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Quiet Quitting: What is it and why organizations must manage 'silent resignations'

Quiet Quitting: What is it and why organizations must manage 'silent resignations'

Thansettakij•Economy•12d ago

Reader Briefing

Organizations face a global challenge of 'Quiet Quitting' driven by evolving employee values, economic pressures, and AI's rise, necessitating structural work reform.

  • •Quiet Quitting, or 'silent resignation,' is a growing global labor market challenge.
  • •Employee engagement is at a record low, impacting global productivity and economic output.
  • •External factors like wage transparency, AI concerns, and generational shifts in work values are contributing to reduced employee dedication.
  • •Thai labor market, while appearing engaged, may exhibit 'Forced Engagement' due to economic constraints.

Overview

  • •Global employee engagement has dropped to 20% in 2023, hitting a low since 2020.
  • •64% of global employees are disengaged or exhibit Quiet Quitting behaviors, costing the global economy $10 trillion annually.
  • •Managerial engagement has declined significantly since 2022, dropping from 27% to 22% between 2024-2025.
  • •Three key external pressures are driving reduced employee commitment in 2026: wage transparency, AI replacement fears, and changing worker demographics with Gen Z and Millennials prioritizing work-life balance.
  • •Employees aged 35-44 show the highest rate of 'silent resignation' at 24%, surpassing the 18-24 age group.
  • •In Thailand, employee engagement has risen to 34% in 2026, exceeding regional and global averages, but 60% of Thai workers remain disengaged.
  • •Gen Z is becoming a key workforce segment in Thailand by 2026, emphasizing quality of life, flexibility, and meaningful work over traditional loyalty.
  • •HR experts recommend addressing Quiet Quitting and Cracking by reforming organizational structures, focusing on skills, flexible work, and creating psychologically safe environments, rather than blaming employees.

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Key Quotes

Gallup
"Global employee engagement dropped to just 20%, the lowest level since 2020."
อัตราความผูกพันของพนักงานต่อองค์กรทั่วโลกลดลงเหลือเพียง 20% ซึ่งเป็นระดับต่ำสุดนับตั้งแต่ปี 2020
Gallup
"64% of global employees are 'disengaged' or exhibit behavior similar to Quiet Quitting."
พนักงานทั่วโลกถึง 64% อยู่ในกลุ่ม "ไม่ผูกพันกับงาน" หรือมีพฤติกรรมใกล้เคียงกับ Quiet Quitting
Gallup
"The global economy loses a total productivity of up to 10 trillion US dollars per year."
เศรษฐกิจโลกสูญเสียผลิตภาพรวมสูงถึง 10 ล้านล้านดอลลาร์สหรัฐต่อปี
Gallup
"Employees supported by managers in using AI have an 8.7 times greater chance of improving work efficiency."
พนักงานที่ได้รับการสนับสนุนจากผู้จัดการในการใช้ AI มีโอกาสเพิ่มประสิทธิภาพการทำงานได้มากกว่าถึง 8.7 เท่า
Gen Z Employees
"Younger generations prioritize quality of life, flexibility, and work-life balance over traditional organizational loyalty."
คนรุ่นใหม่ให้ความสำคัญกับคุณภาพชีวิต ความยืดหยุ่น และความสมดุลระหว่างงานกับชีวิตมากกว่าความจงรักภักดีต่อองค์กรแบบเดิม
Human Resources Experts
"Solving Quiet Quitting and Quiet Cracking shouldn't start by blaming employees for lack of dedication, but by reviewing organizational work structures."
การแก้ปัญหา Quiet Quitting และ Quiet Cracking ไม่ควรเริ่มจากการโทษพนักงานว่าไม่มีความทุ่มเท แต่ต้องย้อนกลับมาทบทวนโครงสร้างการทำงานขององค์กร

Key Entities

Organization

Gallupℹ️
A research organization that published a report on global workplace engagement and employee attitudes.
Generation Z(Gen Z)ℹ️
A demographic cohort of younger workers entering and influencing the labor market.
Millennialsℹ️
A demographic cohort of younger workers influencing the labor market with their prioritizations.
Adecco Thailand
A staffing and HR solutions company that conducted a salary guide survey in Thailand.
Jobsdb by SEEK
A job recruitment platform that conducted a survey on job satisfaction in the Asia-Pacific region.
Faculty of Economics, Thammasat University(คณะเศรษฐศาสตร์ มหาวิทยาลัยธรรมศาสตร์)
An academic institution that conducted research on the behavior of Thai workers aged 18-35 post-COVID-19.