It’s not about someone walking out — it’s about switching off.
Quiet quitting is when people stop going above and beyond. They still turn up, still meet deadlines, still tick the boxes — but the spark’s gone. No more creative input. No extra effort. Just the bare minimum.
The phrase took off during the pandemic and went viral on TikTok and LinkedIn. But the issue isn’t new — it’s just got a new name.
In public service roles like higher education, health and social care, and local government, it’s a slow fade that’s easy to miss. These are purpose-driven jobs, filled with people who care. But when that sense of meaning gets lost, so does the motivation.
Gallup’s 2024 report shows only 23% of employees feel engaged at work. The rest? Coasting, struggling, or quietly checking out. And for already stretched services, that’s not just a people problem — it’s a performance one too.
How to Spot the Signs of Quiet Quitting
People rarely announce they’ve stopped caring — they just shift how they show up. And those shifts are usually subtle.
Look out for:
It’s tempting to chalk it up to stress, workload, or personality. But if these signs start stacking up, don’t ignore them.
If in doubt — start a conversation. Not a performance chat. A human one.
Forget “how are you?” — it rarely gets to the heart of things.
Try questions like:
These kinds of check-ins help people open up without feeling like they’re being judged. You’re not digging for problems — you’re showing that what matters to them matters to you too.
Fun fact: Employees whose managers focus on their strengths are 60% more engaged (Gallup). That’s a stat worth listening to.
Ironically, the people who care the most are sometimes the ones most at risk.
In sectors built around service and purpose, people can burn out quietly. Not because they don’t care — but because caring too much, for too long, without support, starts to hurt.
They don’t want to make a fuss. So they slowly withdraw.
That’s why it’s so important to notice when things feel “off”, even if someone’s still technically doing their job.
You’ve spotted the signs. You’ve started a proper conversation. Now what?
Quiet quitting often happens when someone’s values no longer match what they’re doing each day. Try to reconnect them with the ‘why’ — or tweak the ‘what’ where you can.
How to Align Team Development Goals with Organisational Objectives
Not everyone wants applause. But a quiet “I saw what you did, and it made a difference” can go a long way.
Don’t save it for the annual review. Let people know what’s working, where they’re making an impact, and what they bring to the team. Keep it focused on strengths and make it regular.
The Importance of Feedback in Team Development
If people don’t feel safe to say they’re struggling, they’ll wait until they’re out the door — mentally or literally. The goal is to make it okay to say:
“I’m feeling flat.”
“I’m not sure where I fit right now.”
“This isn’t lighting me up anymore.”
Creating a Space Where Your Team Feels Safe to Speak Up
You don’t need a dramatic re-engagement strategy — but you do need a proactive one.
At Strengthify, we help managers and leaders across the public sector spot the early signs of disengagement — and take meaningful action.
Whether it’s through:
We work with organisations to create the kind of workplace culture where people don’t just stay — they thrive.
If you’re worried about quiet quitting in your team, get in touch for a chat. Let’s stop the slow fade and bring your team back to life.
Quiet quitting isn’t about lazy people — it’s about people who’ve quietly lost their way.
You don’t need a big re-engagement plan. You just need to notice, ask, listen, and act.
The fix isn’t louder pep talks. It’s better conversations.
And those conversations start with strengths, trust, and a genuine interest in what helps people thrive — not just survive.