The Rise of “Quiet Quitting”: What Does It Mean?
The term “quiet quitting” is everywhere these days. But what does it actually mean? Is it a wave of disengaged employees leaving jobs, or a sign that priorities are changing? The truth, as always, is more nuanced.
“Quiet quitting” essentially means employees doing the bare minimum at work. They meet their job requirements but don’t go above and beyond. No more late nights, working weekends, or taking on extra projects. Some might see this as slacking, but many argue it’s about establishing healthy boundaries.
To understand this trend, we need context. The last decade saw “hustle culture” reign supreme, where long hours and constant availability were seen as the keys to success. This relentless pursuit of professional achievement often came at the cost of personal well-being, leading to burnout and unhappiness.
The COVID-19 pandemic further blurred the lines between work and personal life, forcing many to reconsider their priorities. The result? A growing desire for sustainable work-life balance. Employees are no longer willing to sacrifice their well-being for their jobs.
Quiet Quitting vs. Disengagement: Understanding the Difference
So, is “quiet quitting” just a fancy term for disengagement? Not necessarily. While it can indicate a lack of motivation or dissatisfaction with a specific job, it can also be a form of self-preservation.
Here’s the key difference:
- Disengagement: Marked by apathy, withdrawal, and declining work quality. This often stems from feeling undervalued, unappreciated, or lacking growth opportunities.
- Self-Preservation: A conscious choice to prioritize well-being and set healthy boundaries. Employees are still engaged in their work but choose to protect their personal time and energy.
It’s vital to understand the reasons behind “quiet quitting” behaviors. Addressing disengagement requires different strategies than supporting employees in setting healthy boundaries.