The latest buzzword in the working world is “quiet quitting” — the choice employees make to do just what is included in their job description and the tasks assigned to them that directly relate to that, nothing more, nothing less. 

It’s an act being taken out of frustration, disappointment, boredom and other negative feelings and environmental factors. It’s a move employees make because they’re feeling overtasked, underappreciated and otherwise disgruntled. 

The good news is, there are ways to meet this challenge and make your employees feel valued, which might encourage them to do a little more. 


Here’s how your company can work to prevent quiet quitting. 

  • Be mindful of extra work. Sometimes managers have to ask their employees to do a little more. Maybe a coworker is out sick; maybe there’s a big deadline looming that needs to be addressed. Whatever the reason, you might need to ask your team to pick up the slack. The important thing here is to make sure the extra work is short-lived — if it becomes the new norm, your team will get frustrated and feel like they were lied to, working for a short-term project that has become the new expected level of performance. If you have to ask them to contribute more, tell them how long it will last (a week, 10 days, etc.) and stick to it. If things change, tell them up front, apologize for the change and thank them for their contributions. 
  • Respect work-life balance. No one should be asked to work off-the-clock or after business hours. No one — even you. When an employee clocks out for the day, that’s it. They should not be expected to respond to emails, phone calls, texts, etc.; anything that happens or comes up after hours can, should and will be addressed the next business day. If there’s an emergency situation, find a way to hold off on notifying employees or asking for help unless there’s absolutely no other way, and then work with the team to make up that extra time, either with overtime pay or with a shortened work day that same week. 
  • Be more considerate of how time is spent. To sum up this concept, consider whether a meeting is really needed or if the topic to be addressed could be handled in an email or a one-on-one phone call. If a meeting is needed, determine who really needs to be in the room (or the virtual meeting) and only invite those people. When scheduling the meeting, make it as short and efficient as possible, so as to not interrupt the team’s work day. At the same time, consider sharing a weekly email with updates on top priorities and upcoming events or tasks, empowering your team to structure their workdays in a way that meets those goals without interruptions. 
  • Make stepping up an option, not a demand. Some people want to come to work, put in their eight hours and go home. Some are looking to make a name and reputation for themselves and want to advance their careers. Some people might want to do more one week but have obligations the next. In short: No two employees are looking for the same things at the same time. Be understanding and accommodating of that! Don’t pressure your employees to feel like they must raise their hands and go above and beyond all the time. If they want to, fantastic! If they don’t, that’s not a punishable offense. 
  • Show appreciation. When was the last time you thanked your team for their work? When did you last tell your team that it’s their hard work that makes your company successful? People who feel invisible, taken for granted, overlooked, overworked and unappreciated are more likely to quiet quit or start looking for other jobs, or just flat-out give their notice. Acknowledging how hard your team is, and has been, working can go a long way toward boosting morale and camaraderie and lifting some of that stress off your team. Call out and thank your hard workers for their efforts! Do it early and often and your team will appreciate it. 


Workers who are considering quiet quitting might not actually want to leave your company; they just want a better work-life balance, a little appreciation and for their managers to respect their time. Address these factors head on, before the frustration grows, and you’ll likely to earn their respect as well. 

If you’re looking to add to your team, Davis Staffing can help! Our recruiters work with people looking to change jobs, find a new position and learn new skills and we’d be happy to introduce you to someone who fits your company’s needs. Call Davis Staffing today and let’s get started!