Beyond Burnout: Quiet Quitting Signals Employee Disengagement

Quiet quitting, a trend describing employees doing the minimum required at work without taking on extra responsibilities, is gaining attention worldwide as businesses struggle to engage and retain staff. The phenomenon, which became widely discussed on social media in 2022, reflects growing employee dissatisfaction, burnout, and a shift in expectations around work-life balance.

Experts say the trend is less about workers avoiding responsibilities and more about unmet needs and disengagement. Cesar Luckie, Country Manager Mexico, Getty Images and iStock, says that rising anxiety among Mexican employees — driven by factors such as economic uncertainty, geopolitical tensions, and the pandemic — has fueled what he calls a “noisy wake-up call” for employers. “The quitting of the hustle and bustle of work culture proves the need to acknowledge the important role mental health plays in people’s daily lives, especially at work,” says Luckie. 

Research indicates that quiet quitting reflects a wider disconnection between employees and organizations. The State of the Global Workplace 2025 report found that global employee engagement fell to 21% in 2024, while 27% of managers are engaged, leaving large portions of the workforce “not engaged” or actively disengaged. Manager engagement was identified as a key driver of team outcomes, with young and female managers experiencing the steepest declines. Similarly, a survey by firm Robert Walters, found that nearly half of white-collar workers consider their workplaces unrecognizable over the past year, citing high turnover, reduced office attendance, and fewer team social events, all contributing to disengagement.

The trend is closely linked to evolving employee expectations. Professionals increasingly value job security, mental and physical well-being, and a sense of purpose in their work. Alejandro Paz, Country Manager, Robert Walters, says that nearly 81% of employees would reconsider resignation if workplace conditions improved, with salary, leadership quality, and organizational culture among the most influential factors. Younger generations are particularly focused on personal fulfillment, often prioritizing meaningful work over traditional financial benchmarks.

In Mexico, quiet quitting is shaped by local labor conditions. According to Luckie, service and blue-collar workers frequently face long hours, limited vacation days, and high burnout, yet many cannot afford to disengage from work. Over 60% of Mexican employees report that having a passionate career is important, while nearly 80% consider financial security non-negotiable. These dynamics underscore the need for employers to address both well-being and compensation to maintain engagement.

Companies have begun experimenting with measures to counteract disengagement. Dropbox, for example, has implemented flexible schedules with core collaboration hours, allowing employees to work asynchronously while maintaining team coordination. Tools such as collaborative screen-recording platforms help streamline communication and reduce the “work about work,” enabling employees to focus on meaningful tasks. Recognition programs, internal communications highlighting company purpose, and proactive mental health initiatives are other strategies aimed at improving engagement.

Quiet quitting also intersects with quiet firing, where managers subtly encourage disengaged employees to leave. Both phenomena can destabilize teams, forcing highly engaged employees to absorb additional workloads, increasing the risk of burnout. Leadership accountability, transparent communication, and a reassessment of workplace culture are critical to prevent these dynamics from undermining productivity and morale.

Tackling quiet quitting requires a holistic approach. Organizations must ensure managers are engaged, provide clear career paths, recognize achievements, and respect boundaries to prevent overwork. Visual communications reflecting employee well-being, flexible schedules, and supportive leadership are increasingly essential to create a human-centered workplace.