At its core, “quiet quitting” describes employees who choose to do the bare minimum required of their job description, opting out of going above and beyond. They’re not actively seeking new employment, but they’ve mentally checked out of their current role. This phenomenon can manifest in various ways, including:

• Consistently leaving work precisely at the end of the workday
• Declining to take on additional projects or responsibilities
• Reduced enthusiasm and participation in meetings
• Minimal communication beyond essential work-related matters

This trend can be attributed to a confluence of factors, including:

1. Burnout and Pandemic Fatigue: The past few years have taken a toll on mental health and well-being, leading many to re-evaluate their priorities and seek a healthier work-life balance.
2. The Rise of Hustle Culture: The constant pressure to do more, achieve more, and be “always on” has left many feeling depleted and resentful.
3. Lack of Recognition and Reward: When employees feel undervalued and underappreciated, their motivation and engagement plummet.

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

While the term “quiet quitting” might suggest a negative connotation, it’s crucial to recognize the difference between disengagement and establishing healthy boundaries.

Quiet Quitting: Often stems from feelings of resentment, apathy, or disillusionment. It’s a passive form of resistance that can negatively impact team morale and productivity.

Setting Boundaries: Represents a proactive approach to protecting one’s well-being and ensuring a sustainable work-life balance. It’s about communicating needs and expectations clearly and respectfully.