Apa itu Quiet Quitting dan Bagaimana Menghindarinya

It started with a 17-second video by Zaid Khan (@zaidlepplin), where he described a concept that resonated with millions: doing your job—no more, no less.

This viral moment gave rise to a workplace phenomenon now known as quiet quitting. Shortly after, TikToker Sarai Marie (@saraisthreads) amplified the trend with relatable skits, spotlighting employees silently stepping back from hustle culture.

So, what is quiet quitting exactly? It’s not about resigning—rather, it's the conscious decision to stop going above and beyond at work, choosing instead to meet expectations without overextending. While some see it as reclaiming work-life balance, for employers, it’s a red flag of disengagement.

According to Gallup study, disengaged employees cost businesses $7.8 trillion in lost productivity globally. Clearly, this is more than a social media trend—it’s a wake-up call.

In this blog, we explore what’s driving quiet quitting, its impact, and most importantly, how to avoid quiet quitting in your organization through empathy, communication, and smart engagement strategies.

What is quiet quitting?

Meskipun ada beberapa interpretasi tentang 'berhenti diam-diam,' secara umum berarti berhenti dari budaya hiruk pikuk dengan tekanan kerja yang melemahkan dan jam kerja yang panjang. Hal ini mengacu pada hanya melakukan hal yang minimal di tempat kerja alih-alih melakukan 'lebih dari yang seharusnya' untuk membuat atasan terkesan dan memajukan karier mereka.

Peningkatan popularitas 'Berhenti bekerja dengan tenang' yang hampir meteorik dapat dikaitkan dengan pandemi dan lingkungan tempat kerja yang berubah secara radikal. Kerja jarak jauh mengaburkan batas antara rumah dan kantor, dan orang-orang mulai mempertanyakan perlunya memprioritaskan pekerjaan dengan mengorbankan keluarga dan kehidupan pribadi. Diskusi aktif di media sosial berkisar pada dampak kelelahan terhadap mental, fisik, dan kehidupan sosial karena semakin banyak pekerja yang mulai menolak gagasan tentang budaya bekerja untuk bekerja.

Kini, ketika bisnis berjuang untuk kembali normal di tengah-tengah pertarungan sengit untuk mempertahankan kerja jarak jauh, banyak karyawan yang mengevaluasi kembali bagaimana mereka hidup, menghabiskan waktu, dan apa yang penting dari pekerjaan mereka. Gerakan 'berhenti bekerja secara diam-diam' membuka jalan untuk menetapkan batasan-batasan yang sehat di tempat kerja, menghilangkan rasa lelah, dan menegosiasikan kembali keseimbangan antara pekerjaan dan kehidupan pribadi yang lebih sehat.

Stories about quiet quitting

Internet penuh dengan orang-orang yang memutuskan untuk berhenti bekerja. Bukan hanya para pekerja kerah biru, bahkan para eksekutif pun mulai menimpali dengan cerita mereka sendiri tentang berhenti bekerja secara diam-diam setelah berjuang dengan kesehatan mental yang memburuk, kehidupan sosial yang tidak ada, dan tugas yang berat untuk menyeimbangkan antara pekerjaan dan keluarga. Beberapa orang, yang kehilangan orang yang dicintai karena pandemi, tersadar bahwa mereka telah melewatkan momen-momen penting dalam hidup mereka karena tekanan pekerjaan yang luar biasa. Yang lainnya sangat bersemangat untuk dapat terhubung kembali, meremajakan diri, dan mengisi kembali.

Meskipun kisah-kisah ini memberikan gambaran yang lebih besar, seperti apa berhenti bekerja secara diam-diam di lapangan?

The economics of quiet quitting

Laporan menunjukkan bahwa ini bukanlah kasus yang terisolasi; setidaknya setengah dari Gen Z di Amerika Serikat (dan yang lainnya di seluruh dunia) menarik diri secara mental dan emosional dari beban kerja yang berat dan atasan yang kurang berempati.

Maria Kordowicz, profesor dan direktur pusat pendidikan dan pembelajaran interprofesional di University of Nottingham, memetakan hubungan antara berhenti bekerja secara diam-diam dan peningkatan pengunduran diri secara bersamaan dengan mengaitkan fenomena tersebut dengan penurunan keterlibatan yang nyata.

Laporan tempat kerja global Gallup untuk tahun 2022 melacak gelombang pengunduran diri ini hingga munculnya generasi karyawan baru yang 'diberdayakan' yang memimpin percakapan tentang bagaimana tanggung jawab seharusnya ada di tangan pemberi kerja untuk menghilangkan akar penyebab kelelahan. Studi terbaru HBR tentang dampak manajer terhadap karyawan yang berhenti secara diam-diam menguatkan hal ini dengan menunjukkan bagaimana lingkungan kerja dan kemampuan kepemimpinan merupakan faktor kunci dalam menggerakkan jarum menuju produktivitas atau pelepasan diri.

Terakhir, dengan mempertimbangkan dampak ekonomi langsung dari berhenti bekerja secara diam-diam, Menteri Tenaga Kerja AS, Marty Walsh, menunjukkan data pemerintah AS yang menunjukkan penurunan produktivitas tenaga kerja AS yang mengejutkan tahun ini. Ia mengatakan, "Jika Anda seorang pemberi kerja, Anda harus mengetahui sejak dini bahwa karyawan Anda tidak puas, tidak bahagia, dan kemudian perlu ada dialog, percakapan."

Top 5 signs to look for in quiet quitting

‘Quiet quitting’ captures the spirit of the ‘new normal’—a time when more employees are choosing to do just enough to get by, rather than going above and beyond. While it may not seem like a pressing issue at first glance, this silent form of disengagement can have a compounding effect on team morale, productivity, and ultimately, business performance.

As employee motivation dips, so does innovation and customer experience—affecting both revenue generation and ROI. Here are the top five warning signs to help managers spot quiet quitting before it impacts the bottom line:

1. Chronic disengagement

Employees who were once enthusiastic but now display ongoing disinterest or apathy are waving a red flag. This lack of motivation often stems from burnout, feeling undervalued, or disconnected from their work. They may meet deadlines, but their energy, passion, and initiative are noticeably absent.

2. Only meeting minimum expectations

Quiet quitters fulfill their basic responsibilities—but that’s it. They no longer seek to exceed expectations or take ownership beyond their immediate duties. Unlike highly engaged employees who find purpose in their roles, quiet quitters work purely transactionally, often lacking pride in their performance.

3. Avoidance of extra tasks or initiatives

One of the most telling signs is an employee’s reluctance to take on anything that falls outside their job description. Whether it’s volunteering for new projects, mentoring a colleague, or attending optional trainings, quiet quitters will quietly decline—signaling a shift away from organizational commitment.

4. Isolation from the team

Collaboration is often the first to suffer. Quiet quitters may avoid brainstorming sessions, team-building activities, or cross-functional projects. They tend to prefer working in isolation, limiting interaction to what’s strictly necessary—weakening team cohesion and trust.

5. Minimal engagement in meetings

Rather than being active contributors, quiet quitters often remain silent during meetings. They may show up but rarely speak, contribute ideas, or provide feedback. This disengagement can slowly erode the overall team dynamic and innovation pipeline.

By recognizing these behaviors early, leaders can proactively re-engage employees through open dialogue, personalized support, and a culture that values work-life balance and meaningful contribution. Preventing quiet quitting isn’t just about productivity—it’s about preserving the heart of your organization.

Contrasting views on quiet uitting

Pertanyaan tentang pro dan kontra dari berhenti secara diam-diam sebagai sebuah strategi tidak diragukan lagi akan terus berlanjut. Namun, berhenti bekerja secara diam-diam adalah nyata dan akan terus berlanjut hingga perusahaan memutuskan untuk melakukan perubahan yang tercerahkan untuk menghentikan kelelahan dengan menawarkan upah yang adil dan mengambil langkah-langkah untuk melibatkan, menantang, dan menstimulasi karyawan mereka.

Namun, tidak semua orang setuju dengan konsep baru ini. Beberapa pengkritik berpendapat bahwa mereka yang berhenti bekerja secara diam-diam menutup diri dari kenaikan gaji dan promosi karena akan selalu ada orang lain yang akan menggantikan mereka.

Pendukung

Since COVID, my priorities, values, who and what are important to me have shifted drastically. I now leave my office at the end of the day, not thinking about what I need to work on when I go home at night. I set boundaries for checking my emails and reaching out to co-workers during non-office hours. Most importantly, I am not anxious when requesting time off, taking personal days, or especially taking sick time. Before, it was something I would agonize over, and now it is something I can do without hesitation or worry.” Sara M., department manager

"Many of my friends work in Big Law, and while they're paid very well, the expectations placed on Associates are extremely demanding and often unfair/emotionally abusive. They can't or won't draw similar boundaries, often for fear of retaliation, but they all recognize the toll it takes on their mental and physical health. Many have left their positions as a result." Lane Sheldon, attorney

Pencela

“I have zero ability to do anything but do as my boss requires me. The idea that 'quiet quitting' fits any job besides the ones laden with keyboard strokes, spreadsheets, and meetings, is foolish. It feels like more of a realization by people, who were more than happy to work 24/7/365 chasing the almighty dollar, that their lives are wasted in pursuing more stuff. Now they are presenting some laughable notion of 'I just realized I work too much, but luckily I can afford to do less because no one will notice anyway!' as a paradigm shift in worker's rights. I am disgusted that this has become something people believe could be effective for most of the workforce.” James Holverstott, laborer

“Quiet quitting is doing the bare minimum required of you at work and being content with mediocrity. Advancement and pay increases will go to those whose level of effort warrants advancement and doing the bare minimum certainly does not." Pattie Ehsaei, workplace decorum expert

How to solve the quiet quitting crisis in 2025

Pernyataan dari Gallup ini menyoroti akar penyebab dari krisis berhenti bekerja secara diam-diam - keterlibatan karyawan. Ini bukan hanya tentang pekerja yang merasa nyaman dengan pekerjaannya, namun lebih kepada karyawan yang menetapkan batasan karena mereka tidak merasa dihargai atau diapresiasi dalam organisasi mereka masing-masing.

Berikut adalah beberapa hal yang dapat membantu pemberi kerja dan karyawan menciptakan hubungan yang bermakna dan seimbang untuk menghindari berhenti secara diam-diam.

1. Ajak mereka berbicara dan bersiaplah untuk mendengarkan

Bicaralah dengan karyawan Anda dan gali lebih dalam untuk mengetahui alasan mereka untuk diam. Ajukan pertanyaan yang relevan tentang beban kerja dan bandwidth mereka, dan tentukan apakah mereka puas dengan tugas/proyek saat ini atau membutuhkan sumber daya atau pembelajaran tambahan.

• Buka saluran komunikasi dua arah.
• Mintalah umpan balik yang jujur tentang perusahaan dan kepemimpinan.
• Ciptakan lingkungan di mana karyawan Anda merasa nyaman untuk berbicara.
• Berikan motivasi dan stimulasi yang konstan.
• Terima umpan balik dan bertindaklah untuk mengimplementasikan perubahan.

2. Menyeimbangkan kinerja dan harapan

Duduklah dan nilai beban kerja karyawan Anda, lakukan percakapan yang bermakna seputar tujuan kinerja, dan kaji ulang ekspektasi perusahaan dan bagaimana Anda dapat membantu menyeimbangkan keduanya. Tetapkan batasan yang tepat antara kehidupan pribadi dan pekerjaan.

• Adakan pertemuan 1 lawan 1 mengenai sasaran kinerja dan bagaimana menyelaraskannya dengan visi perusahaan yang lebih tinggi.
• Dorong keseimbangan kerja/kehidupan yang sehat dengan percakapan seputar kesehatan mental.
• Dorong karyawan Anda untuk mengambil cuti untuk mengisi ulang tenaga dan beristirahat ketika sakit untuk menghindari kelelahan.
• Pastikan karyawan Anda memiliki waktu dan sumber daya yang memadai untuk menyelesaikan tugas mereka.
• Cari tahu apakah ada penghalang dan cara menghilangkan/menyiasatinya untuk mempertahankan tingkat produktivitas yang tinggi.
• Berdayakan karyawan Anda untuk bekerja secara mandiri dan gunakan keterampilan yang berbeda untuk menjaga antusiasme mereka.
• Mempromosikan pengembangan dan kemajuan karier internal.

3. Reward and recognize

Employees thrive on motivation and recognition. It’s essential to frequently appreciate your employees—not just for exceeding expectations, but also for consistently meeting them. Recognition should be timely, personalized, and meaningful.

With Empuls, you can move beyond annual award ceremonies and create an ongoing, immersive rewards and recognition experience that keeps employees engaged throughout the year. The platform enables:

• Personalized appreciation through social shout-outs, core value badges, and peer-to-peer recognition.
• Multiple types of awards—spot, nomination-based, jury awards, milestone celebrations, and service anniversaries—automated and easy to manage.
• A global rewards catalog offering gift cards, experiences, wellness options, and company swag across 100+ countries.
• Integration with popular work tools, so recognition happens seamlessly in the flow of work.

Pair this with a competitive compensation structure and a benefits package supporting physical, psychological, and financial wellness—and you’re well on your way to building a culture where employees feel seen, valued, and inspired to stay.

4. Create a culture of belonging and connection

Disengagement often stems from feeling disconnected from the organization’s purpose or values. Fostering a strong sense of community can make employees feel seen, heard, and appreciated—not just for what they do, but for who they are.

• Build community spaces using platforms like Empuls, where employees can join interest-based groups, celebrate milestones, and engage in informal conversations.
• Use town halls and internal social feeds to regularly communicate company wins and vision updates.
• Celebrate life events—like birthdays, work anniversaries, or team wins—to promote a culture of shared success.
• Encourage informal moments like virtual coffee chats or hobby clubs to humanize the workplace.

5. Actively seek and respond to feedback

Quiet quitting can also result from employees believing their opinions don’t matter. Regular employee feedback loops—when handled well—can be a game changer in re-engaging a disillusioned workforce.

• Use Empuls’ survey and feedback tools to run pulse checks, eNPS, and lifecycle surveys that capture real-time employee sentiment.
• Analyze feedback through people analytics and take action with data-backed insights.
• Close the loop by communicating what changes were made based on employee input—this builds trust and reinforces their voice in decision-making.
• Don’t limit feedback to exit interviews; start from onboarding and keep it continuous.

6. Make Wellbeing a Priority, Not a Perk

In a world where burnout is a leading cause of disengagement, organizations must go beyond token wellness days. Employees want holistic, ongoing support for their physical, mental, and financial wellbeing.

• Offer personalized perks and benefits through Empuls’ Perks & Benefits module, including early wage access, tax-saving allowances, wellness subscriptions, and more.
• Promote flexibility—whether it's hybrid work, asynchronous schedules, or mental health days.
• Equip managers with tools to regularly check in on employee well-being, using smart nudges from Empuls’ AI assistant, Em, to guide conversations.
• Encourage usage of benefits by showcasing real stories from employees who’ve found them helpful.

By combining empathetic leadership with the right tools, organizations can shift from simply preventing quiet quitting to cultivating an energized, loyal, and purpose-driven workforce. Platforms like Empuls enable this transformation by integrating communication, recognition, feedback, and wellbeing into a unified employee engagement strategy.

Conclusion: From quiet quitting to active engagement

Quiet quitting isn’t about laziness—it’s a signal. A signal that employees are craving more balance, purpose, and recognition in the workplace. It’s a response to burnout, misalignment, and a lack of meaningful connection—not a rebellion against work itself.

Organizations that want to reverse this trend must rethink how they engage, support, and value their people. Open communication, fair expectations, regular recognition, and a genuine investment in employee wellbeing can turn quiet quitters into active contributors.

Tools like Empuls make this transformation easier by empowering HR and managers to listen actively, reward meaningfully, and build an inclusive culture of belonging. The result? A motivated workforce that’s not just meeting expectations—but thriving well beyond them.

Now is the time to shift from reactive to proactive. Because when employees feel valued, they don’t quit quietly—they show up loudly. And they stay.