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Why Your Best Employees Are Quiet Quitting—and How to Turn It Around

Writer's picture: Michael PearsonMichael Pearson

Have you noticed that some of your best employees are starting to do the bare minimum? They’re still showing up, but they’re no longer the passionate, engaged team members they once were. This is what's called "quiet quitting"—when employees disengage without formally resigning. It can hurt your team's performance and morale, but the good news is that you can turn it around. By understanding the signs and taking action, you can bring back the energy, motivation, and commitment your team needs to succeed. 

Unfortunately, many leaders miss the signs of employee disengagement and don’t know how to prevent quiet quitting before it’s too late.


The Hidden Reasons Behind Quiet Quitting

Why are your top performers pulling back? Understanding the cause of quiet quitting is crucial. Here are a few reasons why it happens:

  • They feel undervalued or unrecognized for their hard work.

  • They’re overwhelmed and struggling with burnout.

  • Lack of meaningful challenges or growth opportunities.

  • A toxic or unbalanced workplace culture.

  • A lack of trust or communication from management.

The good news is that you don’t have to let employee disengagement continue. In this post, I’ll show you practical steps to turn it around and bring your team back to full engagement.


Step 1: Recognize the Signs of Quiet Quitting

Before you can solve the problem, you need to spot the signs of quiet quitting. If you don’t identify the issue early on, it could be too late to repair the relationship.

  • Why It’s Important: Recognizing the problem early gives you the chance to intervene before it spreads to the rest of your team.

  • What to Do: Start by paying attention to employees who are no longer going above and beyond. Look for signs such as:

  • Decreased enthusiasm or lack of initiative.

  • Increased absenteeism or tardiness.

  • A drop in work quality or missed deadlines.

  • A withdrawal from team activities or discussions.

Example: A marketing manager noticed one of their top performers, who had always been highly motivated, started submitting late reports and stopped contributing to team meetings. After talking to the employee, they realized it was due to feeling unrecognized for their extra effort.


Step 2: Engage in Meaningful Conversations

Once you recognize the signs, it’s time to take action. Many managers make the mistake of ignoring the problem, thinking it will fix itself. But ignoring employee disengagement can only make things worse.

  • Where People Go Wrong: Managers often assume that their employees know what’s expected of them and that their hard work will speak for itself. However, when employees feel undervalued or unnoticed, they start to quiet quit.

  • What to Do: Start by having a one-on-one conversation with the employee. Ask open-ended questions like:

  • “How are you feeling about your work lately?”

  • “Is there anything that’s been bothering you or causing stress?”

  • “What can I do to support you better?”

Tip: Listen without judgment and let them express their frustrations. Sometimes just being heard can make a huge difference.


Step 3: Boost Employee Morale with Positive Reinforcement

Once you’ve listened and addressed the root cause, the next step is to boost employee morale and bring them back to full engagement.

  • Why It’s Vital: Without positive reinforcement, employees will continue to feel unappreciated and unmotivated. When they see that their hard work is noticed and valued, they’re more likely to re-engage with their work.

  • What to Do: Recognize and reward employees for their contributions. Offer growth opportunities like leadership development or skill-building workshops. Show genuine appreciation for their efforts, both big and small. Create a workplace culture that celebrates achievements and fosters teamwork.

Pro Tip: Implement regular feedback loops. Employee feedback can be a valuable tool for improving morale and preventing disengagement.


Step 4: Build a Culture of Open Communication and Support

Long-term success comes from fostering an environment where employees feel supported, heard, and valued. If you can create a culture where employee engagement thrives, you’ll never have to worry about quiet quitting again.

  • Why It’s Important: A workplace culture built on trust and transparency encourages employees to speak up when they’re struggling, instead of quietly disengaging.

  • What to Do: Encourage open communication across all levels. Promote work-life balance to prevent burnout. Offer regular check-ins and feedback opportunities for both individual and team growth. Ensure your employees know they are part of something bigger—show them how their work contributes to the company’s success.

Example: After introducing monthly team feedback sessions and creating a “shout-out” board for employee recognition, a company saw a significant increase in morale and productivity.


Ready to Turn Things Around? Let Frameworks Inc. Help You Lead the Way!


Quiet quitting is a serious issue, but it’s also an opportunity to make your workplace stronger than ever. By recognizing the signs early, engaging in meaningful conversations, boosting morale, and fostering an open and supportive culture, you can turn disengagement around and get your team back on track. Don’t wait—take action today to prevent employee disengagement from becoming a bigger issue.

If you want to prevent quiet quitting and turn your disengaged employees into motivated, high-performing team members, Frameworks Inc. is here to help. We specialize in employee retention strategies and leadership development programs that can help you build a more engaged and satisfied workforce. Contact us today to learn how we can help you create a culture of employee satisfaction, trust, and motivation that keeps your top performers excited and invested in your business.




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