To understand this trend, we need to acknowledge the context. The COVID-19 pandemic triggered a global shift in work dynamics. Remote work blurred the lines between personal and professional lives, often leading to longer hours and burnout. Simultaneously, the rise of “hustle culture” glorified overworking, creating unrealistic expectations for many employees.

In this environment, “quiet quitting” emerged as a form of silent protest. Employees, feeling overworked and undervalued, began doing the bare minimum, disengaging from tasks beyond their job descriptions. This phenomenon highlighted a growing disconnect between employer expectations and employee well-being.

Quiet Quitting vs. Setting Boundaries: A Critical Distinction

However, labeling all forms of work-life balance as “quiet quitting” is reductive and potentially harmful. It’s crucial to distinguish between disengagement and setting healthy boundaries.

What is Quiet Quitting?

Quiet Quitting often involves:

• Apathy towards work and a decline in performance
• Withdrawing from team efforts and avoiding extra responsibilities
• A general sense of dissatisfaction without actively seeking solutions

What is Setting Boundaries?

Setting Boundaries, on the other hand, means:

• Clearly communicating your limits and work availability
• Prioritizing personal well-being without compromising work quality
• Proactively addressing work-life imbalances with your employer