There are several things employees can do to address the trend of “quiet quitting,” in which employees place less of a priority on work and work less or perform the bare minimum to maintain their job. Employers should review their existing job descriptions and determine whether an employee who did all of the listed tasks would be an asset to the company, and if not, update the job description. Their job descriptions should detail the job’s essential functions, expected hours of work, and whether in-person work is required, listing the functions that can be performed only in-office.

Employers also should manage and document performance issues early on, and managers can discuss their concerns with employees and consider ways to help them re-engage with their jobs and the organization. Given that quiet quitting is rooted in employee burnout, employers should consider ways to improve employee engagement, such as more flexible scheduling, shorter workweeks, extended company-wide holidays, or using time off as an incentive.