Quiet Quitting: What it is, how to spot it, and what you can do about it

In a small business, every team member counts. So when someone starts doing just the bare minimum, it’s not just noticeable—it can have a big impact. This trend, often called “quiet quitting,” isn’t about people leaving their jobs—it’s about staying in the role but mentally checking out.

And in a tight-knit team, that kind of disengagement can affect morale, customer service, and productivity across the board.

So how do you spot quiet quitting—and more importantly, what can you do about it?

What is quiet quitting?

Quiet quitting is when an employee does the minimum required of them and no more. They show up, do the job as written, and clock out. They’re not necessarily lazy or rebellious—they’ve just disengaged emotionally.

It’s not always about being unmotivated. It can be a coping mechanism for burnout, lack of recognition, poor management, or a sign that someone no longer sees value in going above and beyond.

In South Africa’s high-stress, high-unemployment climate, many employees are sticking with their jobs—but mentally detaching to protect their well-being.

Signs of quiet quitting in a small business

Because small teams rely on strong communication and shared responsibility, the signs of quiet quitting can be subtle but serious:

1. Reduced initiative – They stop offering ideas, problem-solving, or helping beyond their job description.
2. Minimal communication – They contribute less in meetings or go quiet on platforms like WhatsApp or email.
3. Decline in enthusiasm – They do the job, but there’s no energy or engagement.
4. Lack of accountability – Tasks are done, but just barely—without care or ownership.
5. Withdrawal from the team – They avoid team activities, don’t volunteer, and seem emotionally distant.

Why it happens

Understanding the root cause is key to fixing the issue. Quiet quitting is usually a symptom, not the problem itself.

Common triggers include:

1. Burnout from long hours, unclear expectations, or understaffing
2. Lack of recognition for effort or results
3. Unfair treatment or favouritism in small teams
4. Poor communication or lack of growth opportunities
5. Mismatch between personal values and the workplace culture

What business owners can do

Here’s what you can do to prevent, identify, and respond to quiet quitting—before it turns into a real resignation:

1. Have regular, honest check-ins

Don’t wait for formal reviews. Build a culture of monthly one-on-ones where staff can talk about what’s working, what’s not, and how they feel about their role.

Use simple prompts:

1. “What’s been energising you at work lately?”
2. “What’s been draining your energy?”
3. “What can we do differently to support you?”

2. Clarify expectations

Sometimes quiet quitting is just confusion. Make sure job roles, responsibilities, and boundaries are crystal clear.

Try this:

1. Use the Job Description Template on SimplyBiz to define what’s expected https://simplybiz.zendesk.com/hc/en-us/articles/14562227221521-Job-description
2. Revisit goals and expectations quarterly—especially as things change in small teams

3. Recognise effort (Not just results)

A simple “thank you” can go a long way. Celebrate progress, consistency, and effort—not just big wins.

How to do it:

1. Weekly shoutouts in meetings or WhatsApp groups
2. Spotlighting team members in newsletters or social media
3. Small incentives like airtime, lunch vouchers, or time off

4. Provide growth opportunities

People disengage when they feel stuck. Even if you can’t offer promotions, offer skill-building.

Ideas:

1. Online course stipends (Coursera, Udemy, FutureLearn)
2. Shadowing you or other team members in new areas
3. Involving them in planning or decision-making

5. Protect well-being and boundaries

Don’t glorify overwork. Encourage proper lunch breaks, days off, and mental health conversations.

Support wellness by:

1. Encouraging work-life balance (even for small teams)
2. Sharing free support resources like SADAG or SANCA
3. Promoting a no-contact-after-hours policy if possible

Final thought: It’s not just about productivity

Quiet quitting is a signal—not a failure. It tells you something in the work environment needs attention. In small businesses, where relationships are everything, catching these signs early and creating a culture of open communication, fairness, and appreciation can turn things around fast.

Sometimes, your team doesn’t need more pay or perks. They just need to feel seen, supported, and respected.