Manage quiet quitting with curiosity: listen privately, reset expectations, address workload and recognition, and follow up.
The phrase can describe several situations, from healthy boundary-setting to genuine disengagement or a person who has stopped believing extra effort matters. Begin with observable facts rather than a label. Note missed handoffs, reduced participation, changed availability, or work that no longer meets the agreed standard.
What can Play change in the conversation?
Play invites exploration instead of suspicion. Ask what has become frustrating, what part of the work still feels meaningful, and what the employee would change if they could test one idea. You might redesign a repetitive process, offer a stretch assignment, or clarify which responsibilities are essential.
Listen for conditions: an unmanageable workload, unclear priorities, lack of recognition, limited growth, conflict, or a need for healthier boundaries. Some solutions belong to the manager, while others require an HR or organizational response. Be honest about what you can change and by when.
Reset expectations in writing, agree on support and measures, and schedule a follow-up. Recognize renewed contribution without demanding unlimited availability. If performance or conduct remains below the role’s standard, address it fairly through the normal process. Curiosity opens the door; clear agreements and follow-through determine what happens next.
Questions like this one, and many more about quiet quitting, are explored in the FISH! Philosophy upgraded trial, which gives your team 30 days of access to the FISH! film and its digital guides.
