- Soft quitting and quiet quitting are different forms of disengagement: Quiet quitting is boundary-setting and meeting minimum expectations, while soft quitting is subtle, gradual withdrawal that can affect performance.
- Causes vary: Burnout, lack of recognition, poor management, misaligned expectations, and work-life balance priorities can lead to both behaviors.
- Soft quitting is harder to spot: Look for declining work quality, missed deadlines, reduced participation, and disengagement in collaboration.
- Quiet quitting can be healthy: It may reflect employees protecting work-life balance and avoiding burnout rather than poor performance.
- Managers should respond proactively: Open dialogue, recognition, fair workloads, promoting balance, growth opportunities, and ongoing monitoring are key strategies.
- Employees also play a role: Setting goals, communicating needs, seeking growth, aligning tasks with strengths, and practicing self-care help prevent disengagement.
- Company culture matters: Transparent communication, recognition programs, inclusive decision-making, and policies supporting well-being reduce the risk of both soft and quiet quitting.
In the modern workplace, terms like “quiet quitting” and “soft quitting” have been making the rounds. While they might sound similar, they describe different types of employee behavior. Understanding these differences is key for managers, HR professionals, and employees who want to maintain engagement, productivity, and job satisfaction.
This article breaks down what soft quitting and quiet quitting mean, their causes, their impacts, and what can be done about them.
What is Quiet Quitting?
Quiet quitting is more about employee mindset than actual resignation. It gained traction as a term during discussions on burnout, work-life balance, and the increasing demand for “always-on” productivity.
At its core, quiet quitting means that an employee does what’s expected but refuses to go above and beyond. They continue to meet deadlines and fulfill job responsibilities but without extra effort.
Some real-world examples include:
- A software developer completes assigned coding tasks but declines to stay late for extra features.
- A customer service rep resolves tickets but avoids voluntary mentoring or training sessions.
- A project manager delivers required reports but doesn’t attend optional cross-team meetings.
Quiet quitting is often a conscious choice, reflecting a desire to protect personal time and mental health rather than a sign of poor performance.
What is Soft Quitting?
Soft quitting is subtle, gradual disengagement that can be harder to detect than quiet quitting. Employees may still appear to be doing their jobs, but small changes in behavior signal a decline in motivation.
Some common indicators of soft quitting include:
- Lower-quality work or frequent minor errors.
- Avoiding collaboration, volunteering for projects, or offering input.
- Increased procrastination or missed deadlines.
- Reduced responsiveness to emails or messages.
- Taking longer breaks or leaving tasks incomplete.
Soft quitting often stems from frustration, dissatisfaction, or burnout rather than a deliberate choice to set boundaries. Over time, if left unchecked, it can negatively impact team productivity and morale.
Why Are Employees Quiet or Soft Quitting?
Understanding the reasons behind these behaviors is crucial for addressing them. Employees may quiet or soft quit for a variety of reasons:
Burnout and Stress
- High workloads, long hours, or constant pressure can lead to emotional exhaustion.
- Employees disengage as a coping mechanism, either by pulling back from extra work (quiet quitting) or gradually reducing effort (soft quitting).
Lack of Recognition
- Effort that goes unnoticed or unrewarded can lead to disengagement.
- Employees may feel undervalued and start soft quitting as a passive response.
Poor Management
- Micromanagement or inconsistent feedback can make employees feel unsupported.
- A lack of clear goals or guidance may cause gradual withdrawal from responsibilities.
Misaligned Expectations
- Employees may feel their skills, contributions, or career goals are underappreciated.
- This misalignment often triggers soft quitting, as effort seems futile.
Prioritizing Work-Life Balance
- Some employees intentionally set boundaries (quiet quitting) to protect mental health or personal life.
- Others may gradually reduce engagement when they feel work encroaches on personal priorities.
Understanding these causes allows managers to address root issues rather than simply react to behaviors.
How Soft Quitting Differs from Quiet Quitting
While quiet quitting and soft quitting are related, they differ in key ways:
| Feature | Soft Quitting | Quiet Quitting |
| Effort Level | Gradually decreases, may still meet minimum expectations | Meets minimum expectations but refuses extra effort |
| Visibility | Often subtle, may go unnoticed initially | More conscious and visible boundary-setting |
| Motivation | Disengagement due to dissatisfaction, burnout, or lack of growth | Boundary-setting for work-life balance, not necessarily dissatisfaction |
| Impact | Can lead to performance issues over time | Maintains baseline performance but limits personal investment |
Recognizing the difference is crucial. Soft quitting signals potentially serious disengagement that could escalate into turnover, while quiet quitting may simply reflect an employee’s desire for balance.
Signs Your Team Might Be Soft Quitting
Soft quitting is subtle, so spotting it early requires careful observation. Look for patterns like:
- A gradual decline in work quality or missed deadlines.
- Minimal participation in meetings or discussions.
- Lack of enthusiasm for new projects or initiatives.
- Increased absenteeism or frequent requests for time off.
- Team members avoiding responsibilities or taking longer than usual to complete tasks.
Spotting these signs early allows managers to intervene proactively, preventing bigger performance issues or turnover.
Is Quiet Quitting Always a Bad Thing?
Not all quiet quitting is harmful. In fact, it can be a healthy response to unrealistic demands. Some benefits include:
- Encouraging employees to maintain a sustainable work-life balance.
- Reducing burnout and mental health issues.
- Allowing employees to focus energy on essential tasks rather than non-essential “extras.”
Managers should focus on distinguishing between healthy boundary-setting and disengagement that harms productivity. Supporting employees in setting clear boundaries often improves overall morale and reduces the risk of soft quitting.
How to Address Soft Quitting and Quiet Quitting
Dealing with these behaviors effectively requires a proactive approach combining communication, support, and clear strategies. Managers who understand the subtle differences can prevent disengagement from escalating. Here’s a detailed breakdown:
1. Open Dialogue
Open communication is the cornerstone of addressing disengagement. Start by regularly checking in with employees through one-on-one meetings rather than waiting for issues to escalate.
- Ask specific, open-ended questions: “How do you feel about your workload this week?” or “Are there obstacles preventing you from doing your best work?”
- Focus on listening more than speaking. Employees are more likely to open up if they feel heard without judgment.
- Encourage honesty by creating a safe space for discussion, emphasizing that feedback won’t result in negative consequences.
- Document key takeaways from meetings and follow up on action items, showing that employee concerns are taken seriously.
This approach helps uncover the root causes of soft or quiet quitting, whether it’s burnout, unclear expectations, or a lack of engagement opportunities.
2. Recognition and Reward
Acknowledging effort is critical in keeping employees motivated. Even small, consistent recognition can reinforce positive behaviors and increase engagement.
- Offer personalized recognition, such as praising specific achievements in team meetings or sending private notes of appreciation.
- Implement a reward system that aligns with performance and effort, whether through bonuses, gift cards, or public acknowledgment.
- Celebrate team milestones, not just individual accomplishments, to foster a sense of collective pride and belonging.
- Recognize efforts related to collaboration, innovation, or mentoring, not only output, to highlight the broader value employees bring.
Recognition not only boosts morale but also signals that the organization values effort beyond just meeting baseline expectations.
3. Assess Workload and Expectations
Sometimes disengagement stems from unclear roles, unrealistic expectations, or uneven workloads. Addressing this early can prevent both soft and quiet quitting.
- Review workloads to ensure no employee is consistently overloaded while others are underutilized.
- Provide clear guidelines and realistic deadlines for projects, helping employees know exactly what’s expected.
- Offer support resources, such as training, tools, or additional staffing, to help employees meet expectations.
- Encourage employees to voice concerns about workload and be prepared to reallocate tasks or reprioritize projects if necessary.
By creating clarity and fairness, employees are more likely to stay engaged and motivated.
4. Promote Work-Life Balance
Many employees quiet quit to protect their personal time. Encouraging work-life balance helps prevent both quiet and soft quitting.
- Encourage employees to take breaks, step away from screens, and fully disconnect during time off.
- Consider flexible scheduling, remote work options, or compressed workweeks to accommodate personal commitments.
- Normalize the use of vacation time, making it clear that taking breaks is expected, not penalized.
- Model healthy boundaries at the leadership level; employees often take cues from managers’ behavior.
A culture that values balance reduces burnout and keeps employees engaged for the long term.
5. Provide Growth Opportunities
Employees are less likely to disengage when they see clear paths for development and advancement.
- Offer training programs, workshops, and mentorship opportunities to develop skills and confidence.
- Assign projects that align with employees’ strengths and interests, making work more meaningful.
- Provide visibility into career progression, so employees understand potential growth opportunities within the organization.
- Encourage employees to set personal learning goals and support them in achieving those milestones.
Investing in growth signals that the organization values employees beyond their current role, helping retain engagement.
6. Monitor and Adjust
Addressing disengagement isn’t a one-time effort; it requires ongoing attention.
- Track employee engagement metrics, such as participation in meetings, project completion rates, and feedback from peers.
- Regularly evaluate the effectiveness of interventions and adjust strategies as needed.
- Stay proactive by checking in periodically rather than waiting for performance to decline.
- Encourage managers to document changes and results, helping to refine approaches over time.
Continuous monitoring ensures that soft or quiet quitting behaviors are addressed before they impact productivity or morale.
How Employees Can Avoid Soft Quitting
Employees also play a role in staying engaged. Proactive steps can prevent subtle disengagement:
- Set clear goals: Know what success looks like for your role and prioritize tasks accordingly.
- Communicate openly: Discuss challenges, workload concerns, or career aspirations with supervisors.
- Seek growth opportunities: Take advantage of training, mentorship, and professional development programs.
- Align tasks with strengths: Focus on projects that play to your skills and interests to maintain motivation.
- Practice self-care: Prioritize mental health, rest, and personal time to sustain energy and prevent burnout.
By taking these steps, employees can maintain engagement and reduce the risk of gradually withdrawing from responsibilities.
The Role of Company Culture
A strong, supportive company culture is one of the most effective tools against disengagement. Key elements include:
- Transparent communication: Clearly outline expectations, provide feedback, and share company goals.
- Recognition programs: Celebrate both individual and team achievements consistently.
- Inclusive decision-making: Empower employees to contribute ideas and participate in shaping projects.
- Policies supporting well-being: Flexible schedules, remote work options, and mental health support make employees feel valued.
When employees feel heard, supported, and recognized, they are far less likely to disengage. A culture that prioritizes these elements encourages motivation, loyalty, and long-term retention.
Frequently Asked Questions
Q: Can quiet quitting lead to soft quitting?
Yes. If employees set boundaries but feel unsupported or undervalued, quiet quitting may evolve into soft quitting, where effort declines gradually.
Q: How can managers distinguish between the two?
Quiet quitting shows as refusal to go beyond job requirements, while soft quitting manifests as declining work quality, missed deadlines, and reduced engagement.
Q: Is soft quitting reversible?
Absolutely. Early recognition, open communication, and opportunities for growth can re-engage employees and restore motivation.
Q: Should companies penalize quiet quitting?
Not necessarily. Quiet quitting often reflects healthy boundary-setting. Penalizing it can hurt morale; focus instead on engagement and support.
The Bottom Line
Soft quitting and quiet quitting may seem similar at first glance, but they are distinct behaviors with different causes, visibility, and impacts. Understanding the nuances helps managers respond appropriately, employees maintain engagement, and organizations retain talent.
Recognizing the signs early, fostering open communication, and creating a supportive culture are key steps to addressing both. By doing so, companies can turn potential disengagement into productive and motivated teams.