While the phrase may feel new, the concept of “quiet quitting” isn’t entirely novel. Essentially, it refers to employees doing the bare minimum required of their job description and no more. They’re not actively seeking new employment, but they’re also not going above and beyond to impress their bosses or climb the corporate ladder.

Several factors have contributed to this trend:

• Burnout: The pandemic, coupled with an always-on work culture, has left many employees feeling exhausted and disillusioned.
• Shifting Priorities: The “hustle culture” mentality is being challenged as people prioritize work-life balance and personal well-being.
• Wage Stagnation: With salaries not keeping pace with inflation and the rising cost of living, some workers feel less motivated to go the extra mile.

Quiet Quitting or Simply Setting Boundaries?

Here’s where the debate gets interesting. For some, “quiet quitting” is simply another term for setting healthy boundaries. It’s about refusing to be defined solely by work and protecting personal time. This perspective emphasizes the importance of:

• Work-life balance: Disconnecting after work hours and prioritizing personal time.
• Saying “no” strategically: Declining additional tasks that stretch beyond job responsibilities.
• Prioritizing mental health: Recognizing the need for breaks and setting limits to prevent burnout.

However, others view “quiet quitting” as a form of passive resistance or disengagement. This perspective argues that it can foster a negative work environment and hinder career progression. Concerns include:

• Lack of communication: Employees may not be communicating their needs or dissatisfaction directly to their managers.
• Impact on team morale: The perception of colleagues not pulling their weight can create resentment.
• Missed opportunities: By disengaging, employees might miss out on valuable learning experiences and growth opportunities.