Are Gen Z Workers "Quiet Quitters"?
06/03/2025
Distinguishing Quiet Quitting from "Resenteeism"
Today's blog is the beginning of a series of blogs that will discuss Gen Z workers and whether they are any different from millennials and their predecessors--Gen X and Baby Boomers. I look at the concept of “quiet quitting” today and how it affects workplace behavior. But first, let's look at different characteristic traits of behavior of Gen Z and millennials.
Gen Z is the generation born between 1997 and 2012. According to a CNBC|SurveyMonkey Workforce Survey, when it comes to workplace engagement, Gen Z (like millennials) have been criticized for their workplace habits. Gen Z are accused of being "too casual in professional settings" and have been declared "the most challenging generation to work with." Millennials have been scrutinized for years, being called everything from the "job hopping generation" for quitting jobs frequently to "the tethered generation" for an over-reliance on their parents.
Characteristics of Quiet Quitters
I have previously blogged about the concept of “quiet quitting.” It does not mean that employees outright quit their job. While employees do not stop performing their duties, they quit the idea of going above and beyond. They no longer subscribe to the hustle culture mentality that work must be first in our lives. Millennial and Generation Z workers are at the forefront of the movement. Baby Boomers and Generation X workers are older and less likely to leave their jobs. Gen Z is driving the trend with a higher percentage leaving jobs without another to go to.
According to a study by Gallup, quiet quitters make up at least 50% of the U.S. workforce. Many quiet quitters fit its definition of being “not engaged” at work -- people who do the minimum required and are psychologically detached from their job. Gallup found a decline in engagement and employee satisfaction among remote Gen Z and younger millennials – those below age 35.
According to research by LLC, when quiet quitters decide to do the bare minimum in their roles, they’re often pushing some of their responsibilities off on others, whether they realize it or not. Naturally, that isn’t going to go over well with some of the quiet quitter’s colleagues. In the LLC report, 62% of employees surveyed said they are annoyed by the trend of quiet quitting, with 57% stating that they had to take on extra work because a colleague had quietly quit.
Signs of Quiet Quitting
The following signs of quiet quitting illustrate why this trend could be dangerous for employers. Taken to an extreme, it could bring into question one's work/life balance, and wellness and negatively affect the workplace culture.
- Disengagement on a chronic basis.
- Performance only to the minimum set of performance standards.
- Isolation from other members of the team.
- Withdrawal from any non-necessary conversations, activities or tasks.
- Attendance at meetings but not speaking up or taking action.
What is "Resenteeism"
Resenteeism is a combination of “resentment” and “absenteeism.” It’s a growing trend where employees continue working in roles they find dissatisfying because they either can’t find a better-suited job or think they won’t be able to. It’s an evolved version of quiet quitting in the age of mass layoffs; not only are employees disengaged, but they are resentful about it. Quiet quitting was about working on autopilot to reduce stress. Resenteeism is about feeling trapped in your role.
The idea that you have employees in your business phoning it in (resentfully!) falls high on the list of things that keep leaders worry about. At the core of both quiet quitting and resenteeism are common themes: burnout, feeling undervalued, and feeling unfulfilled.
According to the CNBC Survey, Gen Z workers are the least enthusiastic about their roles at work. Business leaders need to understand the rise of resenteeism, a trend that first gained momentum on TikTok.
The differences in workplace enthusiasm across generations are stunning. According to the CNBC survey, a staggering 47% of Gen Z respondents to the survey say they are coasting by at work, with only 40% saying they are thriving. This is the opposite of all older generations in which a higher proportion claim they are thriving in their roles. The younger generation is also most likely to say they are just working for a paycheck (42%), while older generations are more likely to say they are “fired up” about their jobs.
In addition to feeling the least engaged in work, Gen Z also finds their responsibilities uninspiring. In the survey, Gen Z workers report having the least meaningful work (14%) and least autonomy at work (21%) compared to other generations, who are more fulfilled and have more autonomy. It’s important to recognize that Gen Z workers are often the youngest and least experienced employees and are given entry-level work that may feel less fulfilling than managerial or executive responsibilities.
Dissatisfaction with entry-level work has been a theme for many years, according to CNBC. In their inaugural Workforce Survey seven years ago, workers 18-24 and 25-34 both reported having the least amount of control over their work tasks. All older age groups reported having more control, presumably because as workers get older they are promoted into roles with more responsibilities.
Workplace Ambition
The survey reports an important finding with regards to workplace ambition. Gen Z, the least engaged generation, exhibits some positive signs. Gen Z workers are ambitious, with the overwhelming majority (92%) saying they value engaging work. This finding reflects what I have observed about Gen Z workers, that is, they want more responsibilities; leadership positions; training; and challenges in the workplace.
In the survey, Gen Z workers reported several reasonable ways to find workplace motivation — and it’s not just higher pay (although it is a compelling factor for all generations). They also report wanting more autonomy (24%) and more connection with colleagues (25%) at a higher rate than millennials or Gen X.
Building Enthusiasm
How can employers prevent resenteeism from becoming a widespread phenomenon? Writing for CNBC, Eric Johnson suggests that they should build on the enthusiasm of Gen Z by first, "offering employees more meaningful opportunities to connect with coworkers." This is especially important in our new hybrid world. "It’s no surprise that the generation that entered the workforce during the pandemic hybrid work era would desire more opportunities to know their colleagues beyond a computer screen."
It is up to leaders to mold workplace experiences in a way that is appealing to Gen Z, without taking away what works with respect to work product of millennials and earlier work groups. Leaders should do what is necessary to give employees more ownership over their work. As the CNBC survey suggests, "by creating an environment where everyone can feel like a decision-maker, employees will feel more invested in their work." By dealing with these issues early, "business leaders can develop a workforce that is happier and more productive, boosting the bottom line while increasing retention."
Conclusions
There is no doubt that the work habits and expectations of Gen Z in the workplace are different from previous generations. This is not surprising. Each generation brings something different to the table. The key is to know what these are and how to use characteristic traits of behavior, such as the ones I address in this blog, to build a more engaging workplace, one that provides opportunities and creates a pathway to success.
To fend off conscious quitting, employers should create a culture that encourages employees to stay with the organization—such as loyalty, responsibility by top management, respect by management for employees, valuing others’ contributions in the workplace. and even work benefits.
Whether we’re looking at quiet quitting, Gen Z (and millennial) employees are looking to join an organization whose purpose is greater than themselves. I will address this issue in the next blog.
Posted by Dr. Steven Mintz, aka Ethics Sage, on June 3, 2025. You can learn more about Steve’s activities by checking out his website at: https://www.stevenmintzethics.com/ and signing up for his newsletter.