Quiet quitting, is a common practice in Japan where employees simply stop coming to work without formally resigning or informing their employer. This can be a result of feeling overworked or overwhelmed, or a desire to find a new job without the social stigma of quitting.

While this practice may be new to Western cultures, it is a widespread phenomenon in Japan and is often overlooked by employers. In fact, a survey by the Ministry of Health, Labour, and Welfare found that one in four Japanese workers have quit their job quietly at some point in their career.

So, why do Japanese employees engage in quiet quitting? One reason is the strong sense of loyalty and dedication to the company in Japanese culture. Employees may feel that they are letting their team down by formally resigning, and may choose to simply stop coming to work instead.

Another reason is the social stigma surrounding quitting in Japan. There is a cultural expectation that employees will stay with a company for a long time, and those who frequently switch jobs may be seen as disloyal or unreliable. Quiet quitting allows employees to leave their job without drawing attention to themselves or facing negative consequences.

However, quiet quitting can also have negative consequences for both the employee and the employer. For the employee, it can lead to a gap in their work history, which can be detrimental to their career prospects. It can also make it more difficult to receive unemployment benefits or find a new job.

For the employer, quiet quitting can lead to a loss of productivity and disruption to the team. It can also be frustrating for the employer, who may not understand why the employee stopped coming to work without notice.

There are a few steps that both employees and employers can take to address the issue of quiet quitting in Japan:

1. Encourage open and honest communication: Employees should feel comfortable discussing any issues or concerns they have with their employer, and employers should create a safe and supportive environment for employees to do so.
2. Offer support: Employers can provide resources such as counseling or time management training to help employees who may be feeling overwhelmed or stressed at work.
3. Encourage career development: Employers can help to prevent quiet quitting by offering opportunities for career growth and advancement within the company. This can help employees to feel more invested in their work and less likely to seek opportunities elsewhere.
4. Be understanding: If an employee does decide to quit, it is important for employers to be understanding and supportive. This can help to maintain a positive relationship and prevent hard feelings.
5. Create a positive work culture: A positive and supportive work culture can go a long way in preventing employees from feeling the need to quit quietly. Employers should strive to create a work environment that values and supports its employees.

Overall, addressing the issue of quiet quitting in Japan requires a combination of open communication, support, and a positive work culture. By fostering a supportive environment and providing opportunities for career development, employers can help to prevent employees from feeling the need to quit quietly. At the same time, it is important for employees to feel comfortable expressing their concerns and for employers to be understanding and supportive if an employee does decide to leave. By working together, employees and employers can create a positive and productive work environment that benefits everyone.