Quiet Quitting Is Still a Thing - And It’s Costing You More Than You Think

The buzz around “quiet quitting” may have faded from headlines, but make no mistake, it’s still happening. And for small businesses, the impact can be huge.

When your team only has 10, 25, or even 50 employees, every single person counts. If even one team member checks out mentally but stays physically, it can silently drag down morale, productivity, and client satisfaction, without setting off any obvious alarms.

What Does Quiet Quitting Look Like in a Small Business?

In a large corporation, disengagement can hide in the background. In a small business, it's more personal and more disruptive. Here's how it often shows up:

• Doing just the bare minimum of the job, no more, no less

• Avoiding collaboration or volunteering for projects

• Increasing absenteeism or chronic lateness

• Poor communication or silence in team settings

• A subtle but noticeable shift in attitude or energy

Why Quiet Quitting Hurts More in Small Teams

Unlike larger companies, where tasks can be spread across multiple departments, small businesses rely heavily on each person wearing multiple hats. If someone mentally "checks out," the rest of the team often picks up the slack, causing burnout, resentment, or turnover.

5 Warning Signs You Shouldn't Ignore

• Sudden drop in enthusiasm or initiative

• Missed or delayed deadlines with vague reasons

• Lack of participation in meetings or brainstorming sessions

• Less engagement with clients or co-workers

• Negative or indifferent attitude about the company or future

So What Can You Do About It? Here are practical, low-cost steps to combat quiet quitting and re-engage your team:

Check in - Early and Often. Set up regular 1:1s to ask about workload, satisfaction, and roadblocks. These don’t need to be formal—just honest conversations.

Set Clear Expectations. Be specific about job responsibilities, timelines, and what “success” looks like in their role. Lack of clarity can lead to quiet quitting unintentionally.

Use Quick “Pulse” Surveys. Short monthly check-ins (anonymous if needed) can reveal dissatisfaction before it turns into disengagement.

Create Micro-Wins. Celebrate small milestones and contributions. Public recognition, even a Slack shoutout or small gift card, can boost morale.

Offer Flexibility Where You Can. Workplace flexibility doesn’t have to mean remote work. Even adjusting schedules, offering project autonomy, or creating focus hours can go a long way.

Make Career Growth Visible. Quiet quitting often stems from stagnation. Even in a small company, you can offer:

• Skill development

• Role evolution

• Shadowing leadership

• Cross-training in new departments

Quiet Quitting is a Symptom - Not the Cause

At its core, quiet quitting signals a disconnect between culture, leadership, and employee experience. That’s why focusing on building a strong workplace culture, one based on trust, communication, and shared goals, matters more than ever.

If you’re unsure where to start, take a quick audit of your team’s engagement today. Are they just working for a paycheck, or are they working toward a shared purpose?