The phrase “quiet quitting” gained traction on social media, particularly TikTok, where users shared their experiences of doing the bare minimum at work. It resonated with individuals feeling burnt out and disillusioned, especially in the wake of the pandemic’s impact on work-life balance.

However, the term itself has drawn criticism for being misleading. Critics argue that “quiet quitting” isn’t really about quitting at all, but rather a refusal to subscribe to hustle culture and the expectation of going above and beyond without proper recognition or compensation.

Unpacking the Nuances: Quiet Quitting vs. Boundary Setting

The heart of the matter lies in distinguishing between “quiet quitting” as disengagement and “quiet quitting” as a form of boundary setting.

Quiet Quitting as Disengagement

This interpretation implies a lack of motivation and a passive approach to work. It might involve:

• Doing the bare minimum to get by.
• Withdrawing from team projects or initiatives.
• A general lack of enthusiasm or effort.

Quiet Quitting as Boundary Setting

This perspective reframes “quiet quitting” as a way to reclaim personal time and well-being. It can manifest as:

• Leaving work promptly at the end of the workday.
• Not responding to work emails or messages outside of work hours.
• Prioritizing personal commitments and mental health.

It’s Time We Talked About Boundaries at Work

While the term “quiet quitting” might be up for debate, the underlying sentiment is undeniable. Employees are increasingly recognizing the importance of setting boundaries between their professional and personal lives. The glorification of overwork is losing its appeal, and people are seeking a more sustainable and fulfilling existence.

For too long, the expectation to be “always on” has blurred the lines, leading to burnout and dissatisfaction. It’s time to normalize healthy boundaries. This means prioritizing well-being, setting realistic expectations, and fostering a work culture that values both productivity and employee well-being.