Quiet Quitting
Summary
A growing number of employees in Singapore are “quiet quitting”, with a Randstad survey showing that 35 per cent of workers have disengaged from their jobs by doing only what is required. This figure is slightly higher than the global average. Quiet quitting often stems from dissatisfaction with low salaries, rising living costs, and poor work-life balance. Many workers feel undervalued when they discover pay disparities with colleagues doing similar work, leading them to reduce effort and emotional investment. For instance, a teacher who realised she was paid less than degree-holding peers stopped going the extra mile in lesson planning, while an engineer with years of experience became disengaged after learning expatriate colleagues earned significantly more.
Application
The rise of quiet quitting reflects a profound shift in work attitudes from those of earlier generations, who often embraced a culture of tireless labour and unquestioned loyalty to their employers. For our forebears, long hours and personal sacrifice were seen as necessary virtues, and success was measured by endurance and diligence rather than personal fulfilment. Today, however, many employees adopt a more progressive outlook that prioritises mental health, work-life balance, and equitable treatment. Rather than viewing work as the sole centre of identity, individuals increasingly regard it as one aspect of a well-rounded life, and are less willing to expend effort when they feel undervalued or overworked. This change does not signal a decline in commitment, but rather a recalibration of priorities towards sustainable productivity and personal well-being. Consequently, companies that wish to retain talent and enhance performance must recognise these evolving expectations by listening attentively to their employees, ensuring fair compensation, and fostering supportive environments that place genuine value on staff welfare.