At its core, “quiet quitting” refers to the act of doing the bare minimum at work. It’s about fulfilling your job description without going above and beyond, essentially setting clear boundaries between your professional and personal life. While the term might be new, the concept itself isn’t exactly revolutionary. Employees have, for decades, grappled with burnout, disengagement, and the desire for a healthier work-life balance.

However, the conversation surrounding “quiet quitting” has brought to light a crucial question: Is it simply a rebranded term for setting healthy boundaries, or does it signal a deeper issue of employee dissatisfaction and apathy?

Quiet Quitting vs. Boundary Setting: A Fine Line?

The line between “quiet quitting” and “boundary setting” can be blurry. Here’s a breakdown to help differentiate the two:

Quiet Quitting:

• Motivation: Often stems from feeling burnt out, underappreciated, or disillusioned with the company culture.
• Approach: Characterized by a passive withdrawal from work, minimal effort, and a decline in enthusiasm and productivity.
• Impact: Can negatively affect team morale, project deadlines, and overall company performance.

Boundary Setting:

• Motivation: Driven by a desire for work-life balance, personal well-being, and a sustainable approach to work.
• Approach: Involves clear communication about limits, prioritization of tasks within work hours, and a focus on efficiency.
• Impact: Can lead to increased productivity within set boundaries, reduced stress, and improved overall well-being.