While the worker do not physically leave their position, they effectively withhold their full effort and engagement from their job.

This can be motivated by a variety of factors, such as feeling undervalued or unrecognized, experiencing conflict with coworkers or management, or having negative feelings about the company's policies or practices.

The effects of quiet quitting on the individual can be significant;

• Decreased job satisfaction and motivation can lead to a decrease in overall well-being and can even negatively impact mental health.
• Quiet Quitting can also have negative consequences on an individual's career advancement, as a lack of effort and dedication may be viewed as a red flag by potential employers.

The effects of quiet quitting on the organization can also be significant:

• Decreased productivity and morale can have a ripple effect, leading to decreased customer service and satisfaction.
• There is also an increased risk of turnover when employees engage in quiet quitting, as it can indicate a lack of job satisfaction and a desire to leave the company.

So, what can be done to address and prevent quiet quitting?
Communication is key. It is important for employees to feel that their grievances and concerns are being heard and addressed by management. Improving recognition and appreciation of employees can also go a long way in increasing job satisfaction and preventing quiet quitting. Creating a positive work culture that values and supports its employees can also help to prevent the negative consequences of quiet quitting.

In conclusion, quiet quitting can have negative consequences for both the individual and the organization. It is important for companies to address and prevent it by promoting open communication, recognizing, and appreciating employees, and creating a positive work culture. By doing so, organizations can foster a more positive and productive work environment for all.