The rise of quiet quitting can be attributed to several factors. The COVID-19 pandemic, with its blurring of work-life boundaries and increased workloads, undoubtedly played a role. Employees, feeling burnt out and undervalued, began to question the expectation of constantly going the extra mile, especially when it often came at the expense of their personal lives.

Simultaneously, a growing awareness of mental health and the importance of well-being has encouraged individuals to prioritize their own needs. This shift in perspective has led many to reject the “hustle culture” mentality that often permeates the modern workplace.

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

The controversy surrounding quiet quitting stems from its ambiguous definition. Some argue it’s simply a negative spin on setting healthy boundaries. After all, refusing to answer emails after work hours or declining to take on extra projects without proper compensation can be seen as reasonable self-care.

However, critics argue that true quiet quitting goes beyond setting boundaries. It implies a lack of engagement and enthusiasm, potentially impacting team morale and productivity. They contend that instead of silently disengaging, employees should communicate their needs and concerns to their employers.

Quiet Quitting

• Doing the bare minimum required.
• Disengaging emotionally from work.
• Not seeking growth or development opportunities.

Setting Boundaries

• Clearly communicating work-life boundaries.
• Prioritizing well-being without neglecting responsibilities.
• Engaging in open communication with employers about needs and expectations.