Quiet quitting among Gen Z is becoming increasingly common and poses a threat to company productivity. What’s behind this trend, and how should companies respond? Let’s explore the answers.
What Is the Quiet Quitting Phenomenon Among Gen Z?
Quiet quitting Gen Z refers to a situation where employees from Generation Z choose not to be emotionally engaged in their work.
They may physically show up at the office or log in remotely, but their involvement is limited to completing only the minimum tasks required by the company.
According to Gallup’s Q1 2024 report, only 30% of full-time and part-time employees feel genuinely enthusiastic and engaged in their work environment.
Meanwhile, Gallup’s 2023 report shows that as many as 59% of workers are considered quiet quitters — physically present but psychologically disengaged.
This trend is also happening in Indonesia. Based on the Randstad Workmonitor 2025 report, 1 in 3 Indonesian employees admitted to leaving a job because their personal values — particularly among Gen Z — were not aligned with the company’s culture.
This reflects a shift in priorities among the younger workforce, especially Gen Z, in how they view the world of work.
Read Also: 7 Ways to Boost Employee Motivation – A Must-Know for HR!
5 Reasons Quiet Quitting Happens Among Gen Z
Quiet quitting among Gen Z doesn’t happen overnight. Several factors contribute to this phenomenon, and companies must understand them to respond effectively. Here are the key causes:
1. Misalignment of Values and Workplace Culture
Gen Z grows up with strong personal values. When these values don’t align with the company culture, they tend to withdraw psychologically.
They may not immediately quit, but they won’t go beyond the bare minimum.
2. Need for Work-Life Balance
For Gen Z, maintaining balance between personal life and work is a top priority. When work starts to dominate their personal time, they may quiet quit as a form of passive protest.
3. Lack of Recognition and Appreciation
When effort and achievement go unnoticed, Gen Z employees can feel undervalued. If companies only focus on results without acknowledging the process, motivation will decline.
4. Leadership Styles That Aren’t Adaptive
Leaders who rely on traditional, authoritarian, and closed-off management styles often fail to build positive relationships with Gen Z. As a result, employees become reluctant to engage beyond the minimum requirements.
Read Also: 3 Effective and Objective Ways to Evaluate Employee Performance
5. Unclear Career Path and Lack of Challenge
Gen Z seeks clear career progression and stimulating challenges. When companies fail to provide these, quiet quitting becomes an escape from boredom and stagnation.
5 Impacts of Quiet Quitting on Companies
This phenomenon doesn’t just affect individuals — it also has serious implications for a company’s operations and reputation:
1. Reduced Team Productivity
Disengaged employees naturally deliver limited results, which drags down overall team performance.
Without maximum contributions from each member, company targets become harder to achieve, and workload distribution becomes uneven.
2. Reduced Innovation and Creativity
Quiet quitters often avoid engaging in creative and innovative processes because they’re not emotionally invested.
They stick to routine tasks and avoid challenges, causing companies to miss out on fresh ideas from proactive employees.
3. Higher Employee Turnover
Although quiet quitters may initially stay, they are at a higher risk of eventually resigning. This leads to increased recruitment and training costs, as well as the loss of valuable institutional knowledge.
4. Disruption to Work Culture
Quiet quitting can foster a passive, less collaborative workplace atmosphere. Over time, this disrupts healthy teamwork and communication.
5. Damage to Company Reputation
Dissatisfied employees may share negative experiences online or on professional networks, tarnishing the company’s image and making it harder to attract top talent in the future.
Read Also: 10 Effective Communication Strategies to Implement in the Office
5 Ways to Address Quiet Quitting Among Gen Z
Companies must take proactive steps to prevent and manage this trend. Here are five strategies that can help:
1. Build Two-Way Communication
Encourage open communication between leaders and Gen Z employees. They want to be heard and have a voice in decision-making.
Transparent discussions can help identify potential problems before they lead to disengagement.
2. Offer Work Flexibility
Adapting work systems — such as hybrid models or flexible schedules — to meet Gen Z’s needs can boost job satisfaction while maintaining productivity. It also shows the company values employee well-being.
3. Develop Recognition Programs
Recognizing achievements, no matter how small, makes Gen Z feel valued.
Rewards can be financial or non-financial, such as public acknowledgment, training opportunities, or promotions.
4. Provide Career Growth Opportunities
Offer clear career paths and engaging self-development programs. When employees see a future with the company, they’re less likely to disengage.
5. Transform Leadership Styles
Leaders should be empathetic, open, and collaborative. Gen Z responds better to leaders who treat them as partners rather than subordinates.
This leadership transformation will foster a more supportive and empowering workplace culture.
Quiet quitting among Gen Z signals a workplace paradigm shift.
Companies that adapt to this generation’s expectations and values can retain productive, loyal, and engaged employees.
The keys lie in communication, flexibility, and career development.
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We provide highly skilled and industry-standard talent ready to support your company’s growth and productivity.
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