Quietly Quitting Croatia – Has the Trend Reached the Country?

Katarina Anđelković

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The Moj-posao portal researched this, as Poslovni writes. Quiet quitting is a phenomenon where employees do not allow themselves to “burn out” at work but do their jobs to the extent they are paid. This is actually not a new phenomenon in the world, but it has only become more pronounced due to the chronic shortage of workers on the market. This opens up greater opportunities to choose and adjust life priorities, especially for younger people.

Gallup’s research, for example, showed that in the USA about 20 years ago, slightly more than half of the workers had this attitude towards work, and that share has only increased now. According to research by the Moj-posao portal in Croatia, 57% of workers still do their best. This also means overtime work, proposing projects and solutions, taking their work home, and attending team building…

The category of people who practice “quiet quitting” in Croatia includes 28% of employees, who are engaged precisely as much as they have contracted with the employer. As the reason for such an approach to work, more than half (55%) state that they no longer care about work and perform tasks without emotion.

Slightly fewer (53%) point out that they put less effort into taking on jobs and wait for their superiors to delegate them directly. A third say that they are passive at work do not participate in creating new ideas, and do not think about improving work processes. One in five refuse to participate in the exchange of ideas and group discussions.

About 13% of workers put in the minimum effort, just enough to get the job done, and 1% work below the minimum and intend to keep this attitude “as long as it goes.”

Money is not the main reason for such an approach to work, but the feeling that their superiors do not value the employees. Money comes in second, and the third reason is the balance of private and business life. Nevertheless, for 78% of employees, a higher salary would motivate them to change their attitude and do their best, while for 61%, recognition for their efforts would be enough to get them more engaged.

For a significant number (41%), more flexible working hours and a shortened working week would be encouraging. It is also interesting that more than half (53%) stated that employers did not notice changes in their attitude towards work, and only 7% of their employers “let them know that they see what is happening.”

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