Quiet Quitting: Disengagement embraces a Silent Rebellion
Quiet quitting refers to the growing phenomenon where employees consciously limit their effort to what is explicitly required by their job description—no late-night emails, no unpaid overtime, no extra-mile enthusiasm unless it’s acknowledged and rewarded. It's not about slacking off, but about setting clear boundaries and withdrawing emotionally from a system that no longer feels fair, or fulfilling.
The term went viral on TikTok in 2022 and was swiftly picked up by business media—from Harvard Business Review to Gallup—as a shorthand for something deeper: chronic disengagement, simmering frustration, and the erosion of trust in traditional work cultures. Gallup data show that about 50% of U.S. workers fall into this “quiet quitting” category, while just 32% are actively engaged in their jobs.
This isn’t a generational whim. It’s a sign of burnout, misalignment, and fatigue—especially after years of pandemic-related disruption, remote overload, and economic pressure. Where the Great Resignation saw workers walking out, quiet quitting is about staying—but with the energy turned off. It is a form of psychological withdrawal that often emerges in response to perceived lack of recognition, or dissatisfaction with organizational culture—without formal resignation or open conflict.
What Does This Mean for Women?
Women are not only part of this story—they are disproportionately affected by the conditions that drive quiet quitting. While the phenomenon cuts across gender, recent studies and workplace data highlight that women, especially in mid-career roles, are more likely to feel overextended, under-recognized, and emotionally depleted. Why?
- Invisible labor: Many women perform a significant amount of "office housework"—the unglamorous but essential tasks like organizing meetings, mentoring, or supporting colleagues emotionally. These are rarely rewarded but expected.
- Double shifts: Women often shoulder a disproportionate share of unpaid domestic and caregiving responsibilities. The pandemic made this even more visible—and unsustainable.
- Recognition gaps: Research from McKinsey and LeanIn.Org shows that women are less likely than men to be promoted to managerial roles, despite equivalent or higher performance. When effort doesn’t translate into opportunity, disengagement is a natural reaction.
- Bias and burnout: The pressure to “prove oneself” in male-dominated spaces can lead to chronic stress and disillusionment, especially when ambition is met with microaggressions or systemic bias.
So, quiet quitting among women might be often a form of self-preservation—a way to protect their energy when the return on effort is no longer meaningful.
Job Description vs Reality
Quiet Quitting in Europe: A Growing Tide
Although the phenomenon originated in the U.S., the trend is gaining momentum across Europe too, especially in sectors with rigid structures and low mobility.
- UK: A YouGov survey found that 3% of British workers do only the bare minimum, while 17% feel unmotivated. Women in public service roles are among those most affected by burnout and lack of recognition.
- Italy: With limited career progression and a high gender gap in leadership, Italy is seeing rising disaffection, especially among young professional women. A Fortune article links this trend to the country’s persistent brain drain and structural inequality.
- Spain: A Muypymes study revealed that 59% of workers perform only what's required, no more. Women in mid-seniority roles report the highest levels of emotional fatigue, particularly in education, healthcare, and retail.
- France: An IFOP survey indicates that 40% of French employees are emotionally detached. Among them, women in hybrid or frontline roles face the most persistent lack of flexibility and growth opportunities.
A Shift in Values, Not Just Behaviour
For many women, quiet quitting is not a retreat from ambition—it’s a refusal to play a game that feels rigged. It reflects a growing desire for meaningful, equitable work, where performance is recognized, growth is possible, and boundaries are respected.
Progressive organizations are beginning to respond—with flexible work models, mental health programs, and new leadership training aimed at inclusivity and empathy. But there's still a long way to go.
So, if you’re a woman in the workplace—whether you’re leading a team or navigating your own career—this might be a critical moment to reflect:
- Are we thriving, or simply surviving?
- Are the women around us energized—or slowly burning out?
- What silent signals are our teams sending?
Let’s not normalize disengagement but make space to talk about it, without stigma.
✅ Are you seeing signs of quiet quitting in your team or in yourself?
✅ Have you ever scaled back your engagement to protect your well-being or recalibrate your priorities?
From Disengagement to Re-alignment
There’s no one-size-fits-all solution when we feel disengaged—but there are meaningful paths forward. Some might choose to upskill and redirect their career toward a more aligned direction. Others may explore freelance or project-based work to regain autonomy and flexibility. And for some, taking a sabbatical or structured pause can offer the space to rest, reflect, and reset with clarity.
A simple but powerful first step? Journaling—to “name it to tame it.” Writing down what feels misaligned helps externalize emotions and reconnect with your deeper “why.”
Support also matters. Mentoring or coaching can offer perspective and accountability, helping you gradually reallocate time toward energizing, strategic activities. And don’t underestimate the power of learning: whether through a course, book, or community, it can rekindle curiosity and signal—to yourself and others—that you’re ready to grow again.
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Author: Roberta Avanzini, VP Strategic Development, PWN Global