Quiet Quitting
Quiet Quitting Examples: How to spot disengaged employees in 2026
Quiet quitting has become one of the most talked-about workplace concepts of the last few years. As the name suggests, quiet quitting doesn’t usually involve employees giving notice, staging walkouts, or openly rebelling against a company. Instead, it’s about a subtle shift in behavior - one that can quietly reshape workplace culture, team morale, and a company’s success if it goes unaddressed.
In this article, we’ll break down what quiet quitting really is, explore real-world examples, explain why the quiet quitting trend is growing, and show employers how to spot the subtle signs early. We’ll also look at how organizations can prevent quiet quitting, re-engage employees, and create a positive workplace culture that supports long-term employee engagement.
What is quiet quitting?
At its core, quiet quitting is when employees stop going above and beyond at work and instead do only what their job description required - no more, no less. Quiet quitting isn't about laziness or poor performance. In mose cases, employees continue to meet deadlines, attend team meetings, and complete assigned job duties during their working hours.
The difference lies in what's missing.
Quiet quitters stop volunteering for extra projects, avoid additional projects that fall outside their role, and no longer put in extra effort or go the extra mile. They may be mentally checked out while still physically present, setting boundaries to protect their mental health and well being.
For many employees, quiet quitting feels like a survival strategy rather than a protest. It’s a response to burnout, unclear expectations, toxic culture, or poor leadership—especially when employees feel their extra effort is no longer recognized or rewarded.
Why the quiet quitting trend is growing
The quiet quitting trend didn’t appear overnight. It’s the result of several overlapping shifts in the modern workplace.
First, employees are rethinking work-life balance. After years of long hours, blurred boundaries, and constant connectivity, many workers are deciding that their jobs should not consume their entire lives. Doing the bare minimum required to keep a job—without sacrificing personal time—can feel like a reasonable adjustment.
Second, mental health is now a central workplace conversation. Employees are more aware of burnout, stress, and emotional exhaustion, and less willing to sacrifice their well being for a company that doesn’t offer a supportive work environment.
Finally, workplace culture itself has changed. In companies where transparent communication is lacking, career development opportunities are unclear, or professional development is inconsistent, employees quietly withdraw instead of openly confronting management. Over time, this gradual withdrawal becomes normalized, spreading through teams in a chain reaction.
Quiet quitting examples in the modern workplace
Quiet quitting examples often look small on the surface, which is why the subtle nature of the behavior makes it so difficult to detect.
Example 1: Doing only what's required
One of the clearest quiet quitting examples is an employee who sticks strictly to their job description. They complete assigned tasks competently but refuse anything outside their defined role. If asked to help with extra projects, they decline. If a task isn’t explicitly theirs, they won’t touch it—even if they once would have.
They’re not underperforming. They’re doing only what is required and nothing more.
Example 2: No longer going the extra mile
Another common example involves high performers who suddenly stop going above and beyond. These employees once took initiative, mentored team members, and contributed ideas during team meetings. Now, they contribute less, speak less, and avoid leadership opportunities.
The quality of their work may remain high, but the enthusiasm is gone. Less effort is visible in small but telling ways.
Example 3: Withdrawing from social engagement
Employees who quiet quit often disengage from the social side of work. They skip team lunches, decline social events, and avoid social team activities or team building activities they once enjoyed.
While these activities aren’t part of formal job duties, they play a huge role in company culture and team morale. When participation drops, people engaged with the workplace start to feel isolated.
Example 4: Avoiding growth opportunities
Quiet quitters often stop pursuing career growth. They no longer ask about career goals, promotions, or career development opportunities. Professional development sessions are skipped unless mandatory, and training becomes a box-ticking exercise rather than an opportunity.
Over time, employees continue to show up, but their long-term commitment fades.
Subtle signs of employees quiet quitting
Because quiet quitting isn’t loud or disruptive, employers need to watch for subtle signs rather than dramatic changes.
Some of the most common subtle signs include:
- Reuced participation in team meetings
- A noticeable drop in volunteering for extra projects
- Less collaboration with team members
- Fewer ideas or suggestions shared
- A shift toward doing the bare minimum
- Increased emotional distance or disengagement
These behaviors often appear gradually, making them easy to dismiss as temporary. But when multiple employees exhibit the same pattern, it signals deeper root causes within the workplace.
The root cause behind quiet quitting
Quiet quitting rarely happens without reason. In most organizations, it’s a symptom of underlying issues rather than an individual problem.
Unclear expectations and role creep
When job duties expand without clarity or compensation, employees feel exploited. Unclear expectations create frustration, especially when employees are asked to go above and beyond without recognition.
Lack of recognition and feedback
Without constructive feedback or acknowledgment, employee motivation drops. People need to know their work matters. When recognition disappears, effort often follows.
Poor leadership and toxic culture
Poor leadership can accelerate disengagement faster than almost anything else. A toxic culture—where communication is inconsistent, favoritism exists, or burnout is normalized—pushes employees toward quietly quitting instead of speaking up.
Limited career growth
When employees see no clear path for career growth or professional development, job satisfaction declines. Over time, they stop investing emotionally in their jobs.
The impact on companies and teams
Quiet quitting affects far more than individual employees. It has a direct impact on productivity, employee engagement, and talent acquisition.
When people disengage, teamwork suffers. High performers may carry extra weight until they burn out themselves. Team morale drops, and new hires quickly absorb the low-energy environment.
Left unaddressed, quiet quitting can lead to higher turnover. Employees who are quietly quitting today may be giving notice tomorrow—often without much warning.
How employers can prevent quiet quitting
Preventing disengagement requires a proactive approach. There is no single fix, but a multifaceted approach can make a meaningful difference.
Create a positive work culture
A positive work culture doesn’t happen by accident. Employers need to intentionally create an environment where employees feel valued, heard, and supported. This includes fostering a supportive work environment, encouraging transparent communication, and addressing problems early.
Support mental health and well being
Supporting mental health goes beyond offering wellness apps or occasional workshops. Encourage regular breaks, respect working hours, and normalize setting boundaries. When employees feel supported, they’re more likely to stay engaged.
Clarify roles and expectations
Clear job descriptions and realistic expectations reduce frustration. Employees should understand what success looks like and how their role contributes to the company’s success.
Invest in career development
Career development opportunities signal long-term investment in employees. Training, mentoring, and career planning help employees see a future within the company instead of emotionally checking out.
How to re-engage quiet quitters
Re-engagement starts with listening. Regular check-ins allow managers to understand how employees feel before disengagement deepens.
Constructive feedback should be two-way. Employers need to ask what’s working, what isn’t, and what support employees need to feel productive again.
Small changes—like adjusting workloads, recognizing effort, or offering flexibility—can rebuild trust surprisingly quickly.
Why quiet quitting is a workplace warning sign
Quiet quitting isn’t just a trend; it’s feedback. It tells employers that something in the employee experience isn’t working.
When addressed early, it’s possible to prevent quiet quitting from spreading. When ignored, it can quietly reshape a company’s culture, reduce engagement, and drive away top talent.
The goal isn’t to force employees to go above and beyond endlessly. It’s to build a workplace where people want to—because they feel supported, respected, and aligned with the organization’s values.
In the modern workplace, spotting quiet quitting early isn’t about micromanagement. It’s about paying attention, addressing root causes, and creating an environment where employees can thrive without burning out.
