Back in the day, I found myself sitting at my desk, staring at my computer screen, feeling completely drained. I had been working late nights, skipping lunches, and saying “yes” to every request that came my way. On the surface, I was the model employee—reliable, hardworking, and always available. But inside, I was exhausted, disengaged, and quietly counting down the hours until I could log off. I wasn’t alone in this feeling, though I didn’t realise it at the time. What I was experiencing was an early version of what we now call “quiet quitting.”
For those who haven’t heard the term, quiet quitting doesn’t actually mean quitting your job. It’s about doing the bare minimum required by your role—no more going above and beyond, no more hustling for recognition, no more sacrificing personal time for work. It’s a subtle but powerful shift in how people approach their jobs, and it’s become a hot topic in conversations about workplace culture and mental health.
What’s Driving the Trend?
Quiet quitting isn’t just about laziness or disengagement. It’s often a response to burnout, lack of recognition, or the feeling that no matter how hard you work, it’s never enough. According to a 2022 Gallup survey*, only 21% of employees worldwide feel engaged at work, and 44% report experiencing high levels of stress. When people feel undervalued or overworked, they naturally pull back to protect their mental health.
Research also shows that the pandemic played a significant role in this shift. A study published in the Harvard Business Review (2021)* found that remote work blurred the boundaries between professional and personal life, leading to increased burnout. Many employees realized they were sacrificing too much for their jobs and decided to set firmer boundaries.
The Mental Health Connection
Quiet quitting is, at its core, a coping mechanism. It’s a way for employees to reclaim some sense of control over their lives. But it also highlights a deeper issue: workplaces aren’t doing enough to support mental health.
A report by the World Health Organization (WHO) in 2022* revealed that depression and anxiety cost the global economy an estimated $1 trillion per year in lost productivity. Yet, many companies still treat mental health as a secondary concern. Employees are expected to push through stress, exhaustion, and even burnout without adequate support.
This lack of support can have serious consequences. A study by the American Psychological Association (APA)* found that chronic stress at work is linked to a host of health problems, including heart disease, depression, and weakened immune function. When employees feel unsupported, they’re more likely to disengage—or quietly quit.
What Can Employers Do?
The rise of quiet quitting is a wake-up call for employers. It’s a sign that the old ways of working—long hours, constant availability, and a “hustle at all costs” mentality—are no longer sustainable. To address this, companies need to prioritize mental health and create a culture where employees feel valued and supported.
Here are a few steps employers can take:
Normalize Boundaries: Encourage employees to take regular breaks and disconnect after work hours if they need it.
Recognize Efforts: Acknowledge the work your employees do. Let them know what good performance looks like and praise them for it.
Set a Clear Vision: Ensure all employees understand the company’s goals and how their work fits into achieving them.
Provide Mental Health Resources: Offer counseling, stress management programs, and resilience training to help employees manage their mental health.
Foster Open Communication: Create a safe space where employees can express their concerns without fear of judgment or retaliation.
A Shift in Perspective
Quiet quitting isn’t just a trend—it’s a reflection of how work culture is evolving. Employees are no longer willing to sacrifice their well-being for the sake of their jobs. They’re demanding a healthier, more meaningful approach to work, and employers need to listen.
For me, that moment of staring at my computer screen was a turning point. I realized I needed to set clear goals, boundaries and prioritize my mental health. It wasn’t easy, but it made a world of difference. And while I’m no longer quietly quitting, I understand why so many people are.
The conversation around quiet quitting isn’t just about work—it’s about how we value ourselves and our time. It’s a reminder that we’re human beings, not machines, and that our well-being matters.
What are your thoughts on quiet quitting? Have you experienced it or seen it in your workplace? Let’s start a conversation.
At WMHI, we’re committed to supporting workplace mental health through our training solutions. Our programs are designed to help employees thrive by equipping them with the tools to manage stress, build resilience, and foster a healthier work-life balance. Because when employees feel supported, everyone benefits.
References:
Gallup (2022). State of the Global Workplace Report.
Harvard Business Review (2021). How the Pandemic Has Changed Workers’ Attitudes.
World Health Organization (2022). Mental Health in the Workplace.
American Psychological Association (APA). Stress in the Workplace.
Read the latest issue of the WorkLife magazine – Building Safe Workplaces