New research reveals a significant challenge for UK businesses: one in five employees (19%) admit to ‘quiet quitting’ – doing the bare minimum at work. The reason? Their skills and cognitive strengths are not being recognized or effectively utilized.
A study by Cognassist, involving 2,000 UK employees, found that almost three in four workers (74%) feel they lack meaningful opportunities to apply their skills. Without a clear connection between their strengths and their tasks, motivation suffers, with 67% stating they aren’t as productive as they could be.
Why One in Five UK Employees Are Quiet Quitting
Picture this: You’re doing exactly what’s in your job description—nothing more, nothing less. You’re no longer staying late, volunteering for extra projects, or answering emails after hours. You’re not being lazy—you’re setting boundaries. This is “quiet quitting,” and according to recent UK surveys, 1 in 5 employees is actively engaging in it.
But why is this happening now? What’s driving so many UK workers to disengage? And what does it mean for employers, employees, and the future of work? In this article, we’ll break down the concept of quiet quitting, explore its roots in UK workplace culture, analyse recent data, and discuss what can be done—realistically and sustainably—to address the issue.
What Is Quiet Quitting?
Quiet quitting doesn’t mean actually resigning. Rather, it describes a growing trend where employees choose to mentally disengage from work without officially leaving their job. They perform their assigned tasks but avoid going above and beyond.
In short, they:
- Do their job—but strictly what’s required.
- Say no to unpaid overtime or after-hours communication.
- Prioritise personal wellbeing over professional ambition.
It’s a subtle rebellion against burnout culture. And it’s gaining ground fast in the UK.
Why Is Quiet Quitting Rising in the UK?
Several interwoven factors are pushing UK workers toward quiet quitting. Let’s unpack the main ones.
Post-Pandemic Fatigue
The COVID-19 pandemic reshaped how people view work. Remote work blurred boundaries, and many employees began to question the meaning of productivity, loyalty, and time management. As the world reopened, that questioning turned into action: “Why am I working 60-hour weeks for the same pay?”
Burnout and Workload Creep
According to a 2023 CIPD report, nearly 60% of UK employees reported feeling burned out at some point in the last year. Many cite excessive workloads, limited support, and lack of autonomy as primary drivers.
Lack of Recognition and Advancement
Quiet quitting is often a response to feeling undervalued. In the UK, workers frequently express frustration at stagnant wages and a lack of upward mobility. If there’s no reward for going above and beyond, why do it?
Generational Shifts in Workplace Values
Younger workers, particularly Gen Z and millennials, are leading the charge. For them, work is not identity—it’s a tool to support life, not the other way around. They’re more likely to prioritise mental health, flexibility, and fair treatment than titles or status.
Gen Z, poised to become the largest cohort in the workforce, is particularly at risk. 65% of Gen Z employees report their cognitive strengths aren’t being used properly, leading 28% to ‘quiet quit.’ In addition, 84% believe their employers fail to provide sufficient professional development opportunities.
Despite the clear link between cognitive alignment and engagement, 88% of employees have never taken an assessment to understand their cognitive strengths. Yet, 64% believe their organization would be more effective if everyone had a better understanding of each other’s skills and ways of working.
Chris Quickfall, CEO and founder of Cognassist, emphasizes the importance of cognitive alignment: “Employees aren’t quiet quitting because they’re lazy or don’t want to work hard – workplaces aren’t set up to let them contribute in ways that match their strengths.”
Is Quiet Quitting Always a Bad Thing?
Interestingly, quiet quitting isn’t necessarily negative. In some contexts, it’s a healthy recalibration of work-life balance. Employers who foster environments that support boundaries may actually retain more satisfied, sustainable workers.
However, systemic quiet quitting—when it becomes the norm—can lead to stagnation and inefficiency. The goal isn’t to shame boundary-setting but to ensure it coexists with a culture of mutual respect and engagement.
How Can Employers Respond Effectively?
To address this issue, businesses must rethink how they support employees and ensure they can apply their strengths effectively. Cognitive mapping and insights can unlock higher motivation, productivity, and retention. A happy workforce is a productive one, driven by meaningful work that values individual strengths.
It’s tempting to counteract quiet quitting with pressure or micromanagement. But that often backfires. Instead, businesses should focus on the following strategies:
Re-evaluate Workload and Expectations
Audit job roles to ensure expectations are realistic. Burnout often stems from hidden overtime and unclear boundaries.
Prioritise Manager Training
Many employees quiet quit due to poor leadership. Equip managers with emotional intelligence training and tools to support their teams.
Encourage Feedback and Open Dialogue
Establish channels where employees can safely express concerns. Quiet quitting thrives in environments where people feel unheard.
Recognise Effort and Achievement
Sometimes, a simple “thank you” can go a long way. Recognition doesn’t have to be financial—acknowledgement fosters loyalty.
Offer Flexibility
Remote work, flexible hours, and outcome-based evaluations are increasingly valued. They support wellbeing while maintaining accountability.
Often, internal employees are overlooked for new job positions because companies immediately seek external candidates, failing to recognize the existing talent within their own workforce. This happens because they lack a clear understanding of the skills and strengths their current employees possess. By not leveraging the potential of internal talent, companies miss out on the opportunity to boost employee engagement, satisfaction, and retention.
Struggling with quiet quitting and skills misalignment? INOP’s AI-powered platform helps companies identify internal talent, assess skills gaps, and optimize recruitment based on real insights.
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Read the full article: https://hrnews.co.uk/one-in-five-uk-employees-are-quiet-quitting-new-data-reveals-why/?mc_cid=2b3901d9d6&mc_eid=8305ce66bc