I keep hearing the term “quiet quitting” and I had to dig in. My take, it is just a buzzword for disengagement, not laziness. Employees aren’t suddenly clocking in, doing the bare minimum, and plotting against the business. They are signaling they are overworked, underappreciated, or unclear about expectations.
Signs of disengagement can include declining participation in meetings, slower response times, or lack of initiative. But here’s the kicker: it’s often fixable. Managers who ignore it risk morale issues, turnover, and an office full of “quiet quitters” by accident.
What works? Recognition, workload checks, coaching, and a little transparency. Ask questions: “What’s draining you? How can we make your work more meaningful?” You might be surprised how many employees just need clarity and acknowledgment.
Pro tip: engagement isn’t a one-time project, it’s a constant conversation. Ignore it, and suddenly everyone is a “quiet quitter” (or worse, burned out). Handle it thoughtfully, and you might actually see growth, creativity, and loyalty instead of disengagement.