As a leader, one of the most challenging things to spot is when your team members have mentally checked out but are still physically present. This phenomenon is called quiet quitting—where employees do the bare minimum without showing the engagement they once had.
Quiet quitting isn’t about an employee literally quitting their job—it’s about disengagement. They’re doing just enough to stay employed but have lost the drive to contribute at their fullest potential. The good news? You can turn this around by identifying the signs early and taking proactive steps to re-engage your team.
Here are the 5 key signs of quiet quitting and, more importantly, what you can do about it.
One of the first signs of quiet quitting is a noticeable drop in engagement. Your once-active team members no longer participate in meetings or discussions. They’re quieter than usual, and you’ll notice a lack of enthusiasm when it comes to offering ideas or solutions.
Open up a conversation. Ask them directly how they’re feeling about their work. Often, just listening can make a huge difference. Show that you care about their well-being and give them space to express any concerns they have.
When team members are quietly quitting, they’ll complete their tasks, but just enough to meet the basic requirements. The creativity and extra effort that once defined their work is no longer there. They’re simply going through the motions.
Recognition is key. Celebrate the small wins and make sure your team feels valued. Show appreciation for their efforts, even if it’s just a quick acknowledgment. Recognition can reignite motivation and remind them of the value they bring to the table.
Employees who are disengaged typically shy away from learning opportunities. They no longer seem interested in training sessions, mentorship programs, or career development opportunities.
Tailor growth opportunities to their strengths and interests. Sometimes, all it takes is aligning their work with their passions. When employees feel that their role reflects their true interests, they’re more likely to become re-engaged.
Has your employee stopped collaborating with their peers? Quiet quitting often involves withdrawing from team activities and interaction. They no longer engage in casual team chats or actively participate in group projects.
Encourage team interaction in a low-pressure way. Casual check-ins or team-building exercises can help reignite the sense of connection. When employees feel part of the team, they’re more likely to engage.
Quiet quitters often stop seeking feedback—and when they do receive it, they seem indifferent. They no longer view feedback as an opportunity for growth but as something to brush off.
Frame feedback as a chance for growth, not just as a correction. Provide actionable, constructive feedback that empowers them to improve. Focus on their strengths and how they can leverage those to make meaningful contributions.
Quiet quitting doesn’t mean an employee is on the verge of walking out the door, but it does mean they’re mentally checked out. The sooner you recognize the signs, the sooner you can take action to re-engage your team and avoid costly turnover.
At WorkStory, we’ve helped leaders identify these signs early with tools that track engagement, feedback, and performance. If you’re seeing any of these signs in your team, it’s time to take action: have conversations, show appreciation, and create growth opportunities that align with their strengths.
