Introduction
The workplace is abuzz with a new term: “quiet quitting.” But is it truly a new phenomenon, or simply a rebranding of an age-old struggle for work-life balance? This concept has sparked a heated debate, forcing us to examine the evolving expectations between employers and employees.
Understanding Quiet Quitting: Background and Context
Quiet quitting, in its essence, refers to employees doing the bare minimum required of their job description and no more. They’re not going above and beyond, pulling extra hours, or taking on additional responsibilities without clear compensation or recognition. While this might seem like a straightforward concept, it has sparked controversy.
On the one hand, some argue that quiet quitting is a symptom of a larger problem: burnout, lack of engagement, and feeling undervalued. Years of hustle culture, increased workloads, and stagnant wages have left many feeling disillusioned and burnt out. Quiet quitting, they argue, is a form of self-preservation, a way to reclaim personal time and prioritize well-being.
