To understand quiet quitting, we need to consider the context in which it emerged. The COVID-19 pandemic fundamentally shifted our relationship with work. Remote work blurred boundaries, and the “always-on” mentality took root. Simultaneously, the Great Resignation saw employees reevaluating their priorities, seeking better work-life balance, and demanding more from their employers.

Against this backdrop, quiet quitting emerged as a form of employee disengagement. Instead of outright quitting their jobs, individuals choose to do the bare minimum, strictly adhering to their job descriptions and resisting the pressure to go above and beyond.

Quiet Quitting vs. Boundary Setting: What’s the Difference?

While the term “quiet quitting” suggests a negative connotation, it’s essential to differentiate between disengagement and healthy boundary setting. Here’s where the nuance lies:

Quiet Quitting Signs:

• Disengagement and Apathy: Characterized by a lack of enthusiasm, minimal effort, and a general sense of detachment from one’s work.
• Lack of Communication: Individuals may withdraw and avoid communication with colleagues and superiors, creating a sense of isolation.
• Potential for Resentment: Quiet quitting can breed resentment towards the employer and potentially impact team morale.

Benefits of Setting Boundaries at Work:

• Prioritizing Well-being: Setting clear boundaries to protect personal time, prevent burnout, and maintain a healthy work-life balance.
• Open Communication: Communicating boundaries effectively with managers and colleagues to ensure expectations are aligned.
• Sustainable Engagement: Engaging fully during work hours while stepping away when needed to recharge and return refreshed.