Quiet Quitting & The Power of Kindness
Have you heard of The QQ Epidemic?
People are quietly quitting and it’s rocking the corporate world costing companies thousands of dollars, low morale, and higher turnover.
In 2026, Gallup found these three factors contributing to this dynamic:
People do not feel their work is recognized.
People do not feel they have any real connections at work.
People do not feel anyone in leadership genuinely cares about them.
Just yesterday, a gentleman leading a company said to me, “That’s what their paycheck is for.”
If you are in the illusion that the paychecks are creating a culture in which people feel acknowledged, like they belong, and that you truly care for them, you are mistaken.
If you think the paycheck is going to inspire your team to do their best
work for you, you are missing something BIG time.
People can “get a paycheck” anywhere. Most are looking for a sense of
meaning and belonging in their workplaces. We spend so much time at work, and it is human nature to want authentic connection and common purpose with others. We want to know we matter.
If your team does not have this experience on any level, they will either resign outright and go give their gifts, talents, and time to another company or they will quietly quit, which means they will show up, keep their chair warm, but not really try, innovate, or participate beyond what is the bare minimum requirements to get the job done. (And thus, get the paycheck.)
You do not need to take drastic, expensive, time-consuming measures to begin to turn this around. Here are some powerful ways to easily address each of the factors mentioned:
Notice people. Say hello. Be friendly. Know them well enough to be able to congratulate them on their son’s graduation last weekend, for example. After all, they are people with whole lives outside of what role they play on your turf.
Acknowledge small wins ~ daily, weekly, often ~ not just when you’ve won the big campaign or reached the annual goal. For example: “Thank you, Joan, for your creative ideas for the next meeting with the Board. I really appreciate the thought you put into this and I look forward to seeing your plans to implement them.”
Create opportunities for team building. An accounting firm I worked with started to bring in lunch every Friday so employees could fellowship together over a meal once a week. My mother used to work for a company who arranged monthly “Fun Days” where everyone got together for a recreational activity instead of having a normal work day.
Surprise and delight your teams to show you care. Recently, someone who works in a company whose air conditioning is a bit outdated due to the old buildings they work in, told me about a summer afternoon everyone was told to put away their work and meet in the courtyard. She, along with others, were a bit concerned what might be happening.
To all of their great delight, the CEO had hired a company to bring in their lemonade trucks. Everyone could order whatever kind of fresh glass of lemonade they preferred, and they were told to enjoy this break together and not return to their offices for the rest of the day.
Do you think they felt leadership cared about them and they mattered?
You bet they did. That kind of act is worth far more than a paycheck once every two weeks.
I know. We all need the money. Of course. But, along with that, we need
kindness, connection, to belong, and for our efforts to matter.
A good starting point could be asking your employees this question:
“How can we make this environment a place
where you can do your best work?”
People who quietly quit are showing you they need more. Being kind is not too soft, too fluffy or unrealistic for any reason. It’s a powerful business approach that creates cultures where everyone can thrive.
Don’t let that get lost in your organization.
If you want to listen to more about Quiet Quitting and how to create a better workplace culture, listen to this week’s epidode below.
If you’d like support in creating a people-first culture, DM me on LinkedIn or email me at cindy@cindysmarsh.com.
