Employees pulling back at work isn’t always about bad attitude—it could be a sign of burnout, disengagement, or deeper culture problems. Knowing the difference helps you respond appropriately and reduce risk.

1. Look at the Pattern, Not Just the Behavior
Quiet quitting is intentional disengagement. Burnout may look similar but often involves physical or emotional exhaustion caused by workload or stress.

2. Consider the Role and Workload
Are they in a high-pressure position with minimal support? Burnout is more likely. Are they clocking out mentally and emotionally while still meeting the basics? Quiet quitting could be at play.

3. Watch for Passive Resentment
Burnout shows up as fatigue. Quiet quitting may include subtle resistance, boundary-setting, or refusal to go “above and beyond.”

4. Don’t Jump Straight to Discipline
If attendance problems are linked to a health condition, you may be required to engage in the interactive process to explore accommodations.

5. Assess Leadership and Culture
If multiple employees show signs of disengagement, it’s likely not a one-person problem. Culture audits or pulse surveys may uncover the root.

Need Help Supporting Your Team Without Guesswork?
We offer workplace climate reviews and manager coaching to help address burnout, disengagement, and performance concerns with clarity. Reach out to DP Human Capital Management to schedule a consultation.

Quiet Quitting or Burnout? Learn more today.