10 Ways to Prevent Quiet Quitting in Healthcare

What is quiet quitting in healthcare?

Quiet quitting can occur when healthcare professionals, such as doctors, nurses, or support staff, choose to do the bare minimum at work, instead of going “above and beyond” their usual duties. Staff have not officially quit their jobs, but have mentally and emotionally "checked out," leading to disengagement and reduced productivity.

Statistics on quiet quitting in healthcare

According to recent studies on quiet quitting:

• 57.9% of healthcare staff were identified as quiet quitters and only 42.1% as engaged (ResearchGate).
• 57% of frontline clinicians reported not being fully engaged at work (Workvivo)
• 79% of physicians believe their health systems are not effectively recognizing or addressing quiet quitting among healthcare providers (Sermo)
• 62% of hospital staff surveyed were identified as quiet quitters based on the Quiet Quitting Scale (MDPI report).

Quiet quitting is a concern amongst healthcare providers as it can create long-term negative effects on teams and patient care.

The impact of quiet quitting in healthcare

In healthcare, where patient care depends on every team member being present and committed, the impact can be significant:

• Reduced quality of patient care - healthcare relies heavily on attentiveness, empathy, and staff going beyond minimal duties. Quiet quitting (doing only what is strictly required) can lead to less thorough patient monitoring, slower response times, and reduced attention to emotional support.

• Increased risk to patient safety - in high-stakes environments such as hospitals, neglecting "extra" tasks (double-checking medications, staying late to ensure continuity of care) increases the risk of medical errors, missed diagnoses, or delayed interventions.

• Burnout and morale issues - quiet quitting is often a symptom of burnout. While it helps workers protect boundaries, it can create a culture where disengagement spreads, lowering team morale and collaboration across healthcare units.

• Strain on healthcare teams - when some staff disengage, colleagues may take on additional responsibilities to fill the gaps. This uneven workload distribution can fuel resentment and further drive turnover and attrition.

• Operational and financial impact - healthcare systems depend on staff going the extra mile. Quiet quitting can reduce productivity, increase absenteeism, and contribute to higher costs due to inefficiencies and greater reliance on temporary staff.

• Sign of deeper systemic problems - quiet quitting highlights systemic issues such as chronic understaffing, lack of recognition, inadequate pay, and poor work-life balance. Addressing it requires institutional reforms rather than just individual effort.

When did quiet quitting start?

The term “quiet quitting” went viral in 2022, especially on TikTok, after career coach Bryan Creely posted a video many cite as its first usage.While the phrase was new, the behavior surged during the COVID-19 pandemic.

Healthcare workers faced long shifts, understaffing, high risks, and emotional strain, leading to burnout and feelings of being undervalued. Some left the field entirely (the Great Resignation), while others stayed but scaled back to the bare minimum of their job descriptions.

In short, COVID amplified the conditions of burnout, lack of support, and poor work-life balance that drove quiet quitting - not just in healthcare but industries across the world.

Are Gen Z quiet quitting more in healthcare?

A US survey by WellSky (March 2025) involving 1,200 healthcare participants found that Gen Z are less likely to voice concerns at work (85% did so compared to 93-94% of older generations). This may suggest a tendency toward internalizing frustrations (and potentially quiet quitting) rather than speaking up.

What is an example of quiet quitting?

Quiet quitting for a hospital nurse means continuing to provide safe, competent patient care but no longer going beyond the formal job description. The nurse still administers medications, monitors vital signs, and completes required documentation, but chooses not to take on extra responsibilities like mentoring, joining committees, or staying late to finish non-urgent tasks.

In practice, this might look like declining to cover extra shifts, leaving promptly at the end of a shift, and stepping back from activities such as organising ward events or precepting new hires unless officially assigned. The nurse remains professional and attentive to patients but withdraws from uncompensated or unrecognised extra effort, focusing strictly on the essential duties of the role.

10 ways to prevent quiet quitting in a healthcare setting

1. Foster open communication

Encourage staff to voice concerns without fear of judgment or retaliation. Regular check-ins and anonymous feedback tools help leaders spot burnout early.

2. Prioritise work-life balance

Long shifts and high stress are part of healthcare, but offering flexible scheduling, adequate time off, and clear policies on overtime can help staff recharge.

3. Recognise and reward effort

Celebrate your individual team wins - big and small. Recognition programs, shout-outs in team meetings, or simple thank-you notes can make healthcare staff feel appreciated.

4. Provide career growth opportunities

Offer clear paths for advancement through training, mentorship, and continuing education. When staff see a future in your organisation, they stay engaged.

5. Address staffing shortages proactively

Chronic understaffing drives disengagement. Investing in smarter scheduling tools that ensure optimal coverage, as well as cross-training, or float pools, to ease the burden on core staff.

6. Support mental health

Healthcare workers face constant emotional strain. Providing access to counseling, wellness programs, and stress management resources signals you care about their well-being.

7. Give staff more control over their schedule

Self-scheduling allows nurses and frontline staff to choose or swap their own shifts within agreed-upon guidelines. Instead of schedules being handed down from management, staff have more autonomy in creating a work pattern that fits their lives while still meeting patient care needs.

This practice gives nurses a real voice in operational decisions, showing trust in their professional judgment. It aligns with the idea of involving frontline staff in workflow discussions - because scheduling directly affects how care is delivered day-to-day.

8. Promote a positive work culture

Tackle toxic behaviors swiftly. A culture of respect, teamwork, and inclusion increases engagement and improves morale.

9. Offer competitive compensation and benefits

Fair pay, comprehensive benefits, and retention bonuses show staff that their contributions are valued - reducing the temptation to “quiet quit.”

10. Lead by example

Leaders set the tone. When managers demonstrate balance, recognition, and respect, staff are more likely to stay motivated and engaged.

Is quiet quitting preventable in healthcare?

Preventing quiet quitting in healthcare requires a multifaceted approach that prioritises both staff well-being and professional growth.

Healthcare leaders can foster open communication, address staffing shortages, and support mental health while also ensuring fair compensation and work-life balance through flexible or self-scheduling options. Recognition of effort, opportunities for career development, and a culture rooted in respect and inclusion further strengthen engagement.

Managers who lead by example, such as showing balance, appreciation, and accountability, help set the tone for a positive work environment where staff feel valued, supported, and motivated to contribute beyond the bare minimum.