"Quiet quitting" became popular on TikTok recently, with videos gathering 354 million views, discussing setting boundaries at work or avoiding extra tasks since the pandemic.

The Silent Disengagement in The Workplace

While the Great Resignation witnessed a surge in resignations, particularly among young and burned-out workers, quiet quitting, on the other hand, is a mindset embraced by those who choose to remain in their jobs.

Workplace psychologist and behavioral expert Dr. Natalie Baumgartner noted that burnout levels are elevated, with individuals consistently doing more with less. However, she emphasized the significance of employees feeling valued and appreciated, which, unfortunately, is lacking in many cases.

A Resume Builder survey found that one in 10 employees admit to putting in less effort compared to six months prior, and 5% among 1,000 surveyed respondents stated they do less than their job requires. The survey also revealed that quiet quitters refrain from going above and beyond, citing concerns about mental health and work-life balance and a lack of compensation for extra effort.

Shared with CNBC Make It, workplace experts caution that quiet quitting is not a sustainable long-term solution despite providing temporary relief from burnout.

Below are alternative approaches to address workplace challenges instead:

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1. Remaining Positive and Efficient at Work

Michael Timmes, a senior human resource specialist at Insperity, emphasizes the importance of maintaining engagement at work while striving for a better work-life balance. He suggests that if individuals are considering "quiet quitting," they should focus on maximizing their efficiency during work hours. This approach allows continued skill development and the exploration of personal interests that contribute to happiness.

Maggie Perkins, 30, shares her experience of practicing quiet quitting in her teaching job, highlighting the importance of maintaining a positive attitude at work, despite any challenges, and fulfilling the obligations during the hours the company still pays you for.

2. Taking Ownership of Your Personal Development

Kelsey Wat, a career coach, observes that individuals who engage in quiet quitting often develop feelings of bitterness and resentment towards their employers, using it as a means of retaliation against their company.

Dass from Randstad suggests that employees should take responsibility for their personal development and reflect on the reasons behind their burnout or inclination towards quiet quitting. While it is common for people to express unhappiness without delving into the underlying causes, identifying those reasons and determining what would bring them happiness is a tough question.

3. Directly Talk to Your Boss to Address The Problem

While some workers have turned to social media to share their experiences with quiet quitting, workplace experts recommend they address their concerns directly with their bosses. Coworkers are often unaware of the issue, while those outside the workplace are informed.

Career coach Wat emphasized the importance of having open conversations with employers before quietly quitting, labeling it irresponsible to leave without discussing needs and challenges. Without such discussions, Wat emphasized that no progress can be made.

Workplace psychologist Baumgartner suggests addressing feelings of being unappreciated directly with one's boss, even if it is uncomfortable. She recommends being specific when giving feedback, as people often expect others to understand their needs without clear communication. 

Leadership's Role in Addressing Employees' Sentiments

Corporate leaders must adopt a whole-human approach to workplace policies, recognizing that the workplace has changed since the pandemic and that they need to catch up. They must listen attentively to feedback and avoid making assumptions or taking a rigid approach. Instead, they should ask disengaged employees what is not working for them and strive to understand their perspectives. Communication is an ongoing process, not a one-time event, so employees should persist in expressing their concerns until they feel heard and understood.

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