In a world where workplace engagement is increasingly becoming a critical issue, a recent report from Gallup reveals a concerning trend: around 62% of employees globally are not engaged and are quiet quitting in the workplace. This startling statistic, drawn from the 2024 State of the Global Workplace report, highlights a growing disconnection between workers and their jobs, with many employees merely doing the minimum required. Based on survey data from over 128,278 individuals across more than 160 countries, the report sheds light on the widespread nature of this phenomenon, often referred to as “quiet quitting.”
Understanding the Causes of Quiet Quitting
Quiet quitting is not a new concept, but it has gained significant attention in recent years as more employees choose to disengage from their work roles. There are several factors contributing to this trend, including poor management practices, burnout, toxic workplace environments, and stagnant pay. However, research suggests that quiet quitting may be more deeply rooted in human psychology than previously understood.
Dr. Sophie Mort, a clinical psychologist and mental health expert at Headspace, explains that the tendency to disengage in response to prolonged stress might be hardwired into our brains. “No matter how hard we try to avoid it, absolutely every single one of us encounters stress throughout our lives. However, when we face uncontrollable stressors or challenging situations repeatedly, we are often left feeling helpless,” Mort says. This phenomenon, known as “learned helplessness,” develops over time as individuals experience repeated failures or lack of control, leading them to withdraw and stop trying.
The Evolutionary Basis of Learned Helplessness
According to Dr. Mort, learned helplessness is not just a modern-day issue; it has evolutionary roots. “It’s a survival tactic we’ve learned from our ancestors to preserve our physical and mental energy for the other things we need to do to survive,” she explains. This ancient coping mechanism helps explain why some workers, when faced with continuous stress and frustration at work, may choose to disengage from their jobs as a means of self-preservation.
However, Dr. Mort notes that not all cases of quiet quitting are linked to learned helplessness or prolonged stress at work. For some individuals, quiet quitting may be a way to avoid making difficult or uncomfortable decisions that could impact others. “Instead of biting the bullet and telling others how we feel, which can be scary, we pull back at work and slowly opt out. There are many reasons for quiet quitting,” she adds.
Quiet Quitting as a Defence Against Burnout
In an era dominated by hustle culture, where working long hours is often celebrated and rewarded, quiet quitting can be seen as a backlash against the notion that we must live to work. For many employees, quietly stepping back from their roles is a way to protect themselves from burnout—a state of emotional and physical exhaustion that can have serious consequences for both mental and physical health.
“Quiet quitting isn’t inherently bad, as it can be a rational response to protecting our well-being,” says Dr. Mort. Turning up to work, doing your job, and leaving on time should be viewed as a positive step toward maintaining a healthy work-life balance. By setting boundaries, employees can safeguard their health and personal lives from the detrimental effects of overwork.
How Employers Can Prevent Quiet Quitting
While quiet quitting may serve as a temporary coping mechanism for employees, it is not an ideal situation for employers. Disengaged workers can lead to decreased productivity, lower morale, and higher turnover rates. Therefore, it is crucial for employers to recognize the signs of quiet quitting and take proactive steps to prevent it by communicating effectively at work.
To keep workers happy, fulfilled, and engaged, employers must create a work environment where employees feel respected, trusted, and valued. This involves listening to employees’ concerns, paying them fairly, and ensuring they have a manageable workload. Moreover, fostering a culture of continuous learning and development can help employees find renewed purpose in their roles, preventing them from mentally checking out and feeling disconnected from their employer.
If you notice yourself quiet quitting, it’s essential to reflect on the reasons behind your withdrawal. “Could it be that we have been doing the same job for a while and so we have lost sight of the meaning of our work?” Dr. Mort suggests. Before mentally checking out, consider exploring other ways to find purpose, such as investing time in learning new skills or seeking opportunities for growth within the organization.
The Workers Union Says…
“Ultimately, we spend a significant portion of our lives at work, and if it becomes a source of constant stress, it prevents our bodies and minds from experiencing the relaxation and renewal necessary for overall well-being. Finding the right tools and resources to protect and prioritize our well-being is essential for both employees and employers alike.”
