No one can do ‘quiet quitting’ like the Gen Zs. One minute you’re assigning tasks and the next, their desk is emptier than the office fridge on a Friday. In this Q&A With Jane, our resident advisor Jane Harper dishes out advice on how HR professionals can tackle this vanishing act, keep accountability alive, and build a workplace where trust isn’t on the missing items list.
A reader writes:
Dear Jane,
I’ve been in HR for over a decade, but the past year has truly TESTED me. We used to worry about disengaged employees doing the bare minimum, but now it’s taken a whole new turn. We’re seeing young employees simply, disappear. Sometimes not even completing their notice periods, and in extreme cases, leaving the office at lunch and never returning.
One of our recent hires handed her resignation on a Friday morning with a two-week notice. By noon, she was gone without a trace. Laptop, ID badge, company swag, everything left neatly on her desk like it was some kind of corporate ghosting ritual. Another employee didn’t even bother with the notice, he simply stopped showing up after payday.
This has created an endless loop of chaos that I can’t fix. Projects stall, everyday tasks suffer, and colleagues are left holding onto to more work than they’re supposed to. More importantly, it has left us wondering if this is a pattern of entitlement or if we are missing something fundamental? How can I address this trend of ‘quiet quitting’ without disrupting or introducing more company policies?
In recent months, quiet quitting has gone from passive disengagement to full-on workplace Houdini acts! And while it’s tempting to introduce a few policies to address this, it’s more imperative to examine the undercurrents.
Jane Harper on why Gen Z is quiet quitting, and what HR should do next!
First, let me preface this by saying that you’re not alone. Across industries, HR professionals are reporting the same “lunch break vanishing” and no-notice resignations. In recent months, quiet quitting has gone from passive disengagement to full-on workplace Houdini acts! And while it’s tempting to introduce a few policies to address this, it’s more imperative to examine the undercurrents.
Is Gen Z really quiet quitting?
Here’s the reality. Gen-Z has grown up in an environment that offers constant choices. From streaming platforms to dating apps, there have always been plenty of options to pick from. If something doesn’t align with their values, salary expectations, or mental health needs, they simply MOVE ON.
The corporate two-week notice pesters them. That said, the whole Houdini act isn’t just unprofessional, it’s deeply damaging, and HR has every right to call it out.
So, what can you do?
Clear communication is the way to go
Begin with clearer communication from day one. You’ll need to spell it out during onboarding. It could be as simple as, “the professional courtesy is expected around exits”. You may even pair that with stay interviews in the form of regular check-ins that help you catch discontent before it escalates.
If an employee knows they’re heard and supported, they’re more likely to exit gracefully. You may even consider creating offboarding incentives, such as project handover bonuses for those who honor notice periods.
Gen Z isn’t allergic to commitment. It’s the environment that feels rigid and indifferent to a generation that grew up with plenty of options. Your role as an HR is to make the runway smooth so when they decide to leave, they’ll land the plane rather than ejecting the seat mid-air. And who knows, by setting a few things right, you may turn today’s would-be-Houdini’s into tomorrow’s loyal workforce.
The brutal and straightforward answers to HR-related queries and concerns. Send in your queries with the subject line ‘Ask JANE HARPER’ at info@thehrdigest.com
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