if they choose to adapt—listening to their employees and implementing real changes—they might just build a more resilient, inspired workforce. Quiet quitting, then, isn’t a silent rebellion to be dismissed.
It’s a call for workplaces to evolve and create environments where everyone feels they truly matter.