Despite its name, “quiet quitting” isn’t about actually leaving your job. Instead, it refers to a subtle shift in employee behavior. Workers who engage in “quiet quitting” are essentially doing the bare minimum: fulfilling their job descriptions but no more. They resist going above and beyond, working late, or taking on extra tasks outside their defined roles.

This trend has emerged in the wake of several significant cultural shifts. The COVID-19 pandemic forced many to re-evaluate their priorities, with burnout and mental health taking center stage. Simultaneously, the rise of remote work blurred the lines between personal and professional lives, leading some to seek stricter boundaries.

Quiet Quitting vs. Setting Boundaries: What’s the Difference?

While some view “quiet quitting” as a negative trend—a sign of disengagement and apathy—others argue it’s simply a rebranding of healthy boundary-setting. So, how do we differentiate between the two?

• Quiet Quitting: Often characterized by disengagement, apathy, and a lack of proactive communication. This approach can lead to resentment and a decline in work quality.
• Setting Boundaries: Involves clear communication with employers about workload, work hours, and expectations. This approach focuses on achieving a sustainable work-life balance and maintaining respect within the professional relationship.

The key difference lies in communication and intention. Setting boundaries is about proactively shaping your work experience to align with your needs and values, while “quiet quitting” often stems from unspoken frustration and a passive approach to addressing it.