While the term itself might be new, the concept of quiet quitting isn’t entirely novel. Essentially, it refers to the act of doing the bare minimum at work — fulfilling your job description without going above and beyond. It’s about mentally checking out and disengaging from the hustle culture that often pervades modern workplaces.

This trend emerged in the wake of the COVID-19 pandemic, a period marked by widespread burnout and a reevaluation of priorities. Many workers, having experienced the fragility of life and the limitations of work-life balance, began to question the value of overexertion and relentless ambition.

Quiet Quitting or Boundary Setting: Where Does One End and the Other Begin?

The debate surrounding quiet quitting hinges on its interpretation. Some argue that it’s simply a rebranded term for setting healthy boundaries, a crucial aspect of well-being and work-life balance. After all, establishing limits on your time and energy is essential for preventing burnout and maintaining a sustainable work life.

Others, however, view quiet quitting as a symptom of a larger issue: widespread workplace dissatisfaction. They argue that it reflects a lack of engagement, motivation, and loyalty, potentially leading to decreased productivity and a decline in company culture.

Quiet Quitting as Boundary Setting:

• Protecting Personal Time: Prioritizing personal life over work obligations outside of contracted hours.
• Preventing Burnout: Avoiding overwork and the mental and physical strain it can cause.
• Setting Realistic Expectations: Focusing on completing assigned tasks without taking on extra responsibilities.

Quiet Quitting as Workplace Dissatisfaction:

• Lack of Engagement: Disinterest in going the extra mile or contributing beyond the minimum requirement.
• Decreased Motivation: Reduced enthusiasm and passion for work, leading to lower quality output.
• Erosion of Loyalty: A transactional approach to work, potentially impacting team morale and collaboration.