top of page

4 Simple Ways To Address Quiet Quitting

Are your team members quiet quitting?

According to a recent Gallup report, at least 50% of the US workforce is “quiet quitting.”

And it isn’t just employees, managers are quiet quitting too.

So, what is quiet quitting?

The term refers to when an employee stops going above and beyond their job description or sets boundaries around their work life so they can achieve better balance and mental health.

For example, while they may continue delivering projects on time and seemingly doing their job, they may refuse additional work or become unavailable to work after hours.

A big mistake leaders want to avoid amongst this talk of “quiet quitting” is pointing the finger at “quiet quitters” and casting them as lazy.

“Quiet quitting” is often the result of feeling overworked, unsupported, unheard, and unvalued in the workplace.

It results from unmanaged chronic workplace stress and employees choosing to set their own boundaries to protect themselves from burnout because leadership has not yet offered them support.

Working through the pandemic has led to some of the highest reported numbers of employee burnout and emphasized for many that there is more to life than work.

So, what can companies do to reengage their workers?

A focus on improved communication and employee wellbeing is key:

  • Create and model a safe and supportive environment for employees to voice their concerns, feedback and ideas, leaders can begin to repair the damaged lines of communication which are leading employees to quietly quit.

  • Set clear expectations and job duties from the start.

  • When navigating change, it’s a good idea to have a conversation with employees about how it will impact their workload and priorities. Allow them to express their concerns about the changes and provide any needed support.

  • Build rapport with employees to ensure their buy-in, engagement and loyalty. It’s essential for leaders to be willing to listen and support their employees’ individual needs.

Taking these simple steps toward improved communication can significantly impact employee wellbeing and build a healthy and productive workplace culture.

How are you supporting your team's wellbeing?

I partner with organizations as a fractional Chief Holistic Wellbeing Officer and Executive Wellbeing Coach to drive business performance by improving individual mental, physical, emotional and social wellbeing.

According to Forbes, coaching can help quiet quitting team members create a path to greater performance and engagement.

My brand of holistic wellbeing coaching focuses primarily on improving mental and physical health to create a greater capacity to shift mindset and take decisive action to achieve personal and professional goals.

When we feel better, we perform better and so do our teams!

Schedule a collaboration consult today to learn more about how we can achieve your business and wellbeing goals together.


Adeola Mead is a Physician and Executive Wellbeing Coach with 15+ years of clinical and corporate consultancy experience.

She is the Director and Chief Wellbeing Officer at Vitaliteam Workplace Wellness providing and curating health/wellness services and experiences centered on holistic, personalized care for individuals while fostering social connection and positive team cultures.

VWW is a “Boutique EAP” agency that is hyper focused on identifying and comprehensively addressing the root cause issues underlying individual and organizational health & wellbeing concerns.

Recent Posts

See All


bottom of page