Dear employer, are you participating in ‘Quiet Dismissing’?

September 26, 2022


Invitation Resilience Scan for burnout prevention

Invitation Resilience Scanfor burnout prevention Would you like to invite your employees to the Resilience Scan quickly? Use then the below template.Note: Do not forget...

Doing the bare minimum at work: it’s a trend. To employers it is a sign that they should examine their policies critically, prof. Ans De Vos of Antwerp Management School thinks.. Below you will find her open letter to employers, which has been published as an opinion piece in De Standaard.


If there’s one thing that catches my eye when it comes to the attention given to ‘quiet quitting’, it is that nobody is unaffected. This much attention for a term that went viral through TikTok is remarkable, but – as confirmed by all explanations and testimonials – the term itself remains vague. Especially not whether it is something you do as employee due to dissatisfaction, ‘I am not valued anyway, especially for everything I do aside from my job description’ or from a positive angle: focus on the essentials of what matters within your job.

Interesting, I think by myself, that it generates little response from employers. Quiet quitting? Does it keep employers awake? ‘If we could find enough people in the first place… and combat the actual turnover… attention for quiet quitting, we cannot take that on right now…’ because of, well, you know, the labour market ‘that is on fire’, with a ‘war for talent’ as a consequence.

‘Quiet quitting is in essence about the ‘contract in our mind’, where employees distance themselves psychologically from their work; they balance their own commitment with what they get in return.

Dear employer, I think there are many very good reasons to examine not necessarily the term but the phenomenon it refers to. How is the engagement within your organisation? How do people relate to their work, on the spectrum from ‘complete indifference’ to ‘healthy engagement’ to ‘overcommitment’? Or: from bore-out to burnout? Do you have any idea? And what does this mean, for the people and for your organisation? And where does that come from, if you do not really know? No time for dialogue? The elephant in the room?

It would interest me greatly to know how many workplaces actually discuss the debate in the media in the break room – or at the weekly Teams team meeting. Or do employees, managers and HR managers skillfully avoid the elephant at work too?


‘Quiet quitting is in essence about the ‘contract in our mind’, where employees distance themselves psychologically from their work; they balance their own commitment with what they get in return. And they have good reasons for that. If the contract of employment discusses pay in proportion to work, then it makes sense that the work needs to be balanced with the pay. But the psychological contract is much broader, it entails anything that makes working meaningful, not simply the euros in exchange for working hours. It is about appreciation, being seen, chances to learn, social connection… Just like working is more than doing your hours, as it is also about helping your colleagues, solution-oriented thinking, flexibility, … How is the balance in your organisation? How much more do you expect from your employees than simply doing their hours? And what is there in return, other than wages? Or did you as employer, maybe without wanting to – difficult job market and all that – evolve to ‘focus on the core business’, which is basically ensuring that the wages are paid. And are you in that sense a ‘quiet dismisser’?

Dear employer and employee – you are in an employment relationship together: maybe it is time to discuss what that actually involves? So work, as an important part of our life, and not as instrument or goal, becomes something you can discuss at work itself again.

This open letter was the basis for an opinion piece published in De Standaard.


Do you have any questions?
Need a custom quote?

maartje vanewijk

Annelies Theunissen
People Sustainability Expert

Also interesting

January 16, 2024

Employers are experiencing increased absenteeism due to mental health issues among employees. Research indicates the key role of managers in prevention and dealing with these...

May 27, 2023

Burnout, what is that exactly? And how do you know whether you or someone in your team is in the risk zone? By quickly recognising...

April 26, 2023

Only a third of managers have a style that helps prevent burnout Research by Securex and KU Leuven shows that leadership style determines up to...

New Trend Report 2024 ‘Wellbeing & Sustainability’

The social weight of ESG in sustainable business

Read more about the latest trends now

Book your online appointment

With the workability cheque you can receive support to identify problems with workable work within your organisation as a one-man-business, SME, large company or social profit organisation with at least 1 employee on the payroll. The intention is to improve labour conditions sustainably. Through the cheques, Flanders finances up to 60% of your project, with a ceiling of €9,000.

The last day to submit your applications is July 31, 2024.
The deadline for performing services is August 31, 2024. Want to know more about the feasibility check?