The concept of quiet quitting is one of the concepts that has gained increasing importance in business management literature in recent years. One of the most basic expectations of organizations from the individuals they employ is that they make significant contributions to the job with high effort in accordance with their potential. Employees who show silent resignation behavior are far from showing superior performance in their organizations and try to maintain their positions with only as much effort as is necessary for the job. In fact, organizations could achieve their goals more easily if they could employ new employees instead of these employees who do not have the desire to show high performance. Silent resignation is an undesirable behavior as it acts as an example of protest and occupies positions in the organization. It is aimed for managers to understand the reasons for silent resignation behaviors, to prevent these behaviors from becoming widespread in the work environment by taking the necessary precautions, and to establish a work environment where employees can reflect their potential. Silent resignation behaviors have various negative aspects on both employees and organizations. In order to eliminate these negativities, there is a need to understand the concept. In this study, the concept of silent resignation was discussed theoretically, the factors that cause silent resignation, what needs to be done to prevent silent resignation, and the positive and negative aspects of silent resignation were tried to be determined. With this study, we tried to present the theoretical framework of the concept of silent resignation for other studies planned to be conducted later.