The survey on quiet quitting and employee engagement found that, while approximately 60% of the 500 respondents sympathized with quiet quitting, nearly half questioned the usefulness of employee engagement surveys.
A survey based on a consumer perspective was conducted to examine the state of employee engagement. The respondents were 500 company employees in their 20s to 50s, and according to publicly available information, the survey was conducted from 10 to 13 July 2026. The results showed that 64.6% had either experienced or sympathized with quiet quitting, while 46.4% felt that the survey itself was not useful.
The main factors behind quiet quitting were insufficient recognition of performance, at 29.2%; physical and mental fatigue, at 28.5%; a desire to prioritize personal life, at 27.0%; and limited prospects for promotion, at 24.1%. Among those who had experienced quiet quitting, 71.7% of those with past experience and 57.1% of those currently experiencing it believed that workplace enthusiasm and trust could be restored.
Among respondents who said that employee engagement surveys were “not useful,” 29.3% cited the survey itself becoming the objective, while 27.6% cited the lack of specific improvement measures based on the results. The findings highlighted the current situation in which surveys do not lead to improvement actions.
Companies with higher engagement showed a stronger tendency to emphasize three perspectives: the individual, the organization and the customer. They also had a larger proportion of employees with a strong willingness to contribute in the future and a strong orientation toward growth. Some respondents also pointed out that organizational transformation requires a framework for translating survey results into action plans.