The Unspoken Crisis: Quiet Quitting in Nursing Through the Lens of a Nurse Leader 👩‍⚕️👨‍⚕️

By: Fernando Cayabyab MBA, RN

Alright, gather 'round, medical marvels and hospital heroes. Let’s talk about the Voldemort of nursing, the issue so menacing we dare not speak its name. No, it's not about the mystery meat in the ☕cafeteria, although that comes close. I’m talking about the little-known epidemic in our corridors and care units—Quiet Quitting. And as someone who's climbed the nursing ranks and now sits in that swanky 'Nurse Leader' chair—yeah, it's just a regular chair but with extra responsibilities—I have a thing or two to say about it.

For those nurses not on social media, the concept of "quiet quitting" is gaining significant traction on 🎵TikTok, especially among younger workers. Rather than striving to exceed expectations at their jobs, they're dialing back their professional fervor, describing this reduced commitment as a different kind of resignation. It's not about leaving their jobs or being unemployed; it's about staying employed while reallocating more time and energy to life outside the workplace.

So what exactly is "quiet quitting"? It's the phenomenon where employees remain in their roles but become emotionally and mentally disengaged from their work. On the outside, it looks like business as usual, but internally, they’ve already resigned. They clock in and out and finish their immediate responsibilities, but that extra spark, the passion that makes a nurse exceptional—well, that’s long gone. It's like administering medication but forgetting the essence of bedside care. Technically, the job is done, but the heart is missing. These are folks who clock in and out and finish the bare minimum tasks, but that sizzle, that oomph, that makes a nurse great? 🤷‍♂️Adios!

Take 👩‍⚕️Sarah, a whip-smart nurse I’ve known for years, a highly skilled nurse with a once-undeniable dedication to her job. She used to be the life of the ward, but lately, she's just fizzled out. You know the type. Finishes her shift, logs out of the computer with the enthusiasm of a deflated balloon, and exits stage left without so much as a "See ya tomorrow." Kinda like a smartphone with only 1% battery life left; it functions, but you know it’s going to die any second.

So how did we get here? The reasons are as diverse as the microbes we study under a microscope. Burnout is a big one, with relentless shifts that test both physical and emotional resilience. The administration can play a role too. Oh yes, the higher-ups with their clipboards and spreadsheets, who sometimes forget that nursing is more than just numbers and quotas. Then, there’s the diminished sense of accomplishment. Nurses want to feel that their work matters, and that they are contributing to a larger purpose. When that’s missing, the inner light begins to dim, and quiet quitting sets in.

When I stepped into a leadership role, I treated it like a top-secret mission. Think James Bond, but with stethoscopes instead of spy gadgets. Inspired by books like "Atomic Habits" and "The Compound Effect"—honestly, if you haven't read them, they're the vitamin C for your professional life—I knew I had to make changes. Baby steps, people. I started acknowledging jobs well done, held quick huddles to celebrate even minor wins, and talked to my team like they were human beings, not hospital inventory. And it started to work! A smile here, a laugh there, the emotional resurrection was in full swing.

But let’s not kid ourselves. The issue of “quiet quitting” is not something a single nurse leader can resolve; it needs systemic change. Institutions need to prioritize creating environments that nurture not just the skills but also the spirits of their nursing staff. And this starts from the top. Upper management needs to remember that we’re dealing with lives on both ends of the needle—those of the patients and the nurses providing the care. The key is to instill a sense of shared purpose and communal respect, which goes a long way in preventing quiet quitting.

Here’s the kicker—quiet quitting affects not just the individual or the team, but the patients as well. Disengagement compromises the level of care provided. It's like a weak link in a chain; it risks the integrity of the whole structure. Patients can sense when a nurse is disconnected, and it affects their confidence in their care, their healing process, and their overall hospital experience.

But let's be real, the issue is more significant than me or any one nurse leader. It’s like trying to fix a leaky dam with duct tape; you might stop one leak, but what about the others? Hospital administrations need to stop playing ostrich and get their heads out of the sand. This crisis requires systemic changes that focus on the well-being and emotional health of the caregivers, not just KPIs and other alphabet-soup metrics.

Why does it matter? Well, quiet quitting is like a virus; it doesn’t just affect the nurse but spreads to the whole care team and even the patients. It’s akin to giving someone a flu shot but forgetting to put the actual vaccine in the syringe. Yeah, you went through the motions, but the critical element is missing. A disengaged nurse is like a car running on fumes; it may still be moving, but is it effective? I think not.

Now, here's the thing. We've all experienced moments of disengagement or even thought about quitting—quietly or loudly. But every crisis presents an opportunity. We can choose to be the catalysts for change, taking our role beyond the scrubs and the schedules. Think about it; your actions, your attitude, and your engagement level can be that drop of disinfectant that purifies a whole gallon of water. Over time, as you positively influence those around you, the atmosphere shifts for the better, and you'll have contributed to eradicating this silent but debilitating phenomenon.

I’ve watched the effects of quiet quitting dim the lights in many promising nurses, and I've also seen how simple affirmations and changes can reignite that spark. But the question is, how will you choose to deal with this unspoken crisis? It's a collective challenge needing a collaborative solution.

So, here’s my closing zinger for you: Are you gonna be that nurse who complains about the system but acts like a deactivated robot? Or are you going to be the Robin Hood of Nursing, stealing back engagement and joy and redistributing it throughout your professional realm? Quiet quitting is real, and it's out there. What’s your battle plan? The clock’s ticking.

Stay Hard 💪💪💪💪