Do you have employees who speak up or push back? Then appreciate them – it shows they care.

When an employee complains, it’s a sign they still have hope – and engagement. It’s the silence you should be worried about. Read on to learn how to spot and prevent quiet quitting before it becomes a deeper problem for your team and company culture.

Do you have employees who speak up or push back? Then appreciate them – it shows they care.

When people express their opinions, it’s a true sign that they’re fighting to improve the conditions they need in order to perform and feel good at work. It’s the silence you should fear. Silence is often a sign of disengagement – and in the worst cases, it means someone is already quietly quitting.

If you haven’t encountered the concept of quiet quitting yet, it’s time to pay attention – and we’re here to help you understand and prevent it.

What is quiet quitting?

Quiet quitting isn’t new. But it’s still a concept many leaders ignore or overlook – not necessarily on purpose, but because it happens in silence and is hard to detect until it’s already affecting the team.

It’s when someone stops making an effort at work and gradually begins to withdraw from their responsibilities – without ever saying so out loud.

It often stems from a sense of hopelessness – a feeling that there’s no longer any point in speaking up, because trust in the company or leadership has been lost.
They’re not fighting back, because they no longer believe the fight can be won.

This form of disengagement can damage the workplace, lower morale, and leave others picking up the slack. It weakens the culture and leaves you with someone doing the bare minimum – and that’s not exactly ideal.

To prevent quiet quitting, understand what causes it.

Some of the most common causes are burnout, feeling undervalued or unseen, and a lack of opportunities for growth.

Here are five things you can do to prevent it:

1. Create a positive work environment

Foster open communication and build a culture where people feel seen and supported. Offering opportunities for development helps keep your team engaged and motivated.

2. Recognize the signs of burnout

Be aware of employees who seem to be struggling – and take action to help. That might mean flexible work options, access to stress management resources, or simply checking in to ask how they’re doing.

3. Build a culture of feedback

Facilitate ongoing feedback – at least once a month. Encourage employees to share their thoughts and concerns, and make sure their input is taken seriously. Listen actively and act on what they share.

If the idea of running continuous feedback sounds overwhelming, we recommend using Successteam. (Totally unbiased opinion… 😉)

4. Offer real support

Give employees what they need to succeed – including training, coaching, and access to mentors. Supportive leadership helps people feel confident and empowered, which significantly reduces the risk of quiet quitting.

5. Celebrate success

Recognize and celebrate achievements regularly. This builds a positive team culture and helps people feel seen and valued for their work.

In conclusion:

Quiet quitting is a serious problem that can have a big impact on your organization.
By creating a supportive and positive work environment, you can prevent it.

So next time someone on your team complains, remember – it might be the quiet one next to them you should actually be worried about.

Don’t shut down those who still care enough to speak up. Listen to them. Appreciate that they’re still trying to change what they don’t like. That’s what real engagement looks like.

And let’s be honest – the era of the angry, micromanaging boss is well and truly over.