When Disengagement Isn’t Just Disinterest
How Workplace Behaviour Issues Fuel Quiet Quitting
What’s Really Behind Quiet Quitting?
Quiet quitting doesn’t usually happen because people are lazy or entitled. It happens when people stop feeling safe, valued or heard. Especially when they’ve witnessed, or been on the receiving end of toxic behaviour that isn’t dealt with.
Let’s take a look at some of the most common causes.
Unchecked Behavioural Issues
When harmful behaviours like bullying, exclusion, microaggressions or gaslighting are allowed to persist, they erode psychological safety. People begin to pull back, not because they don’t care, but because they’re protecting themselves. Over time, this breeds low trust, anxiety, and a "why bother?" attitude.
Poor Management Response
Even well-meaning managers can fumble when dealing with interpersonal issues. Maybe they lack the confidence to intervene, aren’t trained in how to handle disclosures safely, or downplay the seriousness of staff concerns. When this happens, people learn it’s safer to stay silent and step back.
Trauma, Burnout, and Emotional Fatigue
If employees are exposed to conflict, aggression, or ongoing stress, even indirectly, it can soon take a toll. In some cases, quiet quitting is a way to stay in the job without risking further harm to mental health. But it’s not sustainable. Eventually, people leave, or worse, stay and disengage completely.
Damage to The Wider Team
Toxic behaviour doesn’t just hurt individuals, it damages how teams function. Trust breaks down, communication falters, collaboration stops, and resentment grows. Even high-performing employees start thinking, “This just isn’t worth it anymore.”
So, What Can HR Leaders Do?
The good news?
Behavioural issues can be addressed. And with the right approach, teams can re-engage, trust can be rebuilt, and quiet quitting can be replaced with genuine connection and valuable contribution.
Here’s a good place to start.
Define What’s OK and What’s Not
Clarity is everything. Make sure you have up-to-date workplace behaviour policies that clearly outline expected conduct and consequences for breaches, including bullying, harassment, and covert behaviours like manipulation or passive aggression. These policies shouldn’t live in a drawer either, they should be part of onboarding, training, and daily conversations.
Strengthen Reporting and Response Pathways
People need to know that if something happens, they’ll be heard, and that action will be taken.
Make sure there are clear, confidential, and accessible ways to report behaviour concerns. Train your leaders in how to respond with empathy and care. Communicate what’s being done (as much as privacy allows) so people can see the follow-through.
Invest in Prevention and Early Intervention
Quiet quitting doesn’t start overnight. The signs are usually there. Teach managers to spot early warning signs like withdrawal, absenteeism, or sudden performance dips. Create space for regular check-ins and conversations. Not just about output, but about wellbeing and relationships at work.
Support Managers With the Right Tools
Managing behaviour is challenging, especially when it’s complex or sensitive. Give your leaders practical frameworks, scripts, and escalation pathways. The People Practice’s Train-the-Trainer programme is one example - helping internal HR and leadership teams respond to tricky behaviour cases in a safe, trauma-aware, and consistent way.
Offer Confidential Support for Staff
Sometimes, people need a sounding board. A safe space. Employee Assistance Programmes (EAPs), trauma-informed counselling, or specialist behavioural support (like one-on-one coaching for complex cases) can be game changers. If someone is being affected by workplace conflict, support can prevent disengagement from becoming a resignation.
Rebuild Trust Through Action
If behaviour issues have gone unaddressed in the past, your team may feel disillusioned.
Rebuilding trust takes time, but it’s possible. Own what hasn’t worked. Share what’s changing. Make accountability visible. And celebrate progress, no matter how small.
The ROI of Getting It Right
Addressing workplace behaviour doesn’t just make your organisation feel better, it performs better - emotionally and financially.
✔ Lower turnover
✔ Fewer personal grievances
✔ Improved team engagement
✔ Stronger leadership capability
✔ Safer, healthier workplaces
At The People Practice, we help organisations connect the dots between behaviour, wellbeing, and performance, and create environments where people can bring their best, not just their bare minimum.
Final Thought: Behaviour is Culture in Action
Quiet quitting is often framed as a problem with employees, but it’s really a warning light. A signal that something in the system needs attention.
HR leaders, have the opportunity to respond with empathy, empowerment, and a commitment to doing better. Because when people feel safe, supported, and seen, they show up. Fully.
Let’s talk.
Ready to tackle quiet quitting from the inside out?
Book a free discovery session: Call me on 027 380 2701 or email mark@thepeoplepractice.co.nz
About The People Practice
We’re not a generic consultancy. We’re behaviour specialists. Our team brings more than 30 years of frontline experience in behaviour change, trauma-informed care, and complex workplace conflict. We work with HR leaders, People & Culture teams, and senior executives to build safer, more engaged workplaces, one relationship at a time.