There’s no doubt employee engagement has been a hot topic throughout the past several years – and for good reason. The cost of quiet quitting is nearly the same as the cost of turnover, according to research from McKinsey. However, as a manager, it can be difficult to catch those at risk of becoming disengaged and eventually quiet quitting (defined as doing the bare minimum required for their job), especially in remote and hybrid environments.
While there are several factors that may contribute to disengagement, well-being in the workplace is often dependent on a balance of effort/reward and demand/control. Misalignment in these areas can cause individuals to feel bored, uninspired, undervalued and/or overworked.
Here are a few warning signs a team member may be at risk of quiet quitting:
Lack of initiative and willingness to take on new projects or opportunities (especially if the employee was previously motivated and proactive)
Uncharacteristic mistakes, missed deadlines or a change in their overall sense of urgency
Slower pace of response, especially to new opportunities and challenges
Lack of enthusiasm in conversations, along with decreased idea generation and participation
Disinterest in the progress of ideas or projects – especially if it’s ones they initiated
Life changes that may impact their work-life balance
It’s important to note the above do not always mean an employee is checking out of their role. However, they are good triggers for initiating a conversation and digging deeper into what may be going on. Open and frequent communication is key for building and maintaining connections, no matter the employee’s current level of engagement.
View our recent article on keeping employees engaged in the new year for additional insight and best practices: “Employee Engagement: Getting Back to Basics for 2025.”