Tackling Quiet Quitting: How to Reignite Employee Engagement

Quiet quitting is the workplace buzzword we can’t escape—and for good reason. It describes employees who stop going above and beyond, doing just enough to get by. On the surface, it looks like disengagement. In reality, it’s a signal.

Two hands hold a red block displaying the words "QUIET QUITTING," highlighting the current workplace trend of employees doing only what is specified in their job description without going beyond.

Why Quiet Quitting Happens - Employees don’t start jobs planning to disengage. They drift there over time. Misaligned goals, lack of recognition, and burnout are common culprits. Sometimes it’s about workload, sometimes it’s about leadership, but it’s always about unmet needs.

The Cost of Ignoring It - Quiet quitting is silent but expensive. Lower productivity, weaker collaboration, and higher turnover add up quickly. A Gallup report found that disengaged employees cost organizations up to 18% of their annual salary in lost productivity.

How to Reignite Engagement

1. Start with Stay Interviews - Most companies conduct exit interviews when it’s already too late. Flip the script. Stay interviews help you understand what keeps employees engaged, what frustrates them, and what might tempt them to leave.

2. Recognize the Small Wins - Recognition doesn’t need to be grand or costly. Public shoutouts in meetings, peer-to-peer recognition programs, or a simple thank-you note can make employees feel valued.

3. Align Work with Strengths - When employees spend most of their time on tasks that drain them, disengagement is inevitable. Tools like strength assessments or team workshops can help managers assign work that energizes employees.

4. Create Micro-Challenges - People thrive when they’re learning and growing. Short-term projects, skill-building opportunities, and cross-functional collaborations can keep employees engaged without overwhelming them.

5. Model Engagement at the Top - Leaders set the tone. If managers are disengaged, the team follows suit. Training managers to actively support, coach, and check in with employees makes all the difference.

   
   

Quiet quitting isn’t new, it’s just been renamed. What matters is whether you see it as a threat or an opportunity. The organizations that thrive aren’t the ones with the loudest perks; they’re the ones that consistently invest in connection, recognition, and growth.