Quiet Quitting: The Trend That Never Left - How to Spot It, Address It, and Prevent It

What Is Quiet Quitting (And Why It's Still a Concern)?

When “quiet quitting” went viral in 2022, it sparked global conversations around workplace boundaries, employee engagement, and organisational culture. While the buzz may have faded, the behaviour hasn’t. Quiet quitting, where employees meet the bare minimum of their job descriptions, disengage from extra duties, and emotionally check out continues to challenge businesses today.

Contrary to its name, quiet quitting doesn’t involve resigning. It’s about employees psychologically detaching from their work without formally leaving. It’s a symptom of a deeper issue - a lack of motivation, recognition, or alignment between employee values and workplace culture.

Why It Still Matters in 2025

The post-pandemic workforce has evolved. Employees are more conscious of their work-life balance, mental well-being, and job purpose. While that’s positive, it also means they’re quicker to withdraw if their needs aren’t met.

If left unaddressed, quiet quitting can silently erode morale, productivity, and profitability. It’s the kind of attrition you can’t measure, until it’s too late.

How to Spot the Signs of Quiet Quitting

Managers and HR teams need to stay alert to early warning signs. Common indicators include:

• A drop in discretionary effort (no volunteering for projects, no staying late to help)

• Minimal communication and reduced participation in meetings

• Declining performance or quality of work

• Withdrawal from team dynamics or company culture

• Increased cynicism or detachment in attitude

• Strict clocking in/out with no flexibility

Remember, these signs are often subtle and can be misread. That’s why open, consistent communication is key.

Addressing Quiet Quitting: A Compassionate Approach

Quiet quitting is often a response to feeling undervalued, overworked, or unheard. Addressing it requires empathy and action:

1. Start with a conversation – Schedule a private, non-judgemental chat. Ask open-ended questions. Listen more than you speak.

2. Understand the root causes – Is it burnout? Lack of growth? Poor management? Personal challenges?

3. Rebuild trust – Show genuine interest in the employee’s wellbeing and career aspirations.

4. Realign expectations – Make sure the employee understands their role, responsibilities, and how their work contributes to the bigger picture.

5. Offer support – Coaching, training, mentoring, or flexible working arrangements can make a big difference.

Prevention: Building a Culture That Keeps People Engaged

The best way to tackle quiet quitting is to make sure it never starts. Here's how:

• Invest in leadership development – Train managers to lead with empathy, clarity, and inclusivity.

• Recognize and reward effort – Celebrate wins, big and small. People need to feel seen.

• Promote wellbeing – Additional annual leave days, flexible work, and employee assistance programs go a long way.

• Provide growth opportunities – Career stagnation fuels disengagement. Offer upskilling, cross-training, or internal mobility.

• Create a feedback culture – Make it easy (and safe) for employees to speak up and offer ideas.

How Regent HR Can Help

At Regent HR, we support businesses in navigating the complex world of people management. Whether you’re dealing with high turnover, low engagement, or signs of quiet quitting, we’re here to help.

We offer:

✅ Tailored employee engagement strategies
✅ Expert leadership coaching and development
✅ Pulse surveys and data-driven insights
✅ Performance management frameworks
✅ HR audits to detect early warning signs
✅ Ongoing consultancy to build a thriving, high-performing culture

Keep Your Team Engaged and Energized

Quiet quitting may be subtle, but its impact is real. Don’t wait until disengagement becomes resignation. Let’s work together to build a workplace where people want to give their best.

📩Get in touch with Regent HR if you need support and follow us on our socials to keep up to date!