“Quiet quitting” describes doing the bare minimum at work—meeting requirements without going above and beyond. It’s a rejection of the “hustle culture” that often glorifies overworking. While the phrase is new, the sentiment isn’t. Burnout, lack of recognition, and stagnant wages contribute to employee disillusionment, particularly among Millennials and Gen Z.

Some see “quiet quitting” as a symptom of undervalued and overworked employees. Others see it as a natural response to unrealistic expectations and blurred boundaries in the digital age.

Analyzing the “Quiet Quitting” Trend: Key Considerations

To understand “quiet quitting,” we need to examine its different aspects:

• Setting Boundaries vs. Disengagement: There’s a difference between healthy boundaries and disengagement. Refusing work emails after hours can be positive, but consistently delivering subpar work without explanation can be detrimental.
• Company Culture’s Role: Toxic workplaces that overwork and undervalue employees breed “quiet quitting.” When employees feel unappreciated and burnt out, motivation and engagement plummet.
• Technology’s Impact: Constant digital connectivity blurs work-life boundaries. The expectation to be “always on” increases stress and the desire to reclaim personal time.

Reframing the Conversation: A Personal Perspective on “Quiet Quitting”

While “quiet quitting” might sound negative, it’s an opportunity to address workplace issues. Instead of viewing it as defiance, we should see it as a call for change.

Employees deserve clear boundaries, respect, and work-life balance. Employers need to foster open communication, reasonable expectations, and a culture of respect.