Issue No. 13 | Quiet Quitting: What It Looks Like in Small Businesses (and How to Fix It)
The way people think about work has shifted — and small businesses are often the first to feel it.
New workplace trends tend to show up quickly in small teams, where changes in motivation, engagement, and expectations are harder to miss. In this post, we’re taking a closer look at one workplace trend that continues to surface in small businesses: quiet quitting.
If you’ve ever thought, “They’re doing their job, but something feels off,” this one’s for you. While quiet quitting first gained attention in the early 2020s, it hasn’t disappeared. In fact, it’s still very much part of today’s workplace — and it continues to affect small teams in subtle but important ways.
If anything in this post resonates — or if you’re reading this thinking, “Is she spying on me?” — you’re not alone.
I work with small businesses who want their HR to feel clear, compliant, and manageable (without overcomplicating it). If you’re ready to get your HR house in order, you can learn more about how I support businesses here → HR Formed Services
What Quiet Quitting Really Is (and What It’s Not)
Despite the name, quiet quitting usually has nothing to do with quitting.
Quiet quitting is when an employee does their job. That doesn’t sound too bad, right? Well the key distinction in they do their job and only their job. No more. No less.
At first glance, that may not seem like the biggest deal. After all, tasks are getting done, expectations are technically being met, and rules are being followed. And as a small business owner, we both know you have bigger fish to fry.
But the extra effort, initiative, and energy are gone.
Think of it like “phoning it in,” but over an extended period of time. We’ve all had days where we do what’s required but don’t have the energy to go above and beyond. Quiet quitting is when that feeling becomes the norm.
It’s also important to note what quiet quitting isn’t. It’s not laziness, a bad attitude, or an employee trying to make a statement. In most cases, quiet quitting is the result of unclear expectations, burnout, or feeling undervalued — not a lack of work ethic.
What Quiet Quitting Looks Like in Small Businesses
In small businesses, quiet quitting can be harder to spot because roles are flexible and everyone already wears multiple hats.
Some common signs include:
Employees stop volunteering ideas or solutions
Zoning out during meetings or contributing less
Communication becomes short, delayed, or purely transactional
Initiative drops — tasks get done, but nothing beyond that
What matters most isn’t any single behaviour — it’s a change in behaviour and energy. Not exactly tangible, I know.
Let me paint a picture.
Your once eager, engaged team member now seems deflated, more withdrawn, and less interested in taking initiative or developing professionally. She used to come in early, respond quickly to emails, and willingly volunteer for extra projects.
Now?
She comes in on time — not late, but not early
She responds to emails, but sticks strictly to the facts
She no longer volunteers; you have to assign tasks she once opted into
She’s still doing her job.
But she’s quietly quitting.
On paper, performance may still look acceptable. But the energy of the team has shifted — and most small business owners feel that shift long before they can name it.
Why Quiet Quitting Happens in Small Businesses
Quiet quitting rarely happens overnight. More often, it’s the result of small issues that go unaddressed and compound over time — like a big ol’ snowball.
1. Unclear Expectations
This one is a real problem child in the workplace.
When priorities constantly shift or roles are loosely defined, employees stop trying to guess what matters most. Doing the bare minimum becomes the safest option.
2. Lack of Feedback or Recognition
Employees want feedback — and they want their efforts to be acknowledged.
When feedback is rare, inconsistent, or replaced with the occasional pizza lunch and a vague “great job,” employees often feel invisible and undervalued.
3. “Everyone’s Busy” Culture
One of my personal pet peeves.
In many small businesses, “everyone’s busy” stops being a description and becomes a default excuse. When busy is used to delay conversations, avoid improving processes, or accept inefficiencies as “just the way things are,” employees stop speaking up — and quiet quitting often follows.
4. No Growth Conversations
Most employees don’t expect promotions every year. But they do want to know whether learning, growth, or movement within the business is possible.
When those conversations never happen, engagement slowly fades.
The Real Cost of Quiet Quitting for Small Businesses
Quiet quitting doesn’t just affect morale or workplace culture.
When someone on your team is quietly quitting, productivity often slows, mistakes increase, and turnover risk rises — all of which come with hidden costs.
And as most small business owners know, employee turnover costs time, money, and momentum.
How Small Business Owners Can Re-Engage Employees Who Are Quiet Quitting
The good news? Quiet quitting isn’t a permanent diagnosis.
In many cases, employees can be re-engaged with the right leadership approach.
Start by addressing the change you’re noticing — without making assumptions. Focus on observation, not intent. Saying something like, “I’ve noticed you seem a bit more checked out lately and wanted to check in,” opens the door to conversation without putting an employee on the defensive.
From there, these practical strategies can help small business owners address quiet quitting in a supportive, effective way.
1. Clarity Is Queen
Unclear expectations are one of the most common causes of quiet quitting. Be specific about what matters most right now so employees know exactly where to focus their time and energy.
2. Regular One-on-One Meetings (for the Win)
Consistent one-on-one meetings help prevent disengagement before it escalates. These don’t need to be long or formal — consistency matters more than structure.
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3. Ask Better Questions to Improve Engagement
Instead of “How’s everything going?” try:
“What’s been most frustrating lately?”
“What feels unclear in your role right now?”
“What would make your work easier or more effective?”
4. Recognize Effort
Employee recognition plays a key role in engagement and retention. Acknowledging effort — not just outcomes — helps employees feel seen, especially in roles where results aren’t always immediately visible.
5. Talk About Growth Honestly
Growth doesn’t always mean promotion. Skill-building, expanded responsibilities, and clearer direction can go a long way in re-engaging employees and reducing quiet quitting.
Quiet Quitting Is a Signal Worth Paying Attention To
Quiet quitting isn’t a failure of your employees — it’s a signal that something in the work experience may need a closer look.
For many small business owners, managing engagement, motivation, and ongoing communication wasn’t part of their original training — especially in lean teams where priorities move fast.
When quiet quitting shows up, it often highlights gaps in clarity, communication, or support. Addressed early, it can become an opportunity to strengthen leadership habits, reset expectations, and build a more engaged team.
Noticing similar shifts on your team?
Quiet quitting is often a sign that expectations, communication, or support need a reset — not a complete overhaul.
If you’d like a sounding board to talk through what you’re seeing and get practical, realistic guidance for your business, you can book a no-pressure discovery call with me. We’ll look at what’s going on and whether there’s a simple way forward.