It is in the early 2020s that we first start reading about the term Quiet Quitting.
It refers to employees who, instead of formally resigning, completely disengage from their work and do the bare minimum to maintain their employment.
While the phenomenon is found in all professions, tech companies seem to suffer from Quiet Quitting particularly.
The tech and IT industry is known for its intense work paces and high pressure, which can easily lead to mental health challenges when companies are not equipped to support their teams.
In this piece, we explore the link between quiet Quitting and mental health challenges in the Tech industry. We will also share some strategies for HR to identify and address the root causes of Quiet Quitting, such as burnout, lack of acknowledgement or poor work-life balance.
The Link Between Quiet Quitting and Mental Health
It is something that builds up with time: a request that is never heard, overtime never paid, performances never acknowledged… small things at first which, in time, create a sense of helplessness, a boiling frustration that slowly impacts not only the quality of the work but the quality of the mental health of the employees.
When people are unsatisfied with their work conditions but find all their attempts to improve them unsuccessful, they often disengage and give up.
In these situations, quiet quitting becomes a coping mechanism to try and preserve themselves and their mental health. It might feel like it is helping at first, but long-term disengagement is also negatively impacting mental health.
What Are the Root Causes of Quiet Quitting in Tech
- Burnout
Of course, burnout is high on our list of usual suspects. In a 2022 Burnout study in the UK, more than 60% of tech industry workers responded that they felt drained physically and emotionally due to high-pressure environments, long hours, and demanding schedules. These issues can easily lead to phenomena such as quiet quitting. - Lack of Recognition
We all need our work and contributions to be recognized and celebrated occasionally to feel part of something bigger than ourselves and feel useful and appreciated. When there is none of that, we may ask: “What is the point of it all?” This also includes being fairly compensated.
- Poor Work-Life Balance
It is all intertwined. When your hours are demanding, you start deprioritizing your personal life, and you lack energy for social activities, which can lead to burnout. In some companies, quitting might seem the only way to rebalance your personal and professional life.
- Toxic work culture:
When communication is poor or nonexistent, when your superior or other colleagues belittle you or your teammates, when turnover is high, when office drama and micro-management reign, and when there is favouritism, low employee engagement is often the only available response before actually quitting.
HR Strategies to Address Quiet Quitting
Implementing Preventive Measures
Like in most situations in life, being proactive is best. That is done through developing comprehensive mental health policies, fostering a supportive and inclusive workplace culture, and regularly checking in and monitoring the overall “mood” of your team(s).
- Identifying Early Signs/monitor “moods”
To nip quiet quitting in the bud, it is crucial to identify the signs. Leadership and management should have an eye out for Someone who suddenly and repeatedly skips meetings, refuses extra projects, leaves early or arrives late, and does not participate any more in team activities or discussions.
Regular in-person check-ins and online surveys also help keep track of the overall “mood” of the team.
- Improving Work-Life Balance
“All work and no play makes Jack a dull horse” goes the saying. It is not just a saying; we all need time off work to rest, spend time with our loved ones, socialise, care for our home and family, and practice physical activity. Things become complicated when it all gets out of balance and work eats up on our “personal life” too much. Employees are more tired and stressed, and frustration builds. The employer has a role in maintaining healthy boundaries and encouraging time off to recharge.
- Enhancing Recognition and Growth Opportunities
Companies can recognize and celebrate their employees in many ways, regardless of their budget, through raises, bonuses, clear career growth opportunities, and recognition programs.
Sometimes, it is just about putting the system into place to ensure no efforts goes unnoticed.
- Addressing Workload and Resource Issues
make sure to assess your team capacity regularly and that you allocate the proper resources to each project. While extra work can happen occasionally, they should always be discussed and notified beforehand to help manage expectations.
- be transparent
The best policy is usually honesty. Employees will respect a leader who is open about the situation and manages expectations regarding workload and potential economic challenges. This helps create a culture of trust that will encourage team members to open up about their own challenges and allow for easier and faster adjustments.
- Promoting Mental Health Support
We left this one for last, but it is definitely one of the most essential parts of the puzzle: establishing an open culture of mental health support and providing access to resources and tools.
When quiet quitting already started
In some situations, though, all we can do is try and fix what has already started. If you identify quiet quitting in your team, here are a few things you can do first:
1 listen and communicate
The first step is to sit down, virtually or literally, with your team and listen to them. Together, go to the root of the problem. Show that you are willing to resolve this. Although it sounds banal, a sign of willingness to deal with it alone improves the situation.
2 Acknowledge responsibility
Taking responsibility for the company or management’s shortcomings is never easy, but it has a considerable impact on the team’s mindset and its ability to move forward positively.
3 React fast
It is essential to act quickly and handle feedback and grievances. This will confirm your commitment to improving things.
4 Get to work
It is then time to review or implement the strategies listed above.
It is never too late to course-correct, but implementing programs and policies early on will always help in the long run. The tech industry has challenges that can sometimes affect mental health and productivity. While this might always be the case, companies can implement strategies to prevent the worst-case scenarios, protecting their employees and their bottom line.
Tarmo Pihl
mental well-being and coaching services 
