If you have watched the news, logged into social media, or read any Learning & Development newsletters this week, you have probably come across the term “quiet quitting.”

The phrase, which originated on TikTok and quickly made its way to Reddit, refers to  employees  working only within their company’s designated hours, doing only the job they were hired to do. As a practice, “quiet quitting” recommends against overachieving in exchange for “mentally checking out” and performing at the minimum required to do a job. From the New York Times recommending readers to try it themselves to Bloomberg warning employers not to retaliate with “quiet firing,” the media frenzy around this new term continues to consume career blogs and advice columns.

While quiet quitting certainly has negative connotations, many adopters of the phrase are championing the idea of prioritizing mental health over unreasonable deadlines, overtime hours, taking on responsibilities outside of their job description, or stressing out at work.

Regardless of how it’s defined, it is important for you, as a leader, to understand, listen to, and bolster how your employees are feeling.

Three ways you can manage quiet quitting and support your employees:

1. Regularly check in with your team

While you shouldn’t call out any suspected quiet quitting, you should regularly meet with your employees to discuss their challenges and praise them for their accomplishments. The goal of these meetings isn’t to inspire people to work harder but to find ways to support and mentor your direct reports to avoid burnout and bolster morale.