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The term "quiet quitting" has quickly gone from a TikTok trend to a topic of serious discussion in HR circles. It's not about employees resigning, but rather about them doing the bare minimum - clocking in, completing assigned tasks, and clocking out. No extra effort, no jumping in to help at short notice, no going above and beyond. For HR professionals, this subtle shift presents both a challenge and an opportunity: how can we re-engage employees, especially younger generations like Gen Z, before they mentally check out?
Understanding the Roots of Quiet Quitting
Quiet quitting often stems from disillusionment, burnout, or a lack of recognition. But to truly understand this behaviour, we need to dig deeper into the emotional and psychological drivers behind it.
At its core, quiet quitting is a reaction to unmet expectations. Employees, particularly Gen Z, are entering the workforce with a strong desire for purpose, personal growth, and psychological safety. When the day-to-day reality of their jobs falls short, whether due to lack of feedback, monotonous tasks, limited progression, or perceived inequity, they begin to mentally disengage. They may still perform their duties, but the emotional investment fades.
Burnout is a significant contributor as well. The blurred boundaries between work and personal life, especially in hybrid or remote setups, can leave employees feeling perpetually 'on'. When excessive workloads aren't matched with sufficient support or recognition, exhaustion sets in, and with it, the withdrawal of discretionary effort.
The culture of overachievement, long celebrated in many workplaces, is also being reassessed. Gen Z, more than previous generations, questions the value of hustle culture. They are less likely to equate long hours with success and more likely to prioritise balance, meaning, and fairness. When organisations ignore these shifting values, it creates a disconnect that fuels quiet quitting.
Another root cause is the erosion of psychological contracts - those unwritten expectations employees hold around how they will be treated. When organisations fail to provide career development, transparent communication, or authentic inclusion, it undermines trust. And when trust is lost, employees may choose to emotionally opt out rather than speak up or quit outright.
A disengaged employee isn’t necessarily lazy, they’re often responding to a workplace culture that feels transactional rather than relational. When the emotional and motivational contract between employer and employee is broken, quiet quitting can take root.
The Role of Employee Recognition
Employee recognition isn’t just about the occasional pat on the back. It’s a strategic tool to reinforce behaviours, demonstrate organisational values, and build a positive workplace culture. When employees feel seen and valued for their contributions, their engagement increases. Recognition doesn’t have to be expensive or elaborate - it needs to be timely, specific, and sincere.
Effective recognition speaks directly to the human need for acknowledgement. When employees consistently receive affirmation for their hard work, creativity, or collaborative spirit, they are far more likely to maintain high levels of motivation and performance. It validates their efforts and shows that their work has impact…beyond the bottom line.
For HR, this means making recognition part of the everyday management toolkit. Managers and team leaders should be trained not only in how to deliver recognition, but when and why. This includes informal praise during team meetings, written notes of thanks, or formalised employee of the month programmes. The key is consistency and authenticity - recognition should never feel forced or formulaic.
For Gen Z employees, public recognition and opportunities to shine can be particularly motivating. They’ve grown up sharing achievements online, so recognition in front of peers or across company channels can have a profound impact. But it’s important to offer a range of recognition styles to suit different personalities. Some may prefer a private conversation, others may appreciate a more public platform. Being adaptable in how we recognise success ensures every employee feels valued in a way that resonates with them personally.
Recognition also strengthens the emotional contract between employee and employer. It tells employees that their contributions matter - not just to output, but to the health of the entire organisation. In an environment where appreciation is visible and consistent, employees are more likely to take ownership of their roles, support their colleagues, and align more closely with organisational goals.
When woven into the cultural fabric of a business, employee recognition becomes a driving force for engagement, retention, and resilience. It’s not a nice-to-have, it’s a must-have for modern HR strategies aiming to counteract the disengagement that leads to quiet quitting.
Creating a Culture of Appreciation
A strong workplace culture doesn’t happen by accident. It’s cultivated through consistent leadership behaviours, open communication, and a genuine commitment to employee wellbeing. Recognition should be woven into the everyday fabric of company life - managers celebrating small wins, peer-to-peer shout-outs, leadership acknowledging team efforts in town halls.
But beyond these visible gestures, a culture of appreciation means embedding gratitude into the core of organisational operations. It means establishing systems where employees are encouraged to recognise one another regularly and genuinely - not only for large achievements but also for everyday acts that reflect company values.
Technology can play a role here too. Recognition platforms and digital tools make it easier to highlight achievements across teams and locations, democratising praise and ensuring no contribution goes unnoticed. When every employee has the ability and encouragement to recognise their peers, appreciation becomes self-sustaining.
It also means aligning recognition with career progression. When employees see that appreciation is not only verbal but also backed by development opportunities, promotions, and rewards, they’re more likely to feel valued and motivated. This helps shift the narrative from short-term praise to long-term engagement.
Crucially, a culture of appreciation is inclusive. It considers how different people like to receive recognition - whether in private or public, verbal or written, spontaneous or structured. By being intentional and adaptable, HR can create an environment where every individual feels seen in a way that resonates with them personally.
When recognition becomes routine, it signals that employees aren’t just cogs in a machine. They’re active participants in a shared mission. That sense of belonging can be a powerful antidote to quiet quitting.
The Power of Meaningful Benefits
If a culture of appreciation forms the emotional foundation of employee engagement, meaningful benefits are the structural pillars that support it. These aren’t just about nice-to-haves - they’re essential indicators of how much a company truly values its people. For Gen Z, in particular, benefits must go beyond traditional offerings and reflect a more holistic approach to wellbeing.
This generation is deeply attuned to mental health and work-life harmony. Providing access to counselling services, mental health days, and wellness stipends speaks volumes. But even more crucial is making sure these benefits are visible, accessible, and de-stigmatised. Employees need to feel not only that help is available but that they’re encouraged to use it without judgment.
Flexibility is another key component. Hybrid working models, flexible hours, and job-sharing arrangements are no longer luxuries - they’re expectations. For many, the ability to work when and where they are most productive is directly tied to their sense of autonomy and trust within the organisation.
Professional development is equally valued. Gen Z wants to grow, and they want employers to invest in that growth. Programmes that support learning, mentorship, lateral mobility, and leadership development signal a long-term commitment to their future.
And let’s not underestimate the power of purpose-driven benefits. Volunteering days, sustainability initiatives, and community engagement opportunities allow employees to connect their personal values with the company's mission. When people feel aligned with their workplace on a deeper level, they’re far more likely to be engaged and loyal.
Tailoring benefits to meet these expectations shows that a company is listening. It strengthens trust and builds loyalty. When employees believe their employer truly cares, they’re more likely to reciprocate with commitment and effort.
Benefits are more than perks, they’re an expression of company values. While free snacks and ping pong tables may grab attention, they’re not substitutes for meaningful support. Gen Z is looking for mental health resources, flexible work arrangements, professional development opportunities, and a genuine commitment to diversity and inclusion.
Tailoring benefits to meet these expectations shows that a company is listening. It strengthens trust and builds loyalty. When employees believe their employer truly cares, they’re more likely to reciprocate with commitment and effort.
Bridging the Gap Between Generations
One of the key challenges for HR is understanding the unique expectations of different generations while fostering a unified workplace culture. Baby Boomers may value job security and a clearly defined career ladder, while Gen X prioritises independence and flexibility. Millennials often seek meaningful work and a collaborative culture, whereas Gen Z brings fresh perspectives, digital fluency, and a strong desire for authenticity, purpose, and immediate feedback.
These generational differences don’t need to divide a workforce - they can become a strength when managed with intentionality. HR has a vital role in facilitating intergenerational dialogue and creating shared understanding. This can include mentorship programmes that pair senior employees with younger ones for two-way learning, or cross-generational project teams that leverage diverse viewpoints and experiences.
It's also crucial to ensure that communication styles are inclusive. While older generations may prefer email or in-person updates, Gen Z might lean towards messaging platforms and digital-first tools. Flexibility in communication fosters mutual respect and helps reduce friction.
Recognition and benefits strategies should reflect this diversity too. What motivates one generation might not resonate with another. Offering a flexible range of benefits, such as customisable wellness plans, varied learning formats, and different recognition formats (e.g. private vs. public acknowledgement)—allows individuals to engage in ways that are personally meaningful.
By investing in employee recognition and offering meaningful benefits that span generational preferences, HR can bridge these divides and create an environment where all employees, not just Gen Z, feel empowered to thrive rather than retreat. The ultimate goal is a workplace culture that values individuality while celebrating common purpose.
Moving Forward: Action Steps for HR
- Audit your current recognition programmes. Are they inclusive, consistent, and impactful?
- Solicit feedback. Ask employees what types of recognition and benefits matter most to them.
- Train managers. Equip them to give effective, personalised recognition and model a culture of appreciation.
- Review your benefits package. Are they aligned with employee needs and values?
- Communicate clearly. Regularly highlight success stories, benefits usage, and wellness resources.
Moving Forwards
Quiet quitting isn’t a trend to be feared, it’s a signal that change is needed. For HR professionals, it’s a call to reimagine how we engage employees, especially in a post-pandemic world where expectations have evolved. By focusing on employee recognition, cultivating a positive workplace culture, and offering meaningful benefits, we can reignite motivation and foster a workplace where everyone feels valued and invested.
Because when people feel truly appreciated, they don’t just stay - they thrive.