Silent Resignation: The Warning Sign Organisations Can’t Ignore

February 6, 2026

Employees Are Still Present. But Something Has Changed

In many organisations, employees continue to show up, complete their tasks, and meet basic expectations. On the surface, everything appears normal.

However, beneath this appearance lies a growing issue known as silent resignation.

It occurs when employees mentally disengage while remaining physically present.

What Is Silent Resignation?

Silent resignation refers to a state where employees:

This disengagement is often subtle, making it difficult to detect early.

Why Silent Resignation Happens

Silent resignation usually develops when employees:

Feel undervalued or unheard
Experience prolonged burnout or pressure
Lack growth opportunities
Lose trust in leadership

Over time, disengagement becomes a coping mechanism rather than a conscious decision.

The Organisational Impact of Silent Resignation

When silent resignation spreads, organisations face:

Declining productivity and innovation

Lower team morale

Increased turnover risk

Reduced collaboration

Although employees remain, performance and commitment slowly erode.

Addressing Silent Resignation Requires Systemic Change

Addressing silent resignation is not about motivating individuals it requires examining:

Leadership behaviour
Work design and expectations
Recognition and development opportunities
Communication and trust

Re-engagement happens when people feel valued, supported, and aligned with purpose.

RWCT’s Perspective on Engagement and Retention

At RWCT, we view silent resignation as an early warning sign of deeper organisational issues. Our programmes help organisations rebuild engagement through leadership development, communication, and people-centred practices.

Because engagement is built through everyday experiences not slogans.

Author

Fezza Mustafa

She is a strategic marketing and project management leader with 13 years of training industry experience, specializing in digital marketing, e-commerce, and executing growth initiatives with C-level leadership.