Quiet Quitting Signs & How to Spot Them Among Remote Workers

When an employee quits their job, it's often a noisy process. They might give their two weeks' notice and tell all of their coworkers goodbye. Or they might just show up and leave one day without any warning. There are also cases of "quiet-quitting" - when employees leave their jobs without making noise. This phenomenon is also known as "silently quitting" and is becoming increasingly common in today's workplace.

This post will discuss seven signs of quiet-quitting among remote workers, how to identify them, and strategies for preventing quiet quitting and resolving these indicators.

What is Quiet Quitting?

Quiet-quitting is a new term that originated from a TikTok video of Brian Creely, where he stated that more people are "quiet-quitting" instead of resigning. Quiet-quitting is a form of employee disengagement with the concept of doing the "bare minimum" but with no intention of doing more. It is performing duties and tasks with no enthusiasm or additional effort, leading to a disengaged workforce.

According to the Conference Board's study on workplace engagement, companies worldwide lose $1.5 trillion annually due to quiet-quitting. The effect of quiet-quitting on a company's productivity is devastating as it creates uncertainty and instability in the workplace, causing disruptions to workflows and timelines. Quiet-quitting leads to delays in finding a suitable replacement and additional costs associated with hiring, onboarding, and training new employees.

Quitting vs Quiet Quitting

Quitting and quiet-quitting are two different approaches to leaving a job. Quitting, also known as "loud quitting," is a direct approach that requires the quitter to clearly state their intent to leave and often involves a formal process such as submitting a letter of resignation. Quiet-quitting, however, is a more subtle approach that involves gradually fading away from an activity or situation over time rather than announcing intentions publicly and abruptly leaving.

Loud quitting is more appropriate in certain situations for legal reasons. Making an explicit declaration and following through with a formal process is the most effective and respectful way to resign. It can be challenging, especially if your long-term goal is to stay with an organization. It takes courage and confidence to decide that you are no longer benefiting from what the organization offers or that it is time for a change.

Quiet-quitting, or staying in a job without putting forth your total effort, can have drastic implications. Not only does this type of behavior negatively impact the overall organization, but it can also be detrimental to your career growth. The lack of effort can affect the quality of work, which could lead to a poor reputation and missed deadlines. This disengagement can also lead to actively disengaged employees, further exacerbating the problem.

Resigning from a position is always better than quiet-quitting if you are not happy or satisfied with your job. Taking the time to make a conscious decision and properly resign from a position shows respect for the organization, your colleagues, and yourself.

Why is Quiet Quitting Happening?

One of the critical drivers for employees to quietly quit is that they feel more empowered to make decisions about their careers. With the rise of digital tools, job seekers now have more options when finding new and better opportunities from one job to another.

In addition, modern workplaces have become much faster-paced and stressful. Employees are expected to work long hours with little recognition or support from management. This lack of recognition can lead to feelings of anxiety and burnout, which may make quiet quitting the preferable option for some people. Job dissatisfaction and toxic workplace culture can also contribute to the quiet-quitting trend.

Finally, employees are becoming more aware of self-care and work-life balance. They understand that to be successful, it is essential to take care of physical and mental health first. Therefore, they decide to make no more effort in their job to avoid burnout as part of their self-care. If you'd like more insights on why employees quietly quit, check out this Quiet Quitting in Customer Success Study (although the survey was tailored for CS specifically, the insights are relevant for all types of job roles).

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7 Signs Your Remote Workers Are Quietly Quitting Work

Remote workers and hybrid workers can be more challenging to identify when they're "quietly quitting." It can be harder to recognize the warning signs of employees on their way out.

Here are some quiet quitting examples and warning signs to identify quiet quitting among remote workers:

1. Lower Work Productivity

It's when the quality of remote workers' work begins to suffer. This includes missed deadlines or a decrease in output.

Keep a close eye on your remote employees' tasks and compare their performance to previous levels. Also, monitor the speed of their completion, as slower-than-normal times can indicate that they are not fully invested in their work. Your boss should be aware of these performance metrics to address any issues promptly.

2. Destructed and Unmotivated

If you notice that your remote workers are not engaging in conversations or are always late to virtual meetings, it could be a sign that they've already checked out. More specifically, keep an eye out for decreased motivation and enthusiasm for tasks. If the same employee used to take on challenges with confidence but now seems disinterested, that's a major red flag of employee disengagement.

3. Not Available Around the Clock

It's natural for employees to have some time off during the day. But if you find remote workers are unavailable more than usual, they might be looking elsewhere for employment. Ensure all remote team members are available and reachable when you expect them to work. However, be cautious of micromanagement, as it can further contribute to disengagement.

4. No Longer Listen to Instructions

Another sign of an employee about to quit is if they stop following instructions and no longer take constructive feedback. It could be for a few reasons, including not caring anymore or even not feeling valued in their current position.

Make sure to have regular conversations with your team, so you can learn how they feel about the work, their role, and any feedback or instructions.

5.  Increase in Private Time

An increase in private time can refer to an employee taking more breaks than usual or spending less time on work-related tasks.

To identify an employee taking more private time, review their work hours and track the amount of time they spend on tasks. It's also essential to ensure everyone follows a standard work schedule to hold employees accountable for their time management.

6. Unusual Work Schedule

An unusual work schedule is when an employee deviates from the typical work hours set for their role. It could include taking extended lunch breaks, leaving early, or skipping days altogether. Monitor their work schedules and check in with them if there are any significant changes. This could be a sign of active disengagement or that the employee is exploring other career opportunities.

7. Less Involvement in Team Projects and Meetings

Less involvement in team projects and meetings means that an employee is no longer participating in the same manner as before. A sudden decrease in engagement could indicate a loss of interest in their current position or researching other job opportunities. To identify this behavior, check in with your remote employees to see if they're still actively participating in team meetings and projects. This could also be a sign of deteriorating team dynamics.

Why Do Employers See This as a Problem?

Employers may see quiet quitting as a problem because it can lead to disruption within the workplace. Without having a precise reason for why someone is leaving, employers are left in the dark and unable to address any potential issues that could have caused their employees to leave. This lack of understanding can confuse and disrupt the workflow of other employees, resulting in lower productivity and morale.

Additionally, it can be challenging to backfill the position quickly when employees quit without warning, resulting in a backlog of work or even project delays. This can lead to increased employee turnover and negatively impact the overall employee experience. Finally, employers may view quiet-quitting as a sign that their company culture isn't strong enough to keep employees engaged and satisfied for the long term.

How to Resolve 'Quiet-Quitting' Indicators?

If your employees are exhibiting signs of 'quiet-quitting', there are ways to create a better workplace environment and prevent Great resignation. Here are some strategies for preventing quiet quitting and engaging employees:

• Identify Employee Values - Identify what values the employee holds and then make efforts to meet those needs. This could include offering incentives or providing additional rewards when appropriate. Understanding what motivates your employees is crucial for employee retention.

• Provide Flexible Scheduling Options - These include offering telecommuting, job sharing, or other ways of working that allow employees to have a more balanced life. Work flexibility can significantly improve employee satisfaction and reduce the likelihood of quiet quitting.

• Increase Employee Engagement - Create a positive work environment, offering exciting projects and challenges, and providing opportunities for professional growth. You can also provide perks to motivate employees. Focus on team engagement and inclusive cultures to foster a sense of belonging

• Open Communication - Employees should feel comfortable discussing any issues they're experiencing at work or in their personal lives. Regular feedback sessions help identify problems early on and create an environment where employees feel heard and respected. Implement effective feedback mechanisms to ensure continuous improvement.

• Encourage Breaks - Encourage employees to take regular breaks to help reduce stress and exhaustion, which could lead to better engagement and fewer quiet-quitting signs. This can also help combat productivity paranoia among managers.

• Focus on Skill Development - Provide professional development opportunities and career growth opportunities. This shows employees that you're invested in their future and can increase their job satisfaction.

• Set Clear Organizational Goals - Ensure that employees understand how their work contributes to the larger organizational goals. This can give them a sense of purpose and increase their engagement.

• Address Leadership Deficiencies - Provide training for managers to improve their leadership skills. This can help create a more positive work environment and reduce disengagement trends.

• Promote Workplace Inclusion - Foster an inclusive culture where all employees feel valued and respected. This can significantly improve employee satisfaction and reduce the likelihood of quiet-quitting.

• Regular Performance Evaluations - Conduct regular performance evaluations to provide constructive feedback and set clear expectations for job performance. This can help employees understand their progress and areas for improvement.

Final Thoughts

In summary, quiet-quitting can have severe implications for the success and reputation of a company. Employers may see quiet-quitting as a problem because it can lead to disruption within the workplace, difficulty backfilling positions quickly, and a negative reputation when it comes to attracting new talent.

Keeping track of employee attrition rates provides insight into overall job satisfaction, morale, and engagement levels within the workplace. It can help employers recognize potential employee dissatisfaction and adjust as needed to retain valuable talent. By focusing on engaging employees, providing opportunities for skill enhancement, and fostering a positive workplace culture, organizations can combat the quiet-quitting trend and create a more productive and satisfied workforce.

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FAQ's

1. What is quiet quitting, and how does it differ from resigning?

Ans:  Quiet quitting refers to employees doing only the minimum required at work without extra effort or enthusiasm, while still staying in their roles. Unlike traditional resignation, quiet quitting doesn’t involve formally leaving a job, which can make it harder for managers to notice disengagement early.

2. What are the common signs of quiet quitting among remote employees?

Ans: Signs include lower productivity, lack of motivation, reduced participation in meetings, unusual work schedules, increased private time, reluctance to follow instructions, and limited involvement in team projects. Monitoring these behaviors helps identify employees at risk of disengagement.

3. Why are remote employees more likely to quietly quit?

Ans:  Remote employees may quietly quit due to burnout, lack of recognition, poor work-life balance, and feelings of disconnection from the team. The autonomy of remote work can also make it easier for employees to disengage without immediate detection.

4. How can managers prevent quiet quitting in remote teams?

Ans:  Managers can prevent quiet quitting by fostering open communication, increasing engagement through meaningful projects, offering flexible schedules, recognizing employee achievements, and regularly checking in on morale and workload. Understanding employee values is key.

5. What are the consequences of quiet quitting for companies?

Ans:  Quiet quitting can lead to decreased productivity, missed deadlines, poor team morale, and higher attrition costs. It may also signal underlying cultural or management issues, affecting the company’s reputation and its ability to attract and retain top talent.

Author Bio:

Kevin is the CEO, Founder of Aemorph. A seasoned entrepreneur and digital marketing expert. Kevin started in digital marketing, specialising in Search Engine Optimisation since 2010, and is helping Finance, Insurance, E-commerce, Medical, B2B, and SaaS companies.

Kevin is also a certified adult educator in Singapore, delivering high-quality, relevant, and easy-to-implement training to ensure learners can get immediate results and build upon their knowledge. He’s currently building Mint Superteams with a mission to train 1million people and place them into companies.