“Quiet quitting” in medicine refers to a phenomenon where healthcare professionals disengage or withdraw from their work in a subtle and often unnoticed manner. Unlike more overt forms of resignation, absenteeism, or presenteeism, medical quiet quitting involves a gradual decline in enthusiasm, commitment, and job satisfaction among healthcare workers. Those experiencing quiet quitting may still physically perform their duties, but they do so with a diminished level of engagement and passion.
Several factors contribute to quiet quitting in the medical field. Excessive workload, long working hours, administrative burdens, and a lack of support or recognition are common contributors. The term highlights the quiet, gradual nature of this process, as healthcare professionals may internalize their dissatisfaction or feelings of overwhelm without expressing them openly.
Quantifying the extent of quiet quitting poses a challenge due to its elusive nature. However, recent studies offer insights into the prevalence of disengagement among healthcare professionals.
A 2021 industry survey found that 61% of physicians were experiencing burnout, and when asked about the cause, 62% of physicians blamed their current employer. The same survey found that 46% of physicians were considering leaving to work for a new healthcare employer, 43% were considering early retirement, and 27% were thinking of leaving the practice of medicine.
A 2022 CHG Healthcare survey of more than 500 physicians found that 43% of physicians changed jobs and 8% retired during the pandemic; 3% left medicine to pursue non-clinical careers. Nurses and other HCPs are similarly affected, or worse.
This data highlights the quiet erosion occurring within the medical profession, emphasizing the need for targeted interventions.
46% of physicians were considering leaving to work for a new healthcare employer, 43% were considering early retirement, and 27% were thinking of leaving the practice of medicine.
Arguably, all the factors (now well-researched) that lead to excessive physician stress, micro-traumas, moral injury, burnout and mental illness are also behind quiet quitting. In our experience, it is just another way of coping with the occupational injury incurred by so many physicians. A few common characteristics include:
Arguably, all the factors (now well-researched) that lead to excessive physician stress, micro-traumas, moral injury, burnout and mental illness are also behind quiet quitting. In our experience, it is just another way of coping with the occupational injury incurred by so many physicians.
Addressing quiet quitting is crucial for maintaining a healthy and effective healthcare system. Here we offer several components based on our experience in peer-support meetings, physician coaching, and the evidence base.
1. Empower physician decision-making
Involve physicians in decision-making processes related to patient care and administrative policies. Providing a sense of autonomy can reignite a sense of purpose and commitment, mitigating the detachment that characterizes quiet quitting.
2. Cultivate supportive work environments
Foster a work culture that prioritizes support, collaboration, and open communication. Encourage mentorship programs, team-building activities, and initiatives that strengthen the sense of community among healthcare professionals.
3. Ensure sufficient staffing
Enough said!
4. Appropriate remuneration
Consistently in the top 5 factors that would help reduce burnout.
5. Flexible work arrangements
Recognize the diverse needs of healthcare professionals and implement flexible work arrangements where feasible. This could include options for part-time schedules, job-sharing, or remote work, promoting a healthier work-life balance.
6. Meaningful recognition programs and feedback
Establish formal recognition programs that celebrate the achievements and contributions of healthcare professionals. Regularly acknowledging our efforts can rekindle a sense of pride and engagement, countering the feelings of insignificance associated with quiet quitting.
Similarly, establish regular and constructive feedback mechanisms to ensure that healthcare professionals feel acknowledged and appreciated. This fosters a sense of value and connection, countering the disengagement that leads to quiet quitting.
7. Professional development
Invest in ongoing professional development opportunities that align with the evolving needs of healthcare professionals. This not only enhances their skills but also demonstrates a commitment to their growth and fulfillment within the medical profession.
Quiet quitting is hard to identify and quantify, but evidence suggests it is present and problematic in healthcare. The knock-on effects on staff and patients are not to be ignored.
By focusing on the specific aspects of quiet quitting, these targeted solutions aim to reinvigorate healthcare professionals, restoring their sense of purpose and commitment. Recognizing and addressing disengagement head-on is essential for preserving the vitality of the medical workforce and, consequently, the quality of patient care.
