In France, only 6% of employees say they are engaged in their work, according to a recent survey* by the Gallup Institute. This very low level of engagement is reflected in a trend known as “quiet quitting.” Doing only what is specified in one’s job description is the core principle of this trend, which is increasingly worrying employers. But what are the causes of quiet quitting? How can you prevent this phenomenon from taking hold in your company? Here are some answers.

What is the definition of "quiet quitting"?

The term “quiet quitting” translates to “silent resignation” in French. It is used to describe employees who decide to do the bare minimum at work. In other words, they continue to perform the tasks originally outlined in their contract but refuse to do anything not clearly specified in their job description. This new trend in the job market does not, therefore, involve quitting in the literal sense, but rather approaching one’s professional life differently by setting boundaries to prioritize one’s personal life.

Employees who practice “quiet quitting” do not respond to emails or calls outside of their working hours, nor do they respond to requests from their colleagues or managers. While they may be physically present, they are no longer mentally engaged. As a result, “quiet quitting” is characterized by a sharp decline in motivation, which can lead to a drop in productivity within the company.

Analysis of the "quiet quitting" phenomenon

The Origins of Quiet Quitting

The “quiet resignation” movement is said to have begun on Chinese social media, when young workers started using the hashtag #TangPing, which means “lying down.” The goal? To express their refusal to accept what they consider to be a heavy workload, stretching from 9 a.m. to 9 p.m., six days a week.

The trend of “quiet quitting” also appears to echo the Great Resignation, a phenomenon that first emerged in the United States during the COVID-19 crisis. This resulted in a staggering wave of resignations, which subsequently spread to France. In fact, according to a study by Dares, 470,000 resignations from permanent positions occurred between late 2021 and early 2022.

On the social media platform TikTok, the “quiet quitting” movement then gained momentum with the emergence of the hashtag #quietquitting, which eventually caught the attention of the media. “Quiet quitting” in France then began to generate buzz as the 2022 school year began.

The Causes of the Quiet Resignation

Employees who decide to practice “quiet quitting” at work cite several reasons:

• a lack of recognition from their supervisors or colleagues;
• genuine distress at work, whether it involves physical or mental suffering resulting from difficult working conditions;
• a lack of professional fulfillment;
• the feeling of not being in line with one's personal values;
• a certain distrust of the business world;
• an unpleasant work environment;
• insufficient pay;
• an apprehension about taking on responsibilities at work.

The Consequences of "Quiet Quitting"

The trend of “quiet quitting” inevitably has consequences not only for the company but also for other employees. First, a lack of motivation and engagement can potentially lead to a significant drop in productivity. Engaging in “quiet quitting” at work may also have a negative impact on the engagement of the entire workforce. Clearly, having to work harder to make up for their colleagues’ lack of commitment can be highly demoralizing for the rest of the team.

"Quiet quitting": What Are the Risks for Employees?

Doing only the bare minimum at work also has consequences for the employee in question. Although the risk of termination is low—since an employee who practices “quiet quitting” adheres to their work schedule and contract—the employer may still consider disciplinary action if the quality of the work seems insufficient or causes harm to the company. Finally, quiet quitting can lead to social withdrawal and thus increase the employee’s sense of unease rather than alleviating it. The employee risks becoming increasingly distant from other team members and retreating into excessive negativity. It will then be very difficult for them to regain their energy and motivation to work.

How Should Employers Deal with "Quiet Quits"?

Communicating with Employees

First, you need to be able to recognize the warning signs of disengagement among your employees. A lack of initiative, frequent refusals, and a decline in the quality of work are all red flags that should alert you. To understand the reasons behind their behavior, it’s essential to engage in dialogue with them to gather their feedback, identify the causes, and rebuild trust. Then, take the time needed to analyze the issues raised by employees that led them to engage in quiet quitting.

Promoting a work-life balance

Keep in mind that for your employees to be productive, they need to have enough time to devote to their personal lives. Regular breaks, the option to take time off or work remotely from time to time, and clear limits on working hours are essential for maintaining their motivation and commitment to the company.

Improving the Work Environment

If possible, try to make your workspaces more appealing. For example, invest in modern equipment that offers convenience and comfort for employees. You might also consider organizing in-house activities to strengthen team cohesion and improve your employees’ well-being. Working conditions play an important role in employee satisfaction.

Reviewing Management Practices

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Show more appreciation for the work your teams do, as this is a common cause of quiet quitting. To do this, you can, for example, offer training programs that allow employees to develop their skills and thus facilitate their career growth. Another important factor for employee motivation is compensation. To reward hard work, there’s nothing better than bonuses, employee benefits, or a pay raise.

As you can see, employers must take this trend of “quiet quitting”—or silent resignation—seriously to ensure the smooth operation of their business. As is often the case, communication is key and will allow you to quickly identify the causes of this behavior. Then, all you’ll have to do is find solutions to address the issue and restore a good relationship with your employees.

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* What Is Employee Engagement and How Do You Improve It? - Gallup

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