Quiet Quitting: A Wake-Up Call, Not a Workplace Trend
What Is Quiet Quitting?
Despite its name, quiet quitting doesn’t involve resignation. Instead, it’s when employees choose to do only what’s required in their job descriptions—no unpaid overtime, no “above and beyond,” no constant connectivity. It’s a way of saying “enough” without saying goodbye.
This approach isn’t about laziness. Research shows it’s often a response to burnout, emotional exhaustion, and toxic work culture. Workers stay in the job but emotionally check out as a way of protecting their mental health.
Why It’s Happening Globally—and in Singapore
Globally, the post-pandemic workforce has re-evaluated its relationship with work. In Singapore, the situation is particularly stark:
A 2023 Gallup poll revealed that more than half of Singaporean workers fall into the “quiet quitting” category — higher than the global average.
Among Gen Z, this is sometimes rebranded as “acting your wage” — pushing back against hustle culture and unpaid emotional labour.
Singapore’s workplace productivity challenges may stem more from leadership and culture, than from disengaged employees alone.
The Psychology Behind It
Quiet quitting is often driven by:
Burnout: Persistent stress, long hours, and lack of rest leave workers mentally depleted.
Emotional exhaustion: Unaddressed workplace incivility and constant demands chip away at morale.
Occupational stress: Pressure without support leads to withdrawal as a coping mechanism.
Lack of psychological safety: When employees don’t feel heard or respected, they protect themselves by disengaging.
The Job Demands-Resources model and Conservation of Resources theory both explain how poor workplace environments deplete workers’ energy and motivation, leading to passive disengagement.
Consequences for Organisations
Quiet quitting isn’t harmless. It may:
Decrease productivity and innovation
Increase absenteeism and turnover
Strain team dynamics
Signal deeper cultural issues in the organisation
Left unchecked, it becomes not just a human resource issue, but a systemic failure in leadership, culture, and communication.
What Can Employers Do?
This isn’t solved by motivational posters or pizza parties. Evidence-based strategies include:
Transparent communication: Regular check-ins and honest dialogue reduce disengagement.
Professional development: Career growth matters — especially to younger staff.
Well-being initiatives: Flexible work, mental health support, and manageable workloads go a long way.
Leadership development: Empower managers to listen, empathise, and act.
Singapore employers need to rethink productivity not as output alone, but as sustainable engagement.
What Can You Do (If You’re Quiet Quitting)?
If you’re quietly quitting, you’re not alone. Here are some ways to regain agency without burning out:
Check in with your needs: Are you emotionally exhausted, or simply seeking balance?
Talk to someone: A trusted supervisor, mentor, or therapist can help clarify your next steps.
Set healthy boundaries: Protecting your time doesn’t make you a bad employee.
Look for meaning: Whether in or outside work, reconnect with what energises you.
When Therapy Helps
Therapy can support individuals who feel stuck, undervalued, or disconnected from their work. A therapist can help:
Address burnout and emotional fatigue
Reframe values around work and self-worth
Explore healthy boundary-setting and assertiveness
Plan for meaningful career transitions
Quiet quitting isn’t a threat — it’s a signal. One that tells us employees are paying attention to their mental health and are no longer willing to trade their well-being for overwork. To thrive, both organisations and individuals need to listen, respond, and build a new culture — one that values people, not just performance.
