"Mŭlchalivoto napuskane" – why people stay physically at work but mentally withdraw

What does quiet quitting actually mean?

The term is not literally "quitting". It is about workers, who perform only the tasks required by their position, but without putting in energy, initiative, or personal commitment. They do not take on additional responsibilities, do not stay after working hours, and do not "burn" for the company's cause.

Why does it happen?

1. Burnout – chronic stress and pressure lead to emotional exhaustion.
2. Lack of meaning – people do not see why their work matters or how it contributes.
3. Unequal balance between effort and reward – when additional work is not valued (neither financially nor morally).
4. Broken trust in management – promises that are not fulfilled, poor communication, lack of transparency.
5. Change in values after the pandemic – many people re-evaluated their priorities and decided not to "sacrifice their lives for a career".

What does it look like in practice?

• The employee comes and leaves exactly on time.
• Takes minimal part in team initiatives.
• Completes their tasks but without enthusiasm.
• Avoids new projects that would require overtime or effort.
• Internally has "left" – stays only for the stable salary or lack of alternatives.

What are the consequences?

• For companies: decreased productivity, lack of innovation, difficulties in retaining talent.
• For teams: demotivation, a sense of "division" between the engaged and those who are just "passing time".
• For the individual: long-term dissatisfaction, feeling of stagnation, loss of professional identity.

What can be done?

1. Honest dialogue – employers need to listen and understand why employees are distancing themselves.
2. Clear expectations – people should know where their responsibilities end and when "extra" will be rewarded.
3. Recognition and gratitude – not just with money, but also with acknowledgment, development, trust.
4. Support for work-life balance – flexible hours, remote opportunities, respect for personal space.
5. Meaning and values – companies should provide a cause and vision that engages beyond salary.

Conclusion

"Quiet quitting" is not laziness, but a reaction – a defense mechanism against a burnout culture and lack of fairness. It is a symptom, not a cause. If companies ignore it, they risk losing not only people but also the trust of the next generation of employees, who increasingly place meaning and personal balance above loyalty at any cost.