The Rise of “Quiet Quitting”
The term “quiet quitting” has taken the internet by storm, sparking heated discussions about work-life balance, employee engagement, and the evolving employer-employee dynamic. But is this really a new phenomenon, or just a catchy phrase for something many of us have experienced or witnessed before?
Decoding the Trend: What is “Quiet Quitting”?
At its core, “quiet quitting” describes employees who choose to do the bare minimum at work. They fulfill their job descriptions without going above and beyond, opting out of extra projects, overtime, or attending non-mandatory work events.
Proponents of the trend argue that it’s a form of self-preservation, a way to reclaim personal time and mental energy in a work culture that often glorifies hustle culture and overwork. They see it as setting healthy boundaries to prevent burnout and prioritize well-being.
Critics, however, view it as a passive-aggressive approach to work, suggesting that it breeds disengagement, hinders career progression, and ultimately harms both the individual and the organization. They argue that open communication and active problem-solving are more effective ways to address dissatisfaction.
