While the phrase “quiet quitting” may be relatively new, employee disengagement is not. Studies have shown for years that a significant percentage of the workforce is disengaged, costing companies billions in lost productivity. Factors like lack of growth opportunities, poor management, and feeling undervalued all contribute to this widespread issue.

What’s changed recently is the conversation around work-life balance and employee expectations. The pandemic forced many to re-evaluate their priorities, leading to what some have called “The Great Resignation.” Quiet quitting could be seen as an extension of this, with employees who haven’t physically left their jobs choosing to mentally check out instead.

Is Quiet Quitting a Trend or a Symptom?

So, is quiet quitting just a passing trend fueled by social media, or is it indicative of something more serious? The answer likely lies somewhere in between.

Here are some arguments for both sides:

• Just a Trend: Some argue that quiet quitting is merely a social media fad, amplified by algorithms and catchy hashtags. They believe that disengaged employees have always existed and that this is simply a new way to describe them.
• Deeper Issues: Others argue that quiet quitting is a symptom of deeper workplace issues. They point to factors like stagnant wages, lack of career progression, and burnout as contributing factors. They believe that employers need to take a hard look at their company culture and policies to address the root causes of employee disengagement.