You’ve probably heard of “quiet quitting”, but have you come across ghost quitting? It’s the latest workplace trend where employees suddenly disappear from their roles without notice or explanation.
Curious why it’s happening or how to deal with it? Let’s break it down.
So What Is Ghost Quitting?
Ghost quitting or coasting is when an employee shows up to work, does the bare minimum, but is mentally checked out. It’s the idea of doing only what your job requires, nothing more, nothing less and slowly disappearing.
Imagine a reliable, dedicated, employee suddenly stops showing up to work entirely, without resigning or giving any notice, or a team player who still clocks in every day but has emotionally and mentally checked out.
It might sound extreme, but ghost quitting is becoming more common than you think, especially among younger workers who feel stuck, burnt out, or hopeless about the future.
And while some might see it as irresponsible or rebellious, it’s often a sign of something deeper: a quiet response to a work culture that no longer feels worth the effort.
In this article, we’ll explore what is ghost quitting, and what we can do to make things better.
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2 Types Of Ghost Quitting
Not all ghost quitters leave their jobs the same way, but they usually fall into one of two categories:
1. The physical ghost
This person literally disappears from work, no resignation letter, no notice period, just gone. Colleagues are left wondering what happened. Managers scramble to fill the gap. Sometimes, they may get a vague message days later… but often, they don’t hear a word.
2. The mental ghost
This type still shows up, but only physically. They no longer care. They stop contributing ideas, avoid meetings, and keep interactions to a minimum. They do the bare minimum, submit lackluster work, and quietly count down the hours until 5 p.m.
Signs Someone Might Be Ghost Quitting
Some of these behaviors might sound familiar, maybe you’ve even caught yourself doing them:
- Doing just enough work to not get fired
- Submitting work that’s “good enough,” but not great
- Taking long lunch breaks and leaving early
- Avoiding team projects or new responsibilities
- Seeming detached in Zoom calls, messenger, or team meetings
But Why Are So Many People Ghost Quitting?
Most employers assume that ghost quitting is just a lazy or selfish move, but the truth is more complicated.
A lot of people aren’t giving up on work entirely. They’re just tired of being let down by a system that hasn’t delivered what it promised. Take a look at some of the reasons why people quit without notice or are mentally checked out:
1. Fear of Quitting in a Tough Economy
Many employees, especially young ones, want to quit, but they’re scared. Between high inflation, layoffs, and rising interest rates, walking away from a job feels risky. So they stay in a job that pays, but are mentally checked out, holding on until something better comes along.
2. Hopelessness About the Future
Buying a house? Out of reach. Saving for the future? Nearly impossible. With job instability, high living costs, and a sense that they may never “catch up” to previous generations, many young workers feel stuck. Ghost quitting becomes a way to cope, without having to make a big, risky leap.
3. Burnout and Lack of Recognition
Some ghost quitters used to be engaged and motivated, until they were overworked, undervalued, or ignored. When effort goes unrecognized and burnout kicks in, ghost quitting can feel like a quiet act of self-preservation.
4. Debt and Disappointment
And lastly, a lot of Millennials and Gen-Z workers invested in higher education, believing it would lead to good jobs and financial security. But now, they’re left with massive student loans, low-paying jobs, and few growth opportunities.
How Can We Fix This?
Ghost quitting is a symptom of a bigger problem. To reduce it, we need to rethink how we treat work, and the people doing it.
For Employers:
1. Start Honest Conversations
People open up when they feel safe, not judged. So, don’t wait for performance issues to ask how your team’s doing. Check in regularly and mean it.
2. Notice the Small Things
You don’t need big bonuses or awards. Sometimes, a simple recognition of saying “great job” is enough to keep someone going.
3. Show a Way Forward
If people don’t see a future at your company, why will they make the effort? They’ll mentally check out.
So, talk to them about growth, even if it’s small steps and help them build something, not just survive the day-to-day, but build a future.
4. Be Flexible Where It Counts
Flexibility builds loyalty, and people have a life outside the office. In Microsoft Japan productivity rose by just under 40% during their four-day workweek.
So if you trust your employees, and give them the freedom to manage their time or work remotely when needed, you’ll notice big changes.
For Employees:
1. Check In With Yourself
If you’re feeling disengaged, try to understand why. Is it burnout? Lack of purpose? Talk to someone you trust, or a manager, if possible.
2. Communicate Before Disappearing
If you’re planning to leave, try to do it with transparency. It helps preserve your reputation and relationships.
3. Set Clear Boundaries
Setting clear boundaries is a smarter move than silently checking out or ghost quitting. If you’re overworked, speak up or try to delegate or reprioritize tasks.
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Ghost quitting isn’t about laziness…
People are silently signaling that something isn’t working. Quitting without notice or emotionally checking out, it reflects a deeper sense of frustration, fear, and disappointment with today’s work culture.
Understanding why people might ghost quit can help find better answers. Most people don’t want to vanish from their jobs, they just want to feel like their time, and their well-being actually matter.
Share your thoughts about this workplace trend in the comments below!
