Quiet quitting is a situation in which an employees gradually loses motivation and begin to distance themselves from their work duties and colleagues, but do so without clear signs or openly expressing their intention to leave. This silent abandonment can be detrimental to productivity and the work atmosphere, but it is often difficult to recognize. Here are some key indicators of quiet quitting.

Changes in Behavior: One of the first signs of quiet quitting are changes in employee behavior. This can include a lack of interaction with colleagues, avoiding participation in meetings or projects, and a reduction in the level of engagement and motivation at work.

Increased Absence: Employees who are in the quiet quitting phase often show an increased propensity for absences, including tardiness, and extended lunch breaks. This unpredictable absence can be a sign that the employee is losing interest in their job and the environment in which they work.

Reduced Productivity: Quiet quitters often show reduced productivity and quality of work. They may avoid additional responsibilities or tasks outside of basic duties and often do the bare minimum to get through the work day.

Lack of Initiative: Employees who leave their jobs quietly usually show a lack of initiative and enthusiasm for work tasks. They may avoid taking responsibility or participating in initiatives that would improve the team or organization.

Increased Criticism and Questions: Employees who are quiet quitting often show increased criticism of colleagues, supervisors, or work processes. They may also ask questions that indicate doubt about the organization's vision or strategy.

Quiet quitting has been a common topic for the past couple of years, and rightfully so. Employees will not always be vocal about their dissatisfaction, which in turn can lead to being reserved and withdrawn, quietly looking for ways to leave work and the responsibilities it carries. There are ways to reduce quiet quitting – some of which are active communication, open discussions, frequent “1 on 1s” and investing in employee satisfaction.

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