Do you know anyone who is a “quiet quitter”? In case it’s not a term that’s familiar, let’s look at the definition of quiet quitting. According to Investopedia, quiet quitting refers to “Doing the minimum requirements of one’s job and putting in no more time, effort, or enthusiasm than absolutely necessary.” The worker doesn’t actually “quit”, they just do the minimum possible to still be able to collect their paycheck.

Lately, we’ve run into several instances of quiet quitting in the workplace. We were shopping at a chain store and found an item we were looking for on display. It was even marked on sale for a lower price. We thought “Great, let’s buy it!” However, we had to search to find a salesperson. He was slow-moving and had a very sad face. He couldn’t find the product. We asked many questions about how we might be able to get the product. He didn’t know and couldn’t, or wouldn’t, try to find out. When we asked to speak to a manager, he looked upset, and left for a few minutes. When he came back, he curtly said he couldn’t find one. We gave up and left.

Then we went to another chain store and had just the opposite experience. There the salesperson, with a joyful smile on her face, did everything possible to help us. We even ended up buying more items because of her help. In one afternoon, we went from experiencing a quiet quitter at the first store to working with an enthusiastic employee at the next store.

You’ve probably had that same experience yourself in dealing with quiet quitters in the workplace. It’s no surprise to learn that a 2022 Gallup survey indicated that at least half of the workers in America are quiet quitters and don’t feel engaged in their work.

In an article in the September 2022 issue of Harvard Business Review, professors Anthony C. Klotz and Mark C. Bolino wrote about the quiet quitting phenomenon. They said, “Quiet quitters continue to fulfill their primary responsibilities, but they are less willing to engage in activities known as citizenship behaviors: no more staying late, showing up early, or attending non-mandatory meetings.”

However, instead of putting all the blame on the workers, there is research showing that blame for the quiet quitting dynamic can sometimes be attributed to poor management. Gallup researchers indicate that only 1 in 3 managers are positively engaged in their work. In addition, many senior managers are not equipped to manage in the current environment of many employees working from home part, or all, of the time.

Managers who are good role-models often don’t know what to do with quiet quitters. Because the employee is meeting the minimum requirements, it’s more difficult to get rid of them.

Experts point out that the solution to the quiet quitting problem may be simple. Sometimes having a 15-20 minute weekly meaningful conversation with each employee can help. Helping employees to feel safe to express their concerns, wants and needs can lead to improved employee engagement. For instance, some may want flexible work schedules while others simply want more pay. By addressing workers unique needs, companies can help create a culture that encourages employees’ motivation and citizenship behaviors.

The concept of quiet quitting is not restricted to work relationships. It can also be applied to personal relationships. Personal relationships where there’s quiet quitting also involves doing the minimum in a relationship to avoid being “dumped” by the other person. Quiet quitters have lost interest but don’t necessarily want to be the one to break it off. This isn’t a new concept. Quiet quitting in relationships is simply a new term for a dynamic that has been around for as long as there have been personal relationships.

Relationship coach, Natasha Mahtani puts it this way. “People have always gotten to the point where they know they’re not into it anymore but aren’t sure how to bring it up. You could compare it to the idea of staying together for the kids: people who have clocked out of their relationship, they’re doing their own thing, but they might feel a sense of responsibility to stay.”

How about you? Are you experiencing the quiet quitting dynamic in any of your work or personal relationships? If so, to not qualify as a quiet quitter, avoid the “blame game”. Instead, have conversations that are solution-focused on what could be done to bring enthusiastic engagement back to your work and personal relationships. Then you can feel motivated and enjoy life even more.

Chanhassen MN residents, Doug and Lynn Nodland are success coaches and owners of The Balance Center in Excelsior. Contact them at WeCare@TheBalanceCenter.com

© Doug and Lynn Nodland 2023 Articles and videos may be shared in their entirety with attribution.