Quiet quitting refers to a work attitude where employees only perform what is contractually agreed upon – no overtime, no extra engagement, and no constant availability. The term emerged on TikTok in 2022 and describes less an actual resignation than "doing the bare minimum" with a focus on work-life balance. Studies show: It's more of a social media hype than a verifiable trend – according to research, there is no empirical evidence for an increase in this behavior.

Definition: What is Quiet Quitting?

Quiet quitting literally means "silent resignation." However, the term is misleading because it doesn't involve an actual resignation. Rather, quiet quitting refers to a work attitude where employees consciously only perform what is contractually agreed upon – nothing more and nothing less.

In the workplace, this translates to "doing the bare minimum." Employees who practice quiet quitting no longer work overtime, are unavailable after hours, and don't contribute extra initiative or engagement. The work gets done, but the job no longer takes center stage in their lives.

Etymology and Origin

The English term combines "quiet" (silent, calm) and "quitting" (resigning, stopping). Quiet quitting became known through a TikTok video by software developer Zaid Khan (@zaidleppelin) in July 2022. In the 17-second video, which gained over 3.5 million views, he defines the concept as follows: "You're not quitting your job, but you're quitting the idea of going above and beyond. Your worth as a person is not defined by your labor."

The video went viral and triggered a broad societal discussion – not only in the US but globally. Generation Z and younger millennials particularly embraced the topic and spread it across social media.

Quiet Quitting vs. Disengagement vs. Minimal Performance

The terms quiet quitting, employee disengagement, and minimal performance are often used synonymously but describe different phenomena. Here are the key differences:

Quiet Quitting:

• Work attitude independent of the specific job
• No intention to resign
• Conscious boundary-setting for work-life balance
• Focus on self-protection and personal boundaries
• Often preventive (before burnout occurs)

Employee Disengagement:

• Reaction to specific trigger (conflict, disappointment, lack of prospects)
• Mentally already at the next employer
• Only stays due to lack of alternatives
• Emotional distance and frustration
• Often a precursor to actual resignation

Minimal Performance:

• Neutral term for contractually agreed performance
• No emotional component
• Can be positive (efficiency, clear boundaries)
• Historically rather negatively connotated

Business psychologists explain: Quiet quitting lies between emotional commitment and calculated self-interest. People in a state of quiet quitting set clear boundaries between professional and private life without necessarily losing emotional connection to their employer.

Causes of Quiet Quitting

Why do employees develop quiet quitting behavior? The causes are diverse and often a combination of multiple factors:

Generational Value Shift Among Gen Z and Millennials

A central driver is the generational change in the workplace. While previous generations often internalized the motto "career comes first," younger employees prioritize different values. Work-life balance, self-actualization, and mental health rank higher than career at all costs.

Youth researchers explain: Entry-level professionals encounter a tradition of work ethic and work style in companies shaped by older generations – and find it unconvincing. The so-called "hustle culture," with its constant availability and "always higher, faster, further" mentality, is increasingly questioned.

Overwork and Burnout Prevention

Quiet quitting can also be a protective reaction. Those who work overtime for extended periods, must be constantly available, or feel burned out, consciously withdraw. According to a 2024 Deloitte study, 38% of respondents globally feel insufficiently supported by their supervisors, with burnout as the main factor.

Industrial psychologists see quiet quitting as self-protection: "Before becoming sick from work, people retreat to what is contractually defined, working with their brakes on."

Lack of Appreciation

When engagement isn't recognized, motivation declines. Studies show that over 40% of employees miss appropriate appreciation for their work performance. Those who consistently perform extra work without receiving recognition, salary increases, or promotions eventually question the purpose: Why should I give more than I'm paid for?

Work-Life Balance Needs

The pandemic prompted many people to reconsider. Statistics show that millions of employees regularly work overtime – with a significant portion unpaid. At the same time, many would prefer to work less. Quiet quitting can be understood as a response to this discrepancy: a conscious counter-model to unpaid extra work.

Alienation from Company and Team

Remote work brought many advantages but also disadvantages: reduced contact with colleagues, decreased cohesion, less teamwork. This alienation can lead employees to identify less with the company and its values – and consequently be less willing to go beyond their duties.

Quiet Quitting – Reality or Myth?

Is quiet quitting actually a growing problem? Research findings suggest it's more hype than reality.

Research Findings: No Empirical Trend

Multiple studies have examined whether there's an actual increase in quiet quitting behavior. The results are consistent: There is no empirical evidence for a new trend.

Research analyzing employee data shows: While identification with work and commitment to employers declined between 2013 and 2019, this trend stopped or even reversed around 2021. Employee commitment increased significantly during the pandemic.

Gallup Data: Consistently Low Engagement

The Gallup State of the Global Workplace report shows: Globally, only 23% of employees are engaged at work. In the US, about 32% are engaged, while 18% are actively disengaged. These numbers have been relatively consistent for years and are not a new phenomenon.

Interestingly, research found that employees who clearly separate work and private life often work more efficiently. Clear boundaries don't necessarily lead to lower productivity.

Conclusion: Social Media Hype Rather Than New Phenomenon

The term "quiet quitting" is new; the behavior behind it is not. It's a long-standing phenomenon that gained a new name and significant media attention through TikTok. Researchers conclude: "Quiet quitting is not currently a serious trend, but a latent danger."

Signs of Quiet Quitting

How can leaders and HR professionals recognize if employees are practicing quiet quitting? The following behaviors can be indicators:

• No more overtime: Even paid extra work is declined
• Punctual departure: Consistently leaves on time, no exceptions
• No availability after hours: No response to emails or messages after work
• Minimal communication: Only discusses what's necessary
• No initiative: No suggestions for improvement or voluntary task assumption
• Withdrawal from team activities: No participation in voluntary meetings, team events, or social activities
• Only mandatory tasks: Avoids everything not explicitly in the contract

Important: These behaviors can also signal self-protection from burnout. Leaders should seek conversation rather than make hasty judgments.

Practical Measures for HR and Leaders

How can organizations address quiet quitting – or better yet, prevent it from the start? Here are concrete measures:

Foster Communication and Feedback

Create a culture where employees can openly express concerns. Regular one-on-one meetings help identify dissatisfaction or overwork early. Important: Listening is more important than justifying.

Show Appreciation

Recognition for good performance doesn't always have to be monetary. A personal thank you, public praise in the team, or small gestures show: Your effort is seen. Long-term, however, engagement and performance must also be reflected in salary, bonuses, and promotions.

Support Work-Life Balance

Flexible working hours, remote work options, trust-based working time – all help employees better balance work and private life. Important: Overtime should remain the exception, not the rule. Unpaid extra work must not become normal.

Communicate Purpose

People want to understand why their work matters. Explain the purpose behind tasks, show how individual contributions lead to company success. When employees see the meaning of their work, intrinsic motivation increases.

Offer Development Opportunities

Stagnation demotivates. Offer clear career prospects, training, and opportunities to develop new skills. Those who know where they can go are more willing to engage.

Prevention: Start at Recruitment

Quiet quitting can also be addressed preventively – starting with recruitment. When the fit between person and company is right from the start, the risk of later dissatisfaction decreases. Objective talent assessment can help capture not only professional competencies but also value orientation and work preferences. This creates better matching between employee and corporate culture – an important foundation for long-term satisfaction and engagement.

The digital platform Aivy supports HR teams with scientifically validated assessments for objective evaluation of cultural fit and motivation structures. Learn more about objective talent assessment and cultural fit analysis.

Frequently Asked Questions About Quiet Quitting

What does quiet quitting mean?

Literally translated, quiet quitting means "silent resignation" – which is misleading since no actual resignation occurs. More accurate is the description "doing the bare minimum." Employees only perform what is contractually agreed upon: no overtime, no extra engagement, punctual departure.

Is quiet quitting the same as employee disengagement?

No, there are important differences. With employee disengagement, you're mentally already at the next employer and only stay due to lack of alternatives. Quiet quitting, however, doesn't mean intention to resign but rather conscious boundary-setting for work-life balance. Quiet quitting is a work attitude independent of the specific job, while disengagement is usually a reaction to a specific trigger such as conflict or disappointment.

Is quiet quitting a real trend?

According to research: No, there is no empirical evidence for an increase in this behavior. Employee commitment declined between 2013 and 2019 but increased again from 2021. Gallup data shows: Engagement levels have been relatively consistent for years. The term is new, but the behavior existed before. Conclusion: More of a social media hype than a new phenomenon.

How do I recognize quiet quitting in employees?

Typical signs include: no more overtime (even paid), consistently punctual departure without exceptions, no availability after work hours, minimal communication (only what's necessary), no initiative or suggestions for improvement, no participation in voluntary meetings or events, withdrawal from team activities. Attention: These behaviors can also signal self-protection from burnout – conversation with the affected person is important.

What causes quiet quitting?

Main causes are: value shift (Gen Z and millennials prioritize work-life balance more strongly), overwork through constant extra work and burnout risk, lack of appreciation (engagement not recognized), general dissatisfaction with salary, tasks, or work climate, employer overreach (too much unpaid extra work expected), and alienation through remote work reducing connection to team and company.

What can employers do against quiet quitting?

Concrete measures include: foster open communication through regular employee meetings, show appreciation (recognition for performance, fair salary), support work-life balance (flexible working hours, remote work options), communicate purpose (help employees understand why their work matters), offer development opportunities (training, career prospects), limit overtime (don't normalize unpaid extra work), and prevention starting at recruitment (consider cultural fit and motivation).

Is quiet quitting always negative for companies?

Not necessarily – it depends on perspective. Positive aspects: self-protection from burnout and healthy boundary-setting. Negative aspects: lack of innovation and lower productivity in team tasks. Research shows: Those who clearly separate work and private life often work more efficiently. A problem only arises when everyone withdraws and nobody shows initiative anymore.

What is quiet firing?

Quiet firing is the counterpart to quiet quitting: The employer subtly pushes employees toward resignation. Examples include: no longer assigning interesting tasks, refusing salary increases, systematic exclusion from the team. It's not a new trend but a new term for an old phenomenon. Quiet firing can amplify quiet quitting among other employees – a vicious cycle.

Conclusion

Quiet quitting is not a new phenomenon but an old concept in new packaging. Research clearly shows: There is no empirical evidence for a growing trend. What has changed is the terminology and public discussion – initiated by social media.

For HR professionals and leaders, this means: Quiet quitting shouldn't be demonized. It's often a symptom of deeper problems such as lack of appreciation, overwork, or lack of purpose. The solution isn't pushing employees toward more engagement but understanding and addressing the causes: creating fair working conditions, showing appreciation, enabling work-life balance.

At the same time, companies can act preventively – starting with recruitment. When the fit between person, role, and corporate culture is right from the start, the risk of later dissatisfaction significantly decreases.

Sources

• State of the Global Workplace Report. Gallup, 2023. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
• The Truth About Quiet Quitting. Harvard Business Review, 2023. https://hbr.org/2023/03/the-truth-about-quiet-quitting
• on quiet quitting #workreform (TikTok Video). Zaid Khan (@zaidleppelin), 2022. TikTok
• Understanding Quiet Quitting: A Psychological Perspective. Industrial and Organizational Psychology Journal, 2023.\
• Gen Z and Millennial Survey 2024. Deloitte, 2024. https://www.deloitte.com/global/en/issues/work/gen-z-millennial-survey.html
• The Great Resignation and Quiet Quitting: What's the Connection? McKinsey & Company, 2023. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights
• Employee Engagement Trends and Statistics. Society for Human Resource Management (SHRM), 2023. https://www.shrm.org/topics-tools/research