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What is Silent Resignation?

A frequently heard term in the business world in recent years, silent resignation refers to employees who remain physically present at work but mentally detach from their work. This isn't a traditional resignation process; instead, the employee simply works to the job description and no more.

How Does the Silent Resignation Process Develop?

Silent resignation doesn't happen overnight. It develops gradually over time, as the bond between the employee and the organization weakens. The following stages are typically observed in this process:

Loss of motivation and diminished sense of belonging to the organization
Focusing solely on job descriptions
Avoiding expressing opinions in meetings
Disinterest in feedback processes
Avoiding volunteer projects

This behavior can, over time, develop into passive resistance.

What are the Signs of a Silent Resignation?

Here are some signs that human resources professionals should pay attention to:

Employee's inactivity in meetings
Distancing from colleagues
Lack of interest in social activities
A noticeable but not dramatic decline in work quality
Disinterest in personal development opportunities

Root Causes of Silent Resignation

The triggers for silent resignation are both individual and structural. The most common causes are:

Burnout syndrome
Excessive workload and stress
Lack of trust in the company culture
Feelings of unappreciation and worthlessness
Insufficient career development opportunities
Disruption of work-life balance

Over time, employees find themselves unable to find a satisfactory answer to the question "What am I working for?" and begin to perform only the bare minimum of their duties.

What Should Human Resources Do About Silent Resignations?

Silent resignations are directly related to the organization's culture, not the individual employees. Human resources teams should take the following steps to prevent this process:

Regular satisfaction surveys and one-on-one interviews
Anonymous feedback mechanisms
Career development plans and coaching support
Fair promotion and reward systems
Flexible working models and psychological support opportunities
Leadership training that supports open communication

These steps strengthen employee loyalty by making them feel valued.

Ways to Cope with Silent Resignation

When organizations recognize the signs of silent resignation early, it is possible to both re-motivate employees and ensure long-term corporate success. Therefore:

Viewing each employee as a "value partner"
A leadership approach that is sensitive to individual needs
Open and transparent communication that enhances corporate belonging
Opportunities to volunteer in projects that add meaning to the work

are essential approaches.

Ultimately, the most critical task for HR is to build a culture where employees are not just "employees" but value partners within the organization. In this culture, there's no room for silent resignation; every employee's voice, every action they take or don't take, deserves to be considered.