Sparking Leadership #11: Quiet quitting and when it's your fault as a leader

Let’s talk about that unsettling feeling when you notice a team member who used to be a firecracker is now just… fizzling. They’re here, they’re doing the job, but the spark is gone. Their work is just “fine.” They clock in, clock out, and politely decline anything that goes beyond the bare minimum.

This is quiet quitting, and if you haven’t seen it yet, chances are that you probably will soon enough. Quiet quitting is a silent signal that something is broken. As a leader, you need to stop seeing it as a problem with the employee and start seeing it as a signal for you.

🛑The Tell-Tale Signs: what to look for

❌ Disengagement in meetings: Less contribution; they're present, not participating.

❌ Just the job description: Sticking strictly to tasks. No extra mile.

❌ Reduced initiative: They report problems, but don’t try to solve them.

❌ Social withdrawal: Distancing from team chats and social events.

🤔 Is It quiet quitting, or something else?

👉 A rough patch: They might be running on fumes from personal stress or burnout.

👉 Ready for what's next: A top performer might have outgrown their role and needs a new challenge.

👉 Just needs a break: A proper vacation might be the only cure.

These scenarios are cries for empathy, growth, or rest. This is where your 1:1 coaching conversations will come in handy.

The reasons behind the "Quiet Quitting" phenomenon:

According to Gallup, #engagement is at a 10-year low. As Daniel Pink argues in Drive, it's often a lack of intrinsic motivation, driven by 3 core needs:

✔️ Autonomy: The desire to direct our own #work.

✔️ Mastery: The desire to get better at something that matters.

✔️ Purpose: The desire to do something meaningful.

Quiet quitters are often missing one or more of these motivators.

❓Is your leadership the cause?

As a leader, you have to look in the mirror first.

Blame yourself if... you've been micromanaging, not providing a clear vision, ignoring 1:1s, or failing to provide #growth opportunities.

Don't blame yourself if... you've done all of the above and the employee is still resistant, or if their disengagement is rooted in personal issues outside of your control. Even then, your role is to be a supportive human, not a fixer.

Here’s what you can do

✅ Purpose: Reconnect them to the "why" of their work. How do they make an impact and bring value, why is what they do important.

✅ Autonomy: Step back and trust them with ownership and with the opportunity to fix their own mistakes.

✅ Mastery: Find growth opportunities they care about and inspire them to take a chance and try something new.

✅ Connection: This is where you listen, not just talk. Prioritize your 1:1s and make it about them.

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🌟Sparking Leadership is a weekly series on human-centered, sustainable

#leadership. Follow for real talk and practical tools. In the meantime, lead with spark!