Have you ever noticed some employees doing just enough to get by—no extra effort, no enthusiasm, just the bare minimum to stay employed? That behavior has a name: quiet quitting. And it’s becoming an increasingly common issue in workplaces today.
Quiet quitting doesn’t mean an employee resigns. Instead, they mentally check out, doing only what’s required, no overtime, no volunteering for tasks, and no passion for their work. If ignored, this can hurt productivity, team morale, and even profits.
The good news is, if you recognize the signs early, you can step in and turn things around before it impacts your whole team. Here are 10 red flags that an employee might be quietly quitting—and what you can do to address it effectively.
What Is Quiet Quitting?
Quiet quitting became a hot topic in 2025, especially among younger workers. It’s not about leaving a job; it’s about disengaging from anything beyond the basic job description.
Why Does It Happen?
- Feeling unappreciated or burned out.
- No growth opportunities.
- Toxic work culture.
- Poor management.
- Unclear expectations.
Employees who quietly quit aren’t lazy; they’re often frustrated, exhausted, or feel ignored. The key is to recognize the warning signs before they give up completely.
10 Common Signs of Quiet Quitting
Drop in Engagement or Enthusiasm
- They used to be excited about projects, but now they seem indifferent.
- No more new ideas or suggestions will be offered during meetings.
Doing the Bare Minimum
- Tasks are completed just well enough to avoid trouble.
- No extra effort, even when it would help the team.
Skipping Meetings or Team Projects
- They avoid optional meetings or contribute very little.
- Rarely volunteer for new assignments.
Avoiding Extra Responsibilities
- They say, “That’s not my job” more often.
- Refuse to step up even when needed.
No Interest in Career Growth
- They don’t ask about promotions, training, or skill-building.
- It seems content to stay in the same role forever.
More Absences or Late Arrivals
- Calling in sick more often or logging in late.
- Taking longer breaks than usual.
Less Communication With Managers
- They rarely check in or give updates.
- Avoid one-on-one meetings or give short answers.
Disconnected From Company Culture
- No longer participate in office events.
- Seems isolated from coworkers.
Using More PTO
- Suddenly, they are taking more time off without clear reasons.
Negative or Indifferent Comments
They start to say these types of phrases:
- Why bother? Nothing changes.
- I just do what I’m paid for.
Why Quiet Quitting Happens?
Here are some common reasons why quiet quitting occurs:
Lack of Recognition or Motivation
When hard work goes unnoticed, motivation naturally declines. Employees who feel undervalued are less likely to go the extra mile and more likely to do only what’s required.
Poor Work-Life Balance
Constant overtime, unreachable expectations, and blurred boundaries between personal and professional life can push employees to emotionally disconnect as a way to protect their well-being.
Toxic Work Environment
A culture of negativity, gossip, micromanagement, or favoritism can drain morale. In such environments, employees often retreat into silence and minimum effort to avoid conflict or stress.
Absence of Career Development Opportunities
Without clear paths for growth or skill development, employees may feel stuck. When there’s no vision for the future, staying engaged becomes a challenge.
Poor Management or Lack of Leadership
A disengaged or ineffective manager can lead to confusion, mistrust, and a lack of clear direction. Employees want more than just instructions—they need guidance, constructive feedback, and genuine encouragement. Without strong leadership, it’s easy for motivation to fade and commitment to slip away.
How to Stop Quiet Quitting Before It Spreads?
Talk to Your Team
Have honest one-on-one chats. Ask:
- How are you feeling about your role?
- What would make work better for you?
Recognize Good Work
- A simple compliment like “Great job” can boost morale.
Offer Growth Opportunities
- Provide training, promotions, or new challenges to keep them engaged.
Improve Work-Life Balance
- Allow flexible hours or remote work if possible.
Fix Workplace Issues
- If employees are unhappy, find out why and make changes.
Wrap Up
Quiet quitting hurts productivity, team spirit, and profits. But if you spot the signs early, you can re-engage employees before they fully check out.
The key lies in three simple actions: listen, appreciate, and act. When employees feel heard, valued, and supported, they’re far more likely to reignite their motivation and give their best.
Struggling to find the right people who bring energy and commitment to the job?
Hire Labour specializes in providing professional staffing services to find the top talent across Canada. Get in touch with us today and let us help you strengthen your workforce.
FAQs
What exactly is quiet quitting?
Quitting is when an employee stops going above and beyond at work. They do only the bare minimum required, no extra tasks, no overtime, no enthusiasm, but they don’t actually resign. It’s a sign of disengagement, not laziness.
How is quiet quitting different from regular quitting?
- Regular quitting: The employee leaves the job entirely.
- Quiet quitting: The employee stays but mentally checks out, doing just enough to avoid getting fired.
What are the biggest causes of quiet quitting?
The top reasons are:
- Burnout (feeling overworked and underappreciated).
- No recognition (effort feels ignored).
- Poor management (bad communication, unfair treatment).
- No growth opportunities (feeling stuck in the role).
