“Quiet quitting” doesn’t mean your team is handing in their notice. It means they’re showing up — but just barely. The work gets done, but there’s no spark. No initiative. No creative push.
In media and marketing, where ideas, speed, and energy are everything, this kind of disengagement can quietly wreak havoc. Campaigns lose momentum. Innovation stalls. Collaboration fades.
So what’s going on? And more importantly — what can you do about it?
What Exactly Is Quiet Quitting?
Quiet quitting happens when employees do the bare minimum. They stick to the letter of their job description, clock in and clock out, but don’t bring any extra effort, passion, or initiative to the table.
It’s not always an act of rebellion. More often, it’s a sign of burnout, disengagement, or frustration. When people start emotionally checking out, it’s usually because something in their environment isn’t working for them.
Why It’s Showing Up in Media Teams
Media and marketing teams are especially vulnerable to quiet quitting — here’s why:
1. Burnout Is Everywhere
Tight deadlines, long hours, constant context switching… sound familiar? Media pros often run at a relentless pace. Without rest or recognition, even your strongest team members will start to hit a wall.
2. Lack of Clear Growth
When junior talent can’t see a path forward — or doesn’t feel like the company is investing in their development — motivation quickly fades. People want to grow, not just grind.
3. Unclear Expectations
Media roles are fast and fluid. But if the goals keep shifting or no one knows what success looks like, it creates confusion and inertia. Without clarity, people naturally start to pull back.
4. Not Enough Recognition
Creative work is personal. When ideas get overlooked or credit isn’t shared, team members start to wonder if their contributions even matter. Over time, they stop going the extra mile.
5. Values Feel Misaligned
Younger talent — especially Gen Z — is looking for meaning, transparency, and inclusive culture. If the vibe doesn’t match their values, quiet quitting often follows.
How to Re-Engage a Quiet Quitting Team
The good news? You can absolutely turn this around. Here’s how:
1. Balance the Workload
Start with a quick audit: Who’s overloaded, and who’s underutilized? Redistribute the work fairly and make sustainable pacing the norm — not the exception.
2. Support Career Growth
Offer access to training, certifications, and mentorship. Whether it’s mastering TikTok Ads Manager or leveling up in analytics, your team wants to sharpen their skills and grow with you.
3. Celebrate the Wins
A simple Slack shoutout or thank-you in a team meeting can reignite motivation. Don’t underestimate the power of public recognition — especially in creative, high-output environments.
4. Make Feedback a Two-Way Street
Create regular check-ins, send quick pulse surveys, or use anonymous feedback tools. Quiet quitting often starts when people feel unheard — so give them space to speak up.
5. Bring Back Purpose
Remind your team why their work matters. Show the impact their campaigns have on the client, the audience, or the brand. When people feel connected to the bigger picture, they show up differently.
Final Thoughts
Quiet quitting isn’t laziness — it’s a signal. It’s your team’s way of saying: Something needs to change.
And with the right leadership moves — more clarity, better support, and a stronger sense of belonging — you can re-energize your media team and get everyone back on board, fully engaged and ready to create.
At Media Staffing Inc., we work with media leaders to build teams that don’t just show up — they show out. Ready to turn quiet quitting into confident contribution? Let’s talk.
