Understanding Quiet Quitting and Quiet Hiring in Today’s Workplace

In today’s workplace, quiet quitting and quiet hiring are increasingly common, reflecting a deeper issue: broken trust between employers and employees. Quiet quitting occurs when employees do only the bare minimum required for their job, mentally and emotionally checking out due to feeling undervalued or overworked. On the other hand, quiet hiring happens when companies assign extra responsibilities to employees without offering promotions, title changes, or pay increases. Both trends signal disengagement and can have significant implications for company culture.

These trends are closely linked by a common factor: broken trust. When employees feel unappreciated, exploited, or unsupported, they disengage, leading to lower productivity and morale. Lack of recognition, unclear expectations, and poor communication are key drivers behind quiet quitting and quiet hiring. Over time, these issues can create frustration, resentment, and a toxic work environment, ultimately affecting team cohesion and performance.

The impact on company culture can be profound. Disengaged employees often stop going above and beyond, which can lower overall performance and innovation. Morale drops when staff feel overburdened or undervalued, and high turnover becomes a risk as employees seek workplaces where their contributions are recognized. Such environments can make it difficult for organizations to attract and retain top talent, perpetuating a cycle of disengagement.

Addressing quiet quitting and quiet hiring requires intentional efforts from leadership. Companies should foster open communication, set clear expectations, recognize and reward employee contributions, and promote a healthy work-life balance. By cultivating a positive, inclusive culture that values trust, respect, and engagement, organizations can rebuild employee commitment, strengthen company culture, and create a workforce that is both motivated and productive.