How To Avoid a Culture of Quiet Quitting

The new social media trend, ‘quiet quitting,’ is growing in ‘popularity’. Quiet quitting is described as pulling back from working long hours and no longer going above and beyond in their jobs.

Alongside this, ‘mouse jigglers’ have been designed to fool employers into believing they are sitting at their desks working. Although it seems the trend is particularly popular among Generation Z, workers of all ages have been following it by shying away from unpaid overtime and refusing to take on work outside their job descriptions.

Is the idea of showing up and doing the bare minimum becoming more and more popular? And is all the talk of it just setting up an entire generation to fail? Or are employees just fed up with unfair treatment?

This article will give tips on how to create a more engaged workforce and avoid quiet quitting.

What Do The Experts Say?

Quiet quitting, in theory, and practice, can look different for everyone.

Experts said the concept is worrying because it can go beyond simply striking a better work-life balance.

“Quiet quitting removes any emotional investment you might have from your work, which is sad given that most of us spend so much of our time at work. Most of us want to be proud of the work we do and the contributions we make. We want to see our impact and feel good about it. Quiet quitting doesn’t allow that.” Said Kelsey Wat, a career coach.

She added that it is possible to maintain healthy boundaries and remain emotionally invested at work.

Michael Timmes, a Senior Human Resource Specialist, agreed and added, “An employee that shows up every day and goes through the motions; turns down certain projects due to lack of interest and has no desire to advance in their current career or develop skills, is very different to a case of work-life balance. And from an office perspective, quiet quitting can cause conflicts between employees, as some employees will feel others aren’t carrying their weight”.

However, quiet quitting does not always mean slacking off. Some suggest it is more about respecting their time and energy and does not directly relate to not valuing their work.

How To Avoid a Culture of Quiet Quitting

Train Your Leaders

One symptom of quiet quitting is inadequate leadership, and with 60% of managers not receiving training when transitioning into their first leadership role, it’s no wonder!

Gallup found that managers account for at least 70% of the variance in employee engagement scores. People quit bosses, not companies. Some reasons are the inability to delegate, micromanagement, and distrust.

Here are some tips for developing your first-time leaders without costing a fortune!

  • Set up a mentoring program
  • Give leaders podcasts to listen to and have lunch and learns
  • Offer paid training (if your company can)
  • Create a strengths-based culture starting with your leadership team, and provide training for all employees by investing in their strengths.

Help People Prioritise

Whether it is a quick Monday morning 121 with a boss or mentor, this can significantly assist in overcoming work overload – one of the significant drivers of anxiety and burnout.

Use clear criteria to grade the work that needs to be done, such as Critical, Important, Moderate and Low. This way, less experienced people know what needs to be done first and can feel good every day about their accomplishments.

Prioritise Wellbeing and Culture

Survey your employers to find out what they want from a wellbeing and cultural perspective. All organisations should prioritise mental wellness and make it a staple of their corporate culture.


  • Offer therapy and counselling through insurance
  • Invest in mindful apps like Calm or Headspace
  • Leaders being trained to discuss mental health
  • Having leaders check in with their employees to see how they are doing and the resources available to them if they need help
  • Having a human side, be flexible and compassionate

Show Gratitude

Everyone wants to know how their managers perceive their quality of work. Silence from a manager can cause worry to creep in.

There’s a common denominator in our human experience: We want to be validated. I’ve done over thirty-five thousand interviews in my career. And as soon as that camera shuts off, everyone turns to me and, in their own way, asks this question: ‘Was that okay?’ I’ve heard it from heroes and from housewives. We all want to know ‘Did you hear me? Do you see me? Did what I say mean anything to you?

Oprah Winfrey

Want to help combat quiet quitting? Then remember, the point of gratitude isn’t just about thanking people for their accomplishments. It’s about helping them see their worth as a colleague.