Quiet Quitting: A Cry For Connection?

Apr 21, 2025By JC Jaress
JC Jaress

Understanding Quiet Quitting

Quiet quitting is a global phenomenon impairing both personal and professional relationships. Gallup researchers state that over 50% of all employees are actively, yet subtly, disengaged from their obligations. This often manifests as employees doing the bare minimum required, while in intimate relationships, it reflects a lack of effort and communication. It is crucial to address this behavior before it leads to significant declines in morale, productivity, and personal satisfaction. Unaddressed, it can spread virally affecting the entire workplace. In personal relationships, it is often the cause of conflict and dissolution.

The root cause of quiet quitting is a disruption to the connection which brought the parties together originally. The disconnection may stem from burnout, feelings of dissatisfaction, or a lack of recognition and respect. When individuals feel undervalued or overwhelmed, they may choose to disengage rather than confront the issues head-on. Managers must train in recognizing these signs early and work to re-establish connection.

workplace stress

Identifying Quiet Quitting at Work

In the workplace, there are several indicators of quiet quitting that managers should be aware of:

  • Decreased productivity: A noticeable drop in the quality and quantity of work.
  • Lack of initiative: Employees stop providing input, volunteering for projects, or suggesting new ideas.
  • Minimal communication: Reduced interaction with colleagues and managers.
  • Increased absenteeism: Regular use of PTO, excused, and even unexcused absences.

Managers are in a key position to identify these traits and trends and must work to modify employee behavior by fostering an environment where employees feel engaged and comfortable expressing concerns and ideas. Creating a psychologically safe environment through regular check-ins and open-door policies can encourage communication and help identify any underlying issues before they escalate into quiet quitting.

Tackling Quiet Quitting in Relationships

Quiet quitting is not limited to professional environments—it can also infiltrate personal relationships. This usually occurs when partners stop investing effort into maintaining and nurturing their connection. Signs of quiet quitting in relationships include:

  • Lack of communication: Conversations become superficial or infrequent.
  • Emotional distance: Feeling disconnected or indifferent towards each other.
  • Avoidance of conflict resolution: Letting issues fester instead of addressing them.
  • Increased physical distance: Work, other family members, projects, and hobbies increase time apart.
relationship conflict

Combating this requires both parties to actively engage in open and honest communication. Setting aside regular time for meaningful conversations and activities can strengthen the bond and prevent quiet quitting from taking hold.

Strategies to Re-Connect

Re-establishing connection is the first step to overcoming quiet quitting. Ground rules for creating psychological safety in the environment must be put into practice and the root cause of the disruption identified and resolved. These strategies have proven to be effective:

  1. Zero negativity: Commit to a reduction of negative talk (aim for zero), no blaming, shaming, or criticism.
  2. Show appreciation: Acknowledge efforts, be grateful, and celebrate successes large and small.
  3. Validation: Check-in regularly to understand and recognize how the other is doing.
  4. Empathy: Verbally sharing how one might imagine the experience is for the other affirms connection to one another.

By implementing these strategies, individuals are more likely to feel valued and motivated, reducing the inclination to disengage silently.

teamwork success

The Role of Leadership and Partnership

Leadership plays a critical role in preventing quiet quitting. Leaders who are approachable, empathetic, and supportive can inspire their team members to remain engaged. Similarly, in relationships, both partners must take responsibility for nurturing their connection by being attentive and responsive to each other’s needs.

Effective leaders and partners understand the importance of active listening and feedback. By creating a culture of trust and respect, they can pave the way for open communication and collaboration, making quiet quitting less likely to occur.

Conclusion: Building Lasting Engagement

Quiet quitting poses a significant challenge, but with awareness and proactive measures, it can be effectively addressed. Whether at work or in personal relationships, fostering an environment that values communication, recognition, and well-being can lead to more meaningful connections and sustained engagement. By taking these steps, we can create spaces where individuals feel inspired to contribute fully, paving the way for success and fulfillment.


Your Partner in Creating Safe Relationships
At Dialogix, we believe that dialogue is not just a skill—it’s a practice. It takes courage to show up differently. It takes support to unlearn habits of reactivity, control, or avoidance. And it takes structural guidance to move from old patterns into new possibilities.

We offer workshops, coaching, and training to help build psychological safety into every conversation—at home, at work, and in your community.

Because when people feel safe, they connect. And when they connect, great things happen.

Join us at dialogix.us