The pandemic undeniably reshaped our relationship with work. Remote work blurred boundaries, leading to longer hours and increased burnout. Employees, feeling undervalued and overworked, began seeking a better balance. Enter “quiet quitting,” a term that resonated with those disillusioned by hustle culture and seeking a more sustainable approach to their careers.

Quiet Quitting or Setting Boundaries? Unpacking the Difference

The ambiguity of “quiet quitting” fuels much of the debate. Is it simply:

• Setting healthy boundaries: Declining extra work outside contracted hours, prioritizing personal time, and focusing on agreed-upon tasks.
• A passive form of protest: Disengaging mentally while physically remaining employed, leading to decreased productivity and a decline in work quality.

The reality likely lies somewhere in between. For some, “quiet quitting” is a healthy way to reclaim their time and mental well-being. For others, it signals deeper dissatisfaction with their job or company culture.

Why Is “Quiet Quitting” Trending?

Here’s what we need to consider:

1. The Great Resignation hangover: Many employees are still grappling with burnout from the pandemic. “Quiet quitting” could be a coping mechanism to avoid another major life change like quitting a job.
2. Shifting priorities: Younger generations prioritize work-life balance more than previous generations. They’re less likely to subscribe to the “always-on” mentality and are more comfortable setting boundaries.
3. The need for open communication: “Quiet quitting” often stems from feeling unheard or undervalued. When employees don’t feel comfortable voicing their concerns, they may resort to quiet disengagement.

Beyond Quiet Quitting: How to Create a Healthier Workplace

While I understand the appeal of a catchy phrase, I believe “quiet quitting” is a misnomer. Setting boundaries and prioritizing well-being shouldn’t be viewed as “quitting” in any form. It’s about taking responsibility for your well-being and advocating for your needs.