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The Quiet Quitting Cost Calculator quantifies the financial impact to employers of employee disengagement — workers who do the minimum required to avoid termination but don't go beyond contracted duties. The term gained mainstream traction in 2022 via TikTok and represents a broader Gallup-identified phenomenon: only ~32% of US employees are engaged, ~50% are 'not engaged' (going through motions), and ~18% are 'actively disengaged' (undermining engaged colleagues). Disengagement carries two cost layers: (1) Direct productivity decline — Gallup research shows engaged workers are 18–23% more productive than disengaged peers, with quality output gaps even larger; (2) Elevated turnover risk — actively disengaged employees leave at 3.3× the rate of engaged employees per Gallup, and turnover costs run 0.5–2× annual salary for knowledge work (recruiting, onboarding, productivity ramp, knowledge loss). Calculator inputs salary, count of disengaged employees, productivity loss %, and turnover risk %, then computes annual cost. Formula: Annual Cost = Disengaged Count × Salary × (Productivity Loss% + Turnover Probability × 1.5). For 10 disengaged employees at $75k salary with 20% productivity loss and 25% annual turnover risk, that's 10 × $75k × (0.20 + 0.25 × 1.5) = 10 × $75k × 0.575 = $431k annually. Multiply by team count for organization-wide impact — a 500-person company with 18% actively disengaged plus 50% not-engaged faces millions in hidden cost. The calculator is intended for HR leaders building business cases for engagement investment, managers understanding the financial stakes of team morale, and executives evaluating retention initiatives. Most engagement research finds 60–70% of disengagement is preventable via manager training (specifically: clarifying expectations, recognizing good work, providing growth opportunities, addressing systemic friction). Engagement initiatives that succeed typically pay back 5–10× in productivity and retention savings. Calculator output translates engagement scores into board-room dollar figures.

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1. 1Step 1 — Enter average salary of the affected role
2. 2Step 2 — Enter number of disengaged employees (use engagement survey data or estimated 50% if no data)
3. 3Step 3 — Set productivity loss % (default 20% — Gallup baseline for disengaged vs engaged)
4. 4Step 4 — Set turnover risk % (default 25% — disengaged annual departure rate)
5. 5Step 5 — Calculator computes productivity decline cost: N × Salary × PL
6. 6Step 6 — Calculator computes turnover risk cost: N × Salary × TR × 1.5
7. 7Step 7 — Outputs annual total, per-employee impact, monthly cost, and turnover probability

• !Underestimating turnover cost (typically 1.5× salary for knowledge work, can reach 2–3× for specialized roles)
• !Ignoring contagion to engaged team members (disengagement spreads)
• !Confusing healthy work-life boundaries with disengagement (different phenomena)
• !Treating all disengagement as employee fault (manager and systemic issues drive most cases)
• !Investing in company-wide perks instead of manager training (lower ROI)