QUIET QUITTING:

Recognize the Signs and Re-engage the Souls!

Over the past couple years, the buzzword “quiet quitting” gained traction throughout the workforce and something I’ve been thinking about lately. It describes a subtle disengagement where people do just enough to get by while emotionally checking out. Though this term originated in corporate settings, it mirrors challenges we are facing here in our Church: teams and congregations who are physically present but spiritually distant. This isn’t just a workplace issue; it’s a human one that doesn’t stop at the Church doors. I’d like to explore with you what quiet quitting looks like, its underlying causes, and how we can help to reignite passion and purpose within our people.

WHAT IS QUIET QUITTING, AND WHY SHOULD WE CARE?

Quiet quitting isn’t about people walking out the door – we have enough of that already! It’s about the ones who remain and are losing their sense of purpose and passion for their ministry or the Church overall. According to a 2023 Gallup report, close to 60% of workers globally are disengaged. We need to understand, this is more than just a workplace issue – it’s a human issue, and so it also affects the very heart of our Church! When our people are disengaged, it leads to stagnation of efforts, lack of innovation, and a decline of the overall vitality of a community.

WHY DO PEOPLE QUIETLY QUIT?

1. Misalignment with Mission and Purpose: One of the primary drivers of quiet quitting is a disconnect between an individual’s sense of purpose and the mission of the organization. In a Church context, this can occur when people no longer see how their efforts are aligned with the vision and mission of a particular ministry or the Church as a whole. When the “why” behind their work becomes blurry, motivation starts to wane.
2. Burnout: Many studies have been conducted that confirm the growing trend of burnout and compassion fatigue. I don’t need to tell you that ministry is a marathon, not a sprint. The demands of the mission lead to long hours, emotional labor, and the weight of spiritual responsibility – which can all lead to burnout. Many people consider quitting their roles largely due to burnout. This is not limited to clergy; lay staff and volunteers also face exhaustion, which leads to disengagement.
3. Lack of Recognition and Growth Opportunities: When people don’t feel seen or valued, they can begin to slowly disengage. We are inherently designed for growth and have a natural desire to be recognized. A lack of acknowledgement is one of the primary reasons employees become disengaged (McKinsey & Company). In the Church, failing to acknowledge individuals in ways that resonate with them can lead to feelings of being underappreciated and overlooked.
4. Inadequate Communication: Clear and consistent communication is the glue that holds a team together. When communication breaks down – whether it’s due to unclear expectations, lack of feedback, or not enough opportunities to voice concerns – people can feel isolated and disconnected. People who feel well-informed and connected to their leaders are 2.5 times more likely to be engaged. (HBR).

WHAT CAN LEADERS DO?

The good news is that quiet quitting isn’t the end of the story. As leaders, there are steps we can take to re-engage our people, renew their sense of purpose, and rekindle that desire to lean-in.

1. Reaffirm the Mission and Vision: Take the time to frequently and consistently share the Church’s mission and vision and show how each person is vital to that bigger picture. Sometimes, all it takes is a reminder that their efforts are making an eternal impact. Personal conversations, vision-casting sessions, and team gatherings can all be powerful ways to reconnect hearts and minds to the Church’s mission.
2. Cultivate a Culture of Gratitude: Simple, genuine expressions of gratitude can work wonders. Things like a specific and heartfelt thank you, a more public acknowledgement, or a small note of appreciation, lets people know they are valued and can reignite their passion and commitment. Remember to communicate appreciation in ways that will resonate with the individual.
3. Be Compassionate and Proactive About Burnout: Be mindful of signs of burnout, such as: frequent illnesses, cynicism, isolation, etc. and address them with compassion. Encourage healthy restoration and ensure expectations and workloads are manageable. Providing encouragement and access to other helping resources, like spiritual direction, support groups, and counseling can also help individuals process their experiences and re-engage with their role within the Church. (Watch this 10min Tedx Talk from Sacred Rest author, Dr Saundra Dalton-Smith)
4. Invest in Growth: Create pathways for spiritual and professional growth to show that you care about their future. This can be done through retreats, workshops, mentorship programs, and leadership training. It empowers them to grow in their unique gifts and callings in building up our Church.
5. Enhance Open Communication: Two-way communication is vital for engagement. Make it a priority to create an environment where open, honest communication is the norm. Regular check-ins, feedback sessions, and open forums for discussion can help bridge gaps and foster a sense of being heard and belonging.

CONCLUSION: CULTIVATE A CULTURE OF ENGAGEMENT

Quiet quitting poses a significant challenge in our Church, and it also presents an opportunity for growth. As leaders, we are called to care for the hearts and souls of those we serve alongside. By addressing the root cause of disengagement with compassion and intentionality, we can cultivate a culture of enthusiasm, commitment, and spiritual vitality. We can create a community where people feel seen, valued, and inspired to grow in their God-given gifts and relationship with the Lord.

In the end, it’s more than just getting tasks done. It’s about building a Church where each person is fully alive, fully engaged, and fully aware of the incredible impact they are making for the Kingdom of God.