At Eirkoo, we’re seeing a lot of changes in how people approach work, and "quiet quitting" has become a hot topic. This trend refers to employees doing just what’s required of them—no more, no less—without officially leaving their jobs. It's about disengagement, where workers stop going the extra mile but don’t actually resign.
With workplaces constantly evolving, it’s important to understand why this is happening and how it impacts both employees and employers. Let’s take a closer look at quiet quitting, why it’s on the rise, and how we can keep teams engaged and motivated.
Quiet quitting is about doing the bare minimum. Employees still show up and fulfill their duties, but they’re no longer emotionally invested in their work. Many do this to protect their work-life balance or avoid burnout. This trend is especially popular among younger workers, who often value mental health and personal fulfillment over the traditional "hustle culture."
The Pandemic’s Influence
COVID-19 changed the way we work, leading to more remote setups but also creating feelings of burnout and isolation. Many employees now feel disconnected from their workplaces, leading to disengagement.
Changing Priorities
Younger generations, like millennials and Gen Z, are leading the quiet quitting movement. They value work-life balance, personal fulfillment, and mental health over the "always-on" culture. Their priorities don’t always match traditional workplace expectations, creating a gap between what employees want and what employers demand.
Pay and Growth Concerns
Many quiet quitters feel they’re not being fairly compensated or offered opportunities for growth. Without clear career paths or recognition, it’s easy for employees to disengage and stick to just the basics.
Global Trends
Quiet quitting is being observed worldwide, especially among younger workers. A survey revealed that 14% of professionals had quietly quit before, particularly those aged 18-34.
Generational Differences
There’s a clear generational divide when it comes to quiet quitting. Younger employees are more likely to embrace it, while older workers tend to stick to more traditional work habits. This shift in values is making a big impact on the way companies engage with their teams.
Quiet quitting can lead to reduced productivity, lower innovation, and a decline in overall performance. According to Gallup, disengaged workers cost the global economy trillions in lost productivity.
Engage Managers and Improve Communication
At Eirkoo, we believe that engaged managers and open communication are key. Regular check-ins and feedback help employees feel heard and valued, preventing disengagement before it starts.
Offer Growth and Fair Compensation
Offering clear growth opportunities and ensuring fair compensation are critical in motivating employees. When workers feel rewarded and see a future with your company, they’re more likely to stay engaged.
Build a Positive Culture
A supportive and inclusive work culture where employees feel valued can go a long way in preventing quiet quitting.
So, what’s the future of quiet quitting? Experts predict that this trend could continue to grow, especially as the workplace keeps evolving. The younger workforce’s shift in priorities suggests that quiet quitting might not just be a passing phase—it could be here to stay.
But, there’s good news. By focusing on employee engagement, fair compensation, and creating a supportive work culture, companies that address this issue head-on will be better positioned to navigate these changes. Organisations can turn things around by understanding the root causes of quiet quitting, keeping their teams motivated, productive, and happy.
Conclusion
At Eirkoo, we’re here to help businesses navigate the evolving workplace. Quiet quitting presents a challenge, but with the right strategies, companies can create an environment where employees feel valued and engaged. Let’s work together to build a stronger, more motivated workforce for 2025 and beyond.
