Quiet quitting refers to the internal withdrawal of employees. They continue to fulfill their contractual duties but show less initiative, willingness to take responsibility, and emotional attachment to the company.

Possible signs include declining commitment, less initiative, withdrawing from discussions, increasing emotional distance, a reduced willingness to learn, or avoiding additional responsibilities. Individual behaviors should not be evaluated in isolation.

Key strategies include regular feedback, systematic leadership development, building relevant soft skills, people analytics, and a corporate culture that embeds continuous learning.

Leadership influences not only performance and productivity but also employees’ emotional attachment and thus their intention to stay or leave. That is why the ability to reflect, effective communication, and continuous professional development are key components of good leadership.

In addition to traditional training, realistic simulations and role-playing exercises can be used. These enable managers to practice conflict resolution, feedback, and motivational conversations, reflect on their own behavior, and receive feedback.

Digital and immersive learning formats can complement traditional in-person training. They can be repeated, used from any location, and rolled out across larger teams and sites. Our eBook also shows how continuous microlearning and realistic simulations can be integrated into leadership development.

Our guide covers silent resignations and their costs, relevant soft skills, the ROI of good leadership, modern leadership development, and five specific HR levers. It also includes quick wins, checklists, a self-assessment, and best practices for leadership training. Check it out here.