To understand “quiet quitting,” we need to look at the larger context. Gen Z has witnessed firsthand the burnout and dissatisfaction of older generations who subscribed to the “always-on” work culture. Social media, while offering connection, also perpetuates a highlight reel of success, further fueling the pressure to achieve.

Add to this the rising cost of living, stagnant wages, and a lack of affordable housing, and it’s understandable why young people are re-evaluating their priorities. Why break your back for a company that doesn’t seem to value your well-being or offer a clear path to a secure future?

Quiet Quitting: Solution or Symptom of a Larger Issue?

“Quiet quitting” has sparked a heated debate. Is it a healthy recalibration of work-life boundaries or a recipe for career stagnation?

Arguments for Quiet Quitting:

• Prioritizing well-being: In a world obsessed with productivity, “quiet quitting” allows individuals to prioritize their mental and physical health.
• Setting boundaries: It pushes back against the expectation of being “on” 24/7, reclaiming personal time and space.

Arguments Against Quiet Quitting:

• Career limitations: Doing the bare minimum might not lead to promotions or career advancement.
• Impact on teamwork: It could create resentment among colleagues who are pulling their weight.

Finding a Balance: Conscious Engagement Instead of Quiet Quitting

As someone who’s experienced burnout firsthand, I understand the allure of “quiet quitting.” It’s tempting to disengage when you feel undervalued or overwhelmed. However, I believe the answer lies not in quiet quitting, but in conscious engagement.

This means setting healthy boundaries, yes, but also proactively seeking out work that aligns with your values and goals. It’s about communicating your needs and expectations clearly with your employer. It’s about advocating for a work culture that prioritizes both productivity and well-being.