Silent Resignation: 3 Tips for HR Professionals to Address the Trend of Quiet Quitting in the Workplace

Discover 3 essential tips for HR professionals to address the rising trend of quiet quitting in the workplace. Learn how to create a positive work culture, encourage open communication, and provide growth opportunities to retain top talent. Understand and address the silent resignation phenomenon, improving employee retention, reducing turnover, and creating a more productive and engaged workforce. Stay ahead of the game and tackle the challenges of quiet quitting with expert advice from an HR professional’s perspective.

The trend of “quiet quitting” has caught many HR professionals’ attention these days. Quiet quitting is when employees leave their jobs without prior indicating to their employer or colleagues, along with choosing to stop going above and beyond in the workplace. This phenomenon has become increasingly common as of late, especially since the COVID-19 pandemic. Employees have become more comfortable with remote work and are more likely to feel disconnected from their colleagues and workplace. As an HR professional, it’s important to understand this trend and how to address it. A recent Gallup poll found that “quiet quitters” make up at least 50% of the U.S. workforce and perhaps even more.

Let’s explore three tips for how HR professionals can get a handle on quiet quitting, and act before it’s too late.

1. Create a Positive Work Culture

Creating a positive work culture is key to preventing quiet quitting. A positive work culture incorporates a workplace where employees feel valued, respected, and have a sense of belonging. One way to promote a positive work culture is to encourage employee feedback (and act on their provided suggestions). By providing employees with a platform to voice their opinions, HR can identify areas where improvements can be made and address issues before they lead to employees quitting.

Another way to promote a positive work culture is to foster relationships between employees and management. Building relationships with employees can help HR identify those who may be considering leaving and address their concerns or pain points before deciding. HR can also work with management to ensure that employees have the resources and support they need to succeed in their roles. For example, HR can partner with management to provide training and development opportunities, mentorship programs, and regular feedback to help employees feel confident and supported.

2. Encourage Open Communication

HR professionals can create an environment where employees feel comfortable discussing their concerns and issues in an open and candid manner. One way to facilitate open communication is to hold regular check-ins with employees to discuss their progress and any problems they may face. These check-ins can be done individually or on a team basis and conducted in person or remotely. These can go a long way towards building positive relationships and gaining much-needed feedback in a candid, safe manner.

HR can also provide anonymous feedback channels for employees who may feel uncomfortable discussing their concerns openly. For example, HR can create an online suggestion box or use an anonymous survey tool to gather employee feedback. This feedback can identify areas where improvements can be made and address any issues before they lead to employees leaving.

3. Provide Opportunities for Growth and Development

Providing opportunities for growth and development is another way to prevent quiet quitting, or address concerns before they get too far. Employees who feel they have reached a dead-end in their careers are more likely to leave their jobs.  Encouraging leaders and employees to hold development discussions and explore interests is key.

 45% of workers would stay at a company longer if it invested in their learning and development


Here is where we assume leaders know how to have these discussions.  Helping leaders feel employed to have growth operations is key.  Providing education and training to help leaders E.N.G.A.G.E. in these types of conversations can pay dividends for employee engagement.


The trend of quiet quitting can be addressed by creating a positive work culture, encouraging open communication, and providing opportunities for growth and development. As an HR professional, it’s essential to understand this trend and take action to prevent employees from leaving without notice. By implementing these tips, HR can improve employee retention, reduce turnover, and create a more engaged and productive workforce.


About the Author: Daniel Norris

Daniel Norris is a Technical Support Engineer for SimplyMerit compensation management software, an industry-leading HR solution by MorganHR, Inc. Daniel has 20 years of IT experience in the realms of tech support, systems administration, management, and web development.