Is quiet quitting still an HR concern in 2025?

As workplaces continue to evolve, the concept of quiet quitting remains a topic of debate among HR professionals. This phenomenon — where employees disengage and limit their effort to only what is explicitly required — has shifted the way organisations think about employee engagement and motivation.

Quiet quitting may not always be an overt rebellion; it is often a symptom of deeper organisational issues. In 2025, it remains a pertinent challenge for HR leaders aiming to retain talent, improve productivity and build a thriving workplace culture.

Let’s explore this in more detail — what is quiet quitting? Why is it still an issue and how can you pick up on the signs of quiet quitting so you can put measures in place to re-engage and re-motivate your team?

Related: How to measure employee engagement

What is quiet quitting?

Quiet quitting is not about employees resigning. Rather, it refers to a mindset where individuals mentally ‘check out’ while still performing their job. They adhere strictly to their job description, refusing to go above and beyond.

The origins of quiet quitting gained traction through viral conversations on TikTok back in 2022, and by 2023, it became a widely acknowledged behaviour in organisations worldwide. While some argue that quiet quitting is simply employees setting healthy boundaries, HR professionals recognise that it often signals disengagement, burnout or a lack of alignment with organisational goals.

Quiet quitting challenges traditional notions of work ethic and raises questions about how organisations define employee engagement. It also highlights the importance of creating a workplace environment that motivates employees to take a genuine interest in their roles.

Why is quiet quitting still relevant in 2025?

Even as workplace practices evolve, the core drivers behind quiet quitting — burnout, unclear career progression and disengagement — persist. Hybrid and remote working models, which became widespread during the pandemic, have added new layers to these issues.

The rise of AI and automation has also reshaped jobs, sometimes leaving employees unclear about their value in a rapidly changing organisation. When people feel their contributions are undervalued or redundant, it can lead to disengagement or apathy.

It is worth noting that younger generations, such as Gen Z and Millennials, are more vocal about their expectations from employers. Their emphasis on work-life balance and meaningful work is contributing to the continued relevance of quiet quitting. While this is not inherently negative, organisations that fail to align with these expectations risk higher turnover rates and reduced productivity.

Recognising the warning signs of quiet quitting

Quiet quitting often manifests subtly, making it difficult for HR professionals and managers to address. Here are some key signs to watch for:

• Reduced participation: Employees who used to contribute ideas or take initiative may begin withdrawing from discussions or collaborative efforts.
• Minimal engagement: A noticeable lack of enthusiasm during meetings or a shift towards only completing the bare minimum could indicate disengagement.
• Declining performance: While quiet quitters may not completely underperform, a consistent lack of effort beyond the basics is a red flag.
• Changes in communication patterns: Reduced responsiveness or a reluctance to engage in feedback discussions can also signal quiet quitting.

Regular employee listening can help HR teams identify these behaviours early and take proactive steps to re-engage employees.

Addressing quiet quitting — 4 strategies

Quiet quitting is less about individual performance and more about the overall organisational culture. To reduce its impact, organisations need to focus on creating a culture where employees feel motivated and valued.

Build trust through transparency

Open communication is key to combatting disengagement. Employees need to feel their voices are heard and their concerns acknowledged. Leaders should communicate organisational goals clearly and show how individual contributions align with the bigger picture.

Our benchmark data shows that 38% of employees don’t know how well their company is doing against its objectives, demonstrating we need to really focus on transparency and communication going forward if we want employees to get, and remain, engaged with their work.

Thankfully, we also know that 87% of employees across sectors know how the work they do helps their company to achieve its aims. This is a really effective, and important, way of giving employees purpose and fuelling motivation.

Focus on professional growth

A lack of career development opportunities is a significant driver of quiet quitting. Offering mentorship programmes, upskilling opportunities and clear career progression paths can keep employees engaged.

We know, through our own benchmark data, that only 52% of employees feel their career development aspirations are being met at their current company.

Prioritise wellbeing

Burnout remains one of the primary causes of disengagement. Supporting employees’ wellbeing through manageable workloads, mental health initiatives and flexible working options can help reduce the likelihood of quiet quitting.

Unfortunately, as many as 35% of employees feel as though their company isn’t doing enough to support their health and wellbeing at work, with 34% saying they are unable to cope comfortably with their workload.

Measure engagement regularly

Conducting employee engagement surveys allows organisations to gauge how their workforce feels about their roles and the organisation. These insights can identify problem areas and guide HR interventions to keep employees motivated. But remember, staff surveys don’t mean much unless they’re followed by action. Meaningful change following a survey shows employees that their voices matter and encourages future participation. Unfortunately, only 52% of employees believe action will be taken following a survey. If you need help in this area, check out our guide on creating a post-survey action plan.

So — is quiet quitting still an issue?

In 2025, quiet quitting remains a lens through which organisations can better understand their employees’ needs. While some dismiss it as a trend, its persistence suggests otherwise. It’s a reflection of how workplace expectations are shifting and a reminder that organisations must adapt to meet these changes.

HR professionals can treat quiet quitting as an opportunity to improve workplace culture. By addressing its root causes — whether they stem from burnout, poor communication or a lack of purpose — organisations can cultivate a more engaged and motivated workforce.

Quiet quitting is a reminder of the importance of listening to employees. Conducting regular engagement surveys is a practical step to understand how employees feel about their work and identify areas for improvement.

Get in touch with us at People Insight to explore how our employee engagement solutions can help your organisation tackle quiet quitting and build a motivated workforce.

Additional Resources:

Recognise and reduce stress at work 

How to tackle workplace isolation and improve wellbeing

How to interpret your employee survey results and avoid bias

How to improve the employer-employee relationship