Ramiojo metimo išlaidų skaičiuoklė

Have you ever had a week where you just... checked out? You showed up on time, did exactly what was on your job description, and didn't offer a single extra ounce of energy. That is what people call "quiet quitting." It is not about actually packing up your desk and leaving. Instead, it is when employees slide into autopilot mode. They do just enough to keep their paychecks and avoid getting fired, but their passion and extra effort have left the building. While this might sound like a harmless way to protect your work-life balance, it actually has a massive, hidden price tag for businesses. When team members lose their spark, projects slow down, customer service slips, and other employees have to pick up the slack. Think of it like a group project in school where one person does the bare minimum—everyone else has to work twice as hard, and the final grade suffers. This calculator helps you put a real dollar figure on that drop in energy. By looking at average salaries, the number of disengaged team members, and the very real risk that these unhappy workers will eventually walk out the door, we can show you exactly how much quiet quitting is costing your team. It is a wake-up call that helps managers and business owners realize that keeping team morale high isn't just a nice thing to do—it is a smart financial move.

DigiCalcs delivers precision-engineered tools for engineers and STEM professionals.

1. 1Step 1 — Type in the average yearly salary for the position you are looking at.
2. 2Step 2 — Enter the number of employees you think have checked out. If you aren't sure, Gallup data suggests about half of a typical workforce is 'not engaged'!
3. 3Step 3 — Adjust the productivity loss percentage. We set this to 20% by default, which is the standard dip in output for disengaged workers.
4. 4Step 4 — Set the turnover risk percentage. Checked-out workers are much more likely to leave, with a typical annual risk of 25%.
5. 5Step 5 — The calculator figures out the direct cost of lost work by multiplying the number of disengaged staff by their salary and the productivity drop.
6. 6Step 6 — Next, it estimates the future cost of replacing them when they eventually quit, using the standard 1.5x salary replacement cost.
7. 7Step 7 — Finally, it adds these two costs together to give you your total annual quiet quitting cost, both as a grand total and per employee.

• !Thinking that fancy office perks like free snacks or ping-pong tables will solve the problem (they don't fix bad management).
• !Confusing quiet, steady workers who value work-life balance with actual disengaged employees.
• !Ignoring how one checked-out employee can drag down the morale of the entire team, causing a chain reaction.
• !Assuming that replacing an employee is cheap and easy, while forgetting about the months of lost productivity during onboarding.