“Not every resignation comes with a notice. Some come with silence.”
In today’s job market, showing up doesn’t always mean switching on. A growing number of employees are quietly disconnecting from their roles without formally leaving, a trend now known as “soft quitting.”
Unlike loud resignations, soft quitting is subtle. It’s the steady withdrawal of effort and engagement, often unnoticed until productivity dips or a surprise resignation lands.
What Is Soft Quitting And Why It’s Not Just a Buzzword
Soft quitting happens when an employee no longer feels emotionally or mentally connected to their role. They’re technically still doing the job, but their spark is gone.
You might notice:
- Logging in and out with no real energy
- Withdrawing from team conversations
- Avoiding new projects or growth opportunities
- Turning off cameras, keeping responses short
- Doing just enough, but never more
It’s not about laziness, it’s about disconnection.
Disengagement often stems from burnout, feeling undervalued, unclear expectations, or a mismatch in values. And it’s happening more than you think:
- Globally, over 60% of employees are emotionally detached at work (Gallup, 2023)
- In the UK, only 10% of employees feel engaged, placing us near the bottom in Europe (Gallup, UK)
Why Is It Rising Now? (And What “Lying Flat” Has to Do With It)
Soft quitting reflects a shift in how people relate to work, especially Gen Z.
Common causes include:
- Burnout and post-pandemic fatigue
- Poor onboarding or lack of recognition
- Mismatched values or toxic leadership
- A shift toward prioritising well-being over hustle
- According to the 2025 Gen Z and Millennial Survey (Deloitte), roughly nine in 10 Gen Zs (89%) and millennials (92%) consider a sense of purpose to be important to their job satisfaction and well-being.
Culturally, this mindset isn’t new. In China, a movement called “lying flat” emerged in 2021, a quiet rebellion against “996” hustle culture, advocating for a slower, more intentional life. That sentiment is now global, with soft quitting as its workplace version: staying in the job but switching off emotionally.
The Cost of Soft Quitting
If they’re still doing their job, is it really a problem?
Unfortunately, yes.
Disengaged employees cost businesses up to 34% of their annual salary in lost productivity (Gallup)
Replacing them can cost 6–9 months’ salary (SHRM)
Even before someone leaves, soft quitting quietly chips away at morale, team energy, and performance.
How to Spot the Early Signs
Soft quitters don’t raise red flags; they fade into the background.
Look out for:
- A noticeable drop in enthusiasm or energy
- Reduced participation in meetings or social events
- Reluctance to take on new challenges
- Missed deadlines or low-effort output
- Avoiding feedback or 1:1s
Employees who feel ignored by their manager are twice as likely to be disengaged (Gallup), so don’t overlook the quiet ones.
How to Prevent It: 5 Simple Shifts
- Start strong with onboarding
Set clear, inspiring expectations from day one, especially for international and multilingual hires. - Coach managers to connect, not just direct
Check in with empathy, not just check tasks. - Invest in real growth opportunities
Upskilling and career paths show employees they have a future with you. - Use stay interviews
Ask, “What’s working, and what would make you leave?” before they mentally check out. - Hire for alignment, not just ability
At ABL Recruitment, we help clients find people who don’t just fit the job; they believe in it.
Final Thoughts
Soft quitting doesn’t start with a resignation. It starts with silence.
But it’s not inevitable. With the right culture, clarity, and care, you can build a workplace where people show up and want to stay.
Looking to hire engaged, purpose-driven talent? Talk to ABL Recruitment, where smart hiring meets cultural alignment.
