And Gallup finds that a top source of burnout at work is being treated unfairly. Although employers may not like to hear it, employees are actually trying to not burn out at work. The rationale behind ideas like “quiet quitting” or “quiet thriving” or “bare minimum Mondays” is that people are putting their wellbeing first and their job second. When employees are confident their employer would do what is right, they are 24 percentage points more likely to report.īut there may be another dimension as well. A major reason they don’t report it is that they don’t believe their employer would do what is right.

Nine out of 10 employees say they would report unethical behavior at work if they had firsthand knowledge of it, but only four in 10 actually do. Either we don’t feel safe enough to speak our minds, or we feel like, even if we did speak up, it wouldn't make any difference.įor example, Gallup finds that most employees don’t talk openly about unethical situations that they’ve personally seen at work. Which all leads to one question: Seriously, what’s happened to us? Why Can’t We Talk? The Source of the SilenceĪt the heart of quiet quitting - and its many spinoffs - seems to be the feeling that we can’t speak up at work. Employee engagement has noticeably declined following the pandemic, with actively disengaged employees on the rise. Gallup data suggest the timing of this media trend isn’t an accident.

Make your moves in silence