I remember my first office job—2015, a sales consultant in the financial industry. For a fresh high school graduate with no experience but plenty of ambition, it felt like an exciting opportunity. Sound familiar?

At first, everything was thrilling. Even though finance wasn’t my passion, I was eager to adjust to the fast-paced environment, surrounded by energetic colleagues who were constantly pushing their limits. The rewards were enticing—especially when you had no idea what you were doing.

Then, the eight-hour shifts turned into nine, then ten, and sometimes even longer. But you brushed it off. After all, I wanted to impress my boss, who’d promised a long-term, successful, long-lasting career. More than that, I wanted to prove myself, to push harder, and grow alongside my colleagues. After all, “we were all family.”

But as time passed, the cracks in the system became impossible to ignore. I missed sleep to meet deadlines. I gave 110% of myself, believing it to be a stand-out occurrence—only to realize that was suddenly the norm.

Then, something shifted. Money stopped being an incentive because I didn’t have the time or energy to enjoy it. The excitement faded, replaced by a numb, repetitive cycle. Paranoia creeped in—who was looking out for me, and who was just climbing the ladder? That’s when you realize something doesn’t add up.

How Burnout Leads to Quiet Quitting

I remember the exact moment my motivation vanished—11 months into the job. No amount of coffee, pep talks, or office perks could reignite the excitement I once had. I started slacking—subconsciously at first—until I was barely engaged in my tasks.

A few days passed before my superiors noticed. I was pulled into a meeting mid-shift and given an ultimatum: push for a promotion or figure out where I wanted to be in life. Strangely, that moment reignited a spark in me. They gave me a week off to think it over.

I returned to my desk a week later, just after New Year’s—convinced I’d give it one last try. But little did I know, the decision had already been made for me. I was laid off that same day.

At 22, it was my first layoff in what, I thought, was a promising career. I felt sad, angry, and guilty—but mostly, I felt relieved. My ego protested, but my body thanked the universe. I was free from the cycle of endless demands and diminishing rewards.

That was the first time I learned about burnout and the growing phenomenon known as quiet quitting.

What Is Quiet Quitting?

Quiet quitting isn’t about quitting your job—it’s about mentally disengaging while still fulfilling your basic responsibilities. It’s not that your tasks aren't fulfilled, but rather, that you're not trying anymore to leave an impression with your work. 

It can look like:

• Doing the bare minimum, avoiding additional tasks. 
• Refusing any kind of overtime
• Minimal participation in meetings or teamwork.
• Declining promotions, training, or new opportunities.
• Frequently expressing frustration and apathy toward their job

People hardly start engaging in quiet quitting in a premeditated way. It’s usually a slow process that takes hold as your motivation to stand out and push ahead is drained away. It’s the silent protest against a work culture that demands everything while offering little in return.

This shift in mindset isn’t laziness—it’s self-preservation.

Quiet quitting vs. Quiet Firing

There’s also another side to quiet quitting: Quiet firing. While quiet quitting comes from an employee’s dissatisfaction with their work, quiet firing refers to an active managerial decision to subtly push employees out instead of formally firing them.

This is done by:

• Offering no raises or room for growth
• Being overly critical
• Assigning no tasks or assigning only the worst tasks
• Not involving the employee in important decisions
• Micromanaging 
• Refusing any feedback or ideas brought up by the employee

Quiet firing is a response to not wanting to lay off an employee, either because of the legalities, the monetary cost or, in some cases, the business's reputation. This often makes employees feel undervalued, isolated, or unmotivated, leading them to quit voluntarily.

Why Did Quiet Quitting Become So Popular?

A defining moment for this concept to come into fruition was none other than Covid-19. As Amanda Hetlet put it in her TechTarget article: 

“During that time, the pandemic not only disrupted everyone's lives with restrictions and a lockdown on public gatherings; it also made some people rethink their career choices. What's known as the Great Resignation, 71.6 million people left their jobs from April 2021 through April 2022, which averages 3.98 million people quitting monthly, according to the U.S. Bureau of Labor Statistics. In June 2022, the number of people quitting reached 4.2 million.”

At the same time, remote work redefined expectations. Employees proved they could be productive without micromanagement, unpaid overtime, or sacrificing their well-being.

So why does it come to this point? How can we spot a quiet quitter and what can be done?

‍

[Also check: What Makes a Strong Software Team?]

How can Companies Prevent Quiet Quitting?

Quiet quitting can be prevented, but it requires a shift in mindset. The solution? In my experience, it’s simply better communication and workplace balance.

You can archive this through: 

Setting clear expectations

Employees should know what’s required without the pressure of constant overperformance.

Healthy work-life balance

Encourage time off, reasonable hours, and respect for personal boundaries.

Showing recognition and growth

Recognize and reward hard work to ensure employees feel valued, this includes monetary compensation, but it also goes beyond that. 

Be flexible

Keep your employees' needs in mind. Hybrid and remote work have proven effective—embracing them will foster loyalty.

Provide opportunities for growth

Offer up guidance and opportunities through mentorship programs, promotions, or skill development. 

As someone with 10+ years in different industries, I’ve never found a more compelling workplace than one with open communication, that strives for mutual benefit and genuine connection. 

No monetary incentive has ever made me remember my time at an office, more than an honest working team with clear goals and realistic expectations of what can be achieved.

What can I do if Someone is Quiet Quitting?

If you feel like an employee is quiet quitting, retaliating could make things worse. Research indicates that punishing or firing low performers often results in reduced morale, high turnover, decreased innovation, and lower profitability.

Instead, address the issue with the employee in a private, non-confrontational conversation. Ask genuinely about their challenges and listen to their concerns. Show appreciation for their contributions and explore ways to re-engage them, whether through new responsibilities, better work conditions, or incentives. 

Sometimes, small changes—like more flexibility, clearer goals, or additional support—can make a big difference in employee motivation and retention. You might even learn something new about your workplace that’ll avoid similar problems in the future. 

Conclusion

The saying goes, “Find a job you love, and you’ll never work a day in your life.” But for many, this just isn't realistic, when the pressure to climb the corporate ladder often means sacrificing your mental and physical well-being.

At the end of the day, quiet quitting and quiet firing aren’t just trends—they’re symptoms of a broken workplace dynamic. People don’t disengage overnight; it happens when they feel undervalued, overworked, and unheard. And when companies quietly push employees out instead of addressing the real issues, it only deepens the cycle of frustration.

If companies want engaged employees, they need to create an environment where people want to stay. And if you’re an employee feeling stuck in quiet quitting, ask yourself—what do you want from your career? Sometimes, the answer isn’t about quitting at all. It’s about finding a place where you don’t have to.

Luckily for me, all these stories are far behind me. Finding my place in OLIANT has really allowed me to grow on my own while learning more about myself and still delivering high-quality results at the end of the day.