How to Stop Quiet Quitting and Boost Engagement in Remote Teams

Nearly 50% of U.S. employees are “quiet quitters,” according to Gallup. At the same time, 30% of remote workers feel disconnected from their teams. This creates a serious productivity problem.

In an office, it’s easy to notice when someone has mentally checked out; they stop engaging in meetings, avoid collaboration, and contribute the bare minimum. But in a remote setting? Someone can be physically present in a Zoom call but mentally miles away, replying to emails just enough to stay under the radar.

And let’s be real: We’ve all done it at some point, nodding along in a Zoom meeting while scrolling through our phones.

And this isn’t just bad for companies financially (though disengagement costs businesses up to $550 billion a year).

I’ve been on teams where disengagement spreads like wildfire. When people see that hard work isn’t recognised, they stop trying. It’s like, “Why bother?” And then it becomes this endless loop: low motivation leads to lower morale, which leads to even less effort. And once that mindset sets in, it’s hard to break out of.

This article will explore:

• How quiet quitting happens remotely
• The warning signs managers often miss
• Strategies to reconnect and re-engage teams before productivity suffers

Understanding Quiet Quitting in Remote Work

In an office, energy spreads. When people are excited, the whole team feels it. When they lose motivation, others notice too. But in remote work, it’s harder to see. Without daily chats or quick check-ins, some employees slowly disconnect, causing quiet quitting. Not because they’re lazy, but because they feel tired, unappreciated, or stuck in a routine.

When Motivation Fades

This doesn’t happen overnight. A once-excited employee slowly stops trying. They finish tasks but do nothing extra. They speak less in meetings. Their ideas fade. They still show up, but their passion is gone.

The problem? No one notices right away. In an office, it’s easy to see when someone stops caring. But when working from home, signs of disengagement are hidden. By the time managers catch on, the damage is already done.

Remote work isn’t the problem. Feeling disconnected is. And if leaders don’t act fast, even strong teams can turn into people just going through the motions.

A 2023 Gallup poll found that 60% of employees worldwide feel disengaged. Remote workers report even higher levels of detachment than those in offices. This suggests that working from home can increase feelings of disconnection, making quiet quitting more common in remote and hybrid jobs.

Why Remote Work Has Increased Quiet Quitting

Remote work gives people more freedom, but it also has downsides. Many workers feel disconnected, unappreciated, and stuck in their careers. These challenges make it easier for them to check out mentally without actually quitting.

Some of the key factors contributing to quiet quitting in remote settings include:

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1. Lack of Visibility and Recognition

In an office, it’s easy to get a quick “good job” from a boss or a shoutout in a meeting. These little moments boost morale. But with remote work, feedback mostly happens in emails or scheduled calls. This makes it harder to feel seen.

Research from Achievers Workforce Institute found that 64% of employees feel unappreciated. This lack of recognition is a major cause of disengagement. As their report states, “Recognition is a fundamental human need in the workplace, and when it’s missing, engagement and motivation suffer.”  When people don’t feel valued, they stop caring as much.

2. Communication Gaps and Isolation

Working from home removes small office chats. No more quick talks by the coffee machine or brainstorming at a coworker’s desk. Every conversation now needs a Zoom call or a Slack message. And let’s be honest: those “virtual happy hours” don’t help.

A Buffer study found that 20% struggle with loneliness, while 52% feel less connected than they did in the office. Without casual water cooler conversations or spontaneous brainstorming sessions, employees may start feeling like they are working in isolation rather than as part of a team.

3. Blurred Work-Life Boundaries

Remote work was supposed to make life easier, but for many, it’s the opposite. The line between work and personal time is blurry. People find it hard to log off.

A survey by The Conference Board found that 41% of remote workers have felt more burned out since the pandemic. Another study found that 67% feel pressured to always be online. This pressure leads to stress and exhaustion. When people feel like they can’t take a break, they get tired faster. Over time, many stop caring as much about their work. They do the bare minimum to protect their mental health.

I’ve struggled with this too, answering emails at odd hours and feeling guilty about stepping away. There was a time when I would log off “officially” but keep checking email notifications on my phone. That’s not healthy. Work-life balance isn’t just a nice idea. It’s necessary.

4. Unclear Career Progression

If employees don’t see a future at their company, why should they go above and beyond? A Harvard Business Review study found that 43% of remote workers feel they have fewer career advancement opportunities compared to their in-office peers. If there’s no clear path forward, why go the extra mile? Without growth opportunities, many employees lose motivation and quietly disengage.

TikTok’s Employee Burnout and Disengagement

A well-known example of remote work burnout is TikTok’s employee struggles in early 2025. Workers faced intense stress due to strict performance reviews and uncertainty about the company’s future. Geopolitical tensions added to the pressure, creating a difficult work environment.

Many employees felt overwhelmed and struggled with feelings of failure. Some took mental health leave to cope with burnout. This situation highlights how high-pressure workplaces and a lack of support can drive disengagement. Even major global companies are not immune to these challenges.

How Managers Can Detect Quiet Quitting in Remote Teams

Quiet quitting is often hard to spot, especially in remote work. Employees may seem engaged while mentally checking out. In an office, body language and interactions offer clues. But in remote settings, managers must be more intentional about spotting disengagement.

1. Declining Participation in Meetings and Discussions

If someone who used to share ideas is now silent, keeps their camera off, or barely contributes, that’s a sign.

A 2023 Microsoft study found that 48% of employees feel less comfortable speaking up in virtual meetings than in person. A drop in participation can be an early warning sign of disengagement.

What Managers Can Do:

• Make Meetings Easier to Join: Use pre-meeting polls or anonymous idea boards so quiet employees can share their thoughts before the meeting.

• Try the “Silent Start” Method: Give everyone 2–3 minutes to write ideas before speaking. This helps shy team members feel more confident.

• Check In Privately – If someone hasn’t spoken in three meetings, ask: “I noticed you’ve been quiet. How can I help you feel more comfortable speaking up?”

2. Reduced Initiative and Productivity

If someone who used to take on extra projects now only does the bare minimum, they might be disengaging. While occasional dips in engagement are normal, a consistent lack of initiative is a major red flag.

In 2023, Meta saw a drop in productivity after shifting to a flexible remote work model. Managers noticed that some high-performing office workers struggled with motivation at home. To address this, Meta introduced structured performance reviews and goal-setting to re-engage employees.

What Managers Can Do:

• Track performance trends over time rather than focusing on short-term dips.
• Try “Stretch Fridays” – Let employees use 20% of Friday to work on something they enjoy, like improving a process or learning a new skill.
• Let Employees Choose Tasks: Instead of assigning work, ask, “If you could work on any project right now, what would it be?”  This makes work feel more personal.

3. Increased Missed Deadlines or Declining Work Quality

Occasional delays are normal, but frequent missed deadlines or lower work quality can signal disengagement. In remote work, employees have less direct supervision. This can make it easier for them to withdraw from responsibilities without being noticed.

What Managers Can Do:

• Hold Open “Office Hours”: Instead of constant check-ins, set up weekly drop-in hours where employees can ask for help.

• Make Tracking Fun: Use a team leaderboard with small prizes (like “Most Creative Fix of the Week”) to keep people engaged.

• Create a culture of open feedback so employees feel comfortable discussing workload challenges before disengaging.

4. Increased Absenteeism or “Digital Ghosting”

A disengaged employee may start missing meetings without explanation, respond to messages more slowly, or appear online less frequently. These subtle signs indicate a growing disconnect from the team.

Following mass layoffs at Twitter in late 2022, many remaining employees reported feeling uncertain about their roles. Some began “quiet quitting,” showing reduced engagement while maintaining a basic presence online. Productivity levels dropped, leading to further workforce instability.

What Managers Can Do:

• Monitor attendance trends in virtual meetings and response times on team communication platforms.
• Use the “Two-Ping Rule”: If someone doesn’t reply after two messages, switch to a video call for a real conversation.
• Give “Reset Days”:  If many people seem tired, offer a company-wide break day to refresh everyone before burnout sets in.

5. Negative Shift in Attitude or Team Interaction

If an employee becomes noticeably less enthusiastic, more cynical, or less cooperative in team settings, this can be an indicator of quiet quitting. Negative changes in tone or reduced interaction with colleagues can signal frustration or disengagement.

What Managers Can Do:

• Schedule one-on-one meetings to provide employees with a safe space to discuss their concerns.
• Let Employees Give Feedback Too: Instead of just rating performance, ask: “How supported do you feel from 1–10? What would improve that?”

• Recognise and reward contributions to boost morale and reinforce a culture of appreciation.

The next section will focus on actionable strategies for re-engaging remote employees and preventing quiet quitting from becoming a long-term issue.

How to Re-Engage Remote Employees and Prevent Quiet Quitting

Stopping quiet quitting means acting early and using different methods. By learning from experts and real companies, businesses can bring back energy to their remote teams.

1. Prioritise Open and Transparent Communication

Workers who feel ignored often lose interest in their jobs. To fix this, companies need good ways to talk with employees. Regular one-on-one meetings and anonymous surveys help workers share their thoughts.

Shopify does this well. They have a “Digital by Default” setup. Employees pick their best way to communicate. Instead of long Zoom meetings, they use video updates that workers can watch anytime. CEO Tobi Lütke says this gives people more control, lowers stress, and keeps them engaged.

Jason Lin, Chief Growth Officer at Nutrabolt, says companies do better when workers have a say. When leaders and employees talk openly, trust grows. That trust helps people stay interested in their work.

2. Recognise and Reward Contributions

Saying “thank you” can make a big difference. A simple shout-out in a meeting or an email like “Great job on that project!” helps people feel valued.

Canva takes this a step further. They give workers “Vibe Credits” to thank each other. Employees can use these credits for rewards like extra time off or charity donations. Co-founder Melanie Perkins says making appreciation part of daily work keeps people excited.

Some companies don’t do this well. General Motors and Boeing have cut back on DEI programs. Many workers feel left out now. When employees don’t feel valued, they lose motivation.

3. Promote Work-Life Balance

Burnout is a big reason people stop caring about work. It happens a lot with remote jobs because work and home life mix together. Without clear rules, employees feel stuck working all the time.

I learned this the hard way. If you don’t set limits, work will take over your life. Workers should be able to log off after hours without pressure. If you email someone late at night, don’t expect an answer. Overworking leads to stress and low motivation.

Companies can help by giving flexible schedules and respecting personal time. In tech, some workers are paid but do very little. This happens when they feel overworked and stop trying.

Bolt, a fintech company, made a bold move. They started a four-day workweek without cutting pay. CEO Ryan Breslow says it led to happier workers and better results. More rest made employees more productive.

4. Strengthen Team Connections and Company Culture

Employees are less likely to disengage when they feel they belong. Virtual team-building, group projects, and casual social interactions help remote workers stay connected.

Netflix does this well with its “Freedom and Responsibility” culture. Employees make their own choices without bosses watching their every move. They even get unlimited vacation days. The company trusts them to manage their time. This respect makes employees more motivated.

Studies show that companies with strong teams have fewer workers quitting. A good workplace makes people want to stay.

How to Prevent Quiet Quitting Before It Starts

It’s important to re-engage workers. But it’s even better to stop them from quitting in the first place. These strategies help keep employees happy and focused.

1. Establish Clear Expectations and Goals

Not knowing what to do can make workers lose interest. Companies should set clear goals and give regular feedback. When employees understand how their work helps the company, they stay motivated.

2. Build an Inclusive and Supportive Work Environment

Feeling left out makes people less engaged. But some companies are cutting back on diversity and inclusion programs. This can hurt team morale.

Leadership expert Simon Sinek says, “A leader’s job is to create a space where great ideas happen.” When companies welcome different ideas, employees feel important and involved.

3. Monitor Workloads to Prevent Burnout

Too much work makes employees want to quit. Heavy workloads drain energy and lower motivation.

Companies should check workloads and help when needed. Encouraging time off, setting fair deadlines, and sharing tasks evenly can prevent burnout.

4. Act on Employee Feedback

If a company asks for feedback but never makes changes, workers feel ignored. Employees need to see real action from their suggestions. If they don’t, they lose trust in leadership.

Companies that listen and act on feedback build stronger teams. Bob Kelleher, an expert on employee engagement, says that engagement is a two-way street. Both employees and companies must work together for success.

5. Lead by Example

Good leaders shape workplace culture. When managers show dedication and honesty, employees follow their lead.

Jill Christensen, a workplace expert, says that trust in leaders makes employees feel excited about work—just like they did on their first day. When leaders care about their company’s mission and their team, workers stay motivated and engaged.

The Future of Employee Engagement: What’s Next?

Workplaces are changing, and so are the ways companies keep employees engaged. New technology, remote jobs, and different work expectations are shaping how businesses keep workers motivated and productive.

• AI-Driven Engagement Monitoring

More companies now use AI to check employee engagement. These tools scan emails, chats, and surveys to measure happiness at work.

By spotting problems early, managers can fix issues before they get worse. This helps them support employees before they lose motivation. Instead of reacting to problems, they can prevent them.

• The Rise of the Four-Day Workweek

Many companies are testing a four-day workweek. Studies in the UK and Iceland show that working fewer hours with the same pay makes employees happier and more productive.

Companies using this model report lower burnout, better mental health, and even increased revenue. The results suggest that working smarter, not longer, leads to greater efficiency and happier employees.

• The Shift Toward Continuous Feedback Loops

Many businesses are replacing yearly reviews with regular feedback. Big companies like Adobe and Accenture now give feedback all year instead of waiting for one big review to combat quiet quitting.

This approach builds transparency and encourages growth, helping to reduce frustration—a major cause of quiet quitting. When employees receive regular input, they feel supported and engaged in their work.

Final Thoughts: The Engagement Score Checklist

Instead of just noticing when employees lose interest, companies should act early. Use this checklist to see if your workplace helps employees stay motivated, valued, and committed.

✔ Do employees have chances to grow in their careers?

✔ Do managers regularly thank and appreciate employees?

✔ Is there a culture of open communication and feedback?

✔ Are workloads fair to prevent burnout?

✔ Are flexible work options available?

When employees feel valued and heard, they do their best work. Companies that focus on engagement will have stronger, more motivated teams with less quiet quitting.

So the real question isn’t whether quiet quitting is happening, it’s what are you doing to stop it?