What is Ghosting Coasting? 5 Common Reasons Behind It

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In the job landscape, we’ve all heard of big trends like the Great Resignation, rage quitting, and the Great Attrition, but the majority of us are still in the dark about ghosting coasting. Unlike its attention-grabbing counterparts, ghosting coasting quietly emerged in recent years, leaving businesses puzzled by the consequences of employees leaving their jobs without prior notice.

As a result, employers struggle with sudden talent gaps, project delays, and increased workload on other team members, leading to a domino effect that can negatively impact productivity. In this blog, we will break down what ghosting coasting is, why it matters, and how businesses can tackle this workplace disruption mitigation.

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What is Ghosting Coasting?

Ghosting coasting is when employees suddenly leave their jobs without giving any notice. This trend has become a concern because it disrupts how businesses operate. Unlike regular resignations, people practicing ghosting coasting do not communicate their departure, leaving colleagues and bosses confused and often helpless.

The impact of ghosting coasting goes beyond just an empty desk. It messes with team dynamics, project schedules, and how everyone feels at work.

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5 Most Common Reasons Behind Ghosting Coasting

Unlike traditional job transitions, this trend is quiet but lethal for the organization. To prevent your business from becoming the next victim of ghosting coasting strategies, you have to understand the reasons and motivations of employers behind taking such a step.

Here are 5 of those reasons:

1. Job Dissatisfaction
Employees practicing ghosting coasting leave abruptly because they’re not happy with their jobs. This dissatisfaction can be caused by a bad work environment, a lack of chances to grow, or simply not liking what they do. Instead of talking about these issues, some individuals choose to leave without any warning.

2. Personal Issues
Sometimes, things outside of work become too much to handle. Personal problems, health issues, or family emergencies can make employees feel like they need to leave their jobs suddenly. They might not be able to give any notice because these personal challenges happen unexpectedly.

3. Better Opportunities
Getting a tempting job offer somewhere else is a big reason for ghosting coasting. If someone finds a new and exciting job, they might leave their current job quickly without following the usual process of resigning. This happens especially if they’re worried about facing negative consequences.

4. Communication Breakdown
Poor communication within the workplace can also agitate some employees who thrive in a friendly and talkative work environment. If employees feel unheard or believe their concerns are not addressed, they might choose to leave without explaining their reasons, exacerbating the issue of workplace communication.

5. Burnout
Overwhelming workload, stress, and burnout can drive employees to ghosting coasting as a way to escape the pressures they are facing. The sudden departure serves as a coping mechanism, albeit a non-ideal one, for those who feel they can’t endure the stress any longer. A survey by Visier found that 70% of employees would think about leaving their current job for one with better resources and support to reduce burnout.

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How Can Ghosting Coasting Affect Your Business?

Ghosting coasting can have several adverse effects on your business, creating challenges that go beyond the immediate absence of an employee. Here’s a breakdown of how this phenomenon can impact your business:

Disrupted Workflows:
When an employee uses ghosting coasting as a way out without giving any notice, the repercussions go beyond their immediate absence. The disruption turns into delayed projects and unfinished tasks, creating a domino effect throughout the organization.

Colleagues and team members may find it challenging to pick up where the departed employee left off, leading to potential setbacks in project timelines. The absence of crucial input and collaboration can hinder the overall productivity and success of ongoing projects, affecting not only the workload distribution but also the quality of work produced.

Increased Workload on Remaining Employees:
Employees leaving without notice means that the remaining team members have to take on extra work to make up for the missing person. Suddenly, the workload that used to be shared among the whole team became a lot for a few. This extra work brings more stress, making everyone work longer hours and potentially affecting how they feel about their jobs.

The strain from this added workload not only tests the team’s efficiency but can also impact how satisfied they are with their work. It’s like suddenly having to carry extra weight during a project, throwing off the usual balance and requiring everyone to adjust and figure out how to keep things running smoothly.

Team Morale Takes a Hit:
The uncertainty caused by the sudden disappearance of an employee can make the rest of the team feel uneasy. This uncertainty, like a cloud hanging over the workplace, has the potential to significantly lower team morale. The usual upbeat mood and camaraderie among team members may lower, which can impact the sense of unity and belonging within the workplace.

Difficulty in Finding Replacements:
Finding the right person to fill the suddenly vacant position is not an easy task. The hiring process is a series of carefully taken steps such as job advertising, resume review, interviews, and careful selection. Above all, it is a time-consuming task. During this period, critical roles within the team can remain unfilled, creating a gap that can affect the smooth functioning of the business. This staffing gap not only affects the immediate workload distribution but also the team’s ability to execute projects efficiently.

Negative Impact on Company Reputation:
Word of an employee suddenly leaving can spread quickly in a closely-knit office atmosphere. This can have a drastic influence on how your company is perceived. It can change how potential new employees and current clients view the company. People thinking about joining might worry if this happens a lot, wondering if the workplace is stable and reliable. At the same time, clients might wonder if the company can consistently deliver good service. This can hurt long-term relationships and make it harder for the company to grow.

When reliability is non-negotiable, the talent acquisition services from Apptree Staffing Solutions stand as your strategic ally. Our meticulously vetted candidates guarantee a workforce free from the uncertainties of ghosting coasting!

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4 Effective Strategies to Prevent Ghosting Coasting

Did you know that only 33% of American workers feel really engaged in their jobs? More than half say they’re just showing up, and 17% describe themselves as actively disengaged. With a big chunk of the workforce thinking about leaving, here are some simple ghosting coasting strategies to prevent your organization from taking a hit.

1. Shake Up Incentives:
In rethinking incentives, it’s important to go beyond the usual and consider benefits that truly matter to employees. A great way to start is by understanding their preferences through surveys or open discussions. Customizing benefits based on these insights not only acknowledges individual needs but also makes employees feel more connected and valued. For instance, if flexibility is a priority, offering options like flexible shifts or remote work can greatly enhance job satisfaction.

2. Transparent Communication About Changes:
Transparent communication is more than just sharing information; it’s about building trust and keeping everyone on the same page. When things are changing, like in policies or leadership, telling employees about it quickly helps avoid confusion and uncertainty. This stops the conditions that might lead to ghosting coasting because employees feel valued and informed. Having open sessions where people can ask questions directly and using easy-to-reach channels, like company-wide emails, makes sure everyone gets the message.

3. Beware Bad Hires:
When it comes to hiring, being cautious is key, even if you need to do it quickly. Make sure to check and screen each candidate thoroughly by verifying references and qualifications. Review your internal policies so you are sure that they are fair and don’t unintentionally exclude qualified individuals with unique work histories or previous criminal backgrounds. Well-rounded talent acquisition services consider not just the resume but also how well someone fits with your company culture and the specific role. Use techniques like behavioral interviewing to understand how candidates handled situations in the past, giving you a glimpse into their problem-solving skills and work ethic.

4. Be Honest With the Benefits:
When it comes to employee benefits, honesty is the best policy. Make sure to clearly communicate what perks your organization provides, avoiding any confusing language or jargon. Create detailed materials that outline each benefit, including eligibility criteria and any limitations, so employees have a clear reference. Encourage questions and promptly address any concerns to avoid misunderstandings. Be careful not to overpromise and be realistic about what each benefit entails. By being honest and transparent about benefits, organizations build trust, showing employees that their well-being is a genuine priority and reducing the likelihood of ghosting coasting.

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Now it’s crystal clear that a positive workplace culture, centered on openness and engagement, is the secret to preventing unexpected departures – a crucial factor in workplace disruption mitigation. By putting these strategies into play, businesses can not only keep their professional balance but also create a team that’s strong and fully committed.

The real magic happens when every team member feels valued, listened to, and an essential part of the collective success story. So, kickstart your journey towards a more dependable and engaged workforce by making trust and communication the cornerstones of your organization.

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