“Quiet quitting”—the act of doing the bare minimum at work—has become a global phenomenon, with a 2024 Gallup poll revealing that 59% of employees now identify as disengaged. While some view it as a form of self-preservation, psychologists warn that it may be a symptom of deeper mental health issues, including depression, anxiety, and workplace trauma.
The trend emerged as a backlash against hustle culture, where overwork was glorified and boundaries were nonexistent. Employees, particularly millennials and Gen Z, are rejecting the idea that their self-worth should be tied to productivity. Instead, they’re setting strict limits on their time and effort to protect their mental health. On the surface, this seems positive—a rebellion against exploitation. But mental health experts caution that quiet quitting can also reflect emotional withdrawal, a coping mechanism for those feeling undervalued or overwhelmed.
A study in the Harvard Business Review found that employees who quiet-quit often experience higher levels of emotional exhaustion. Unlike outright resignations, where individuals leave toxic environments, quiet quitters stay in their roles but disengage emotionally. This limbo state can lead to feelings of emptiness and purposelessness, exacerbating mental health struggles. Without meaningful engagement, work becomes a draining routine rather than a source of fulfillment.
Employers are struggling to respond. Some see quiet quitting as laziness, while others recognize it as a red flag for systemic issues like poor management, lack of recognition, or unrealistic workloads. Companies that address these root causes—through better leadership training, mental health support, and realistic goal-setting—see improvements in engagement. For example, Salesforce reported a 20% decrease in disengagement after implementing monthly “well-being check-ins” with employees.
The solution may lie in redefining work expectations. Instead of demanding constant hustle, organizations should focus on outcomes rather than hours logged. Mental health advocates also recommend creating spaces for employees to voice concerns without fear of retaliation. Quiet quitting isn’t just an individual choice—it’s a symptom of a broken work culture. Fixing it requires systemic change.
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