Beyond the Name – It’s Not About Quitting Jobs
Despite the provocative title, the quiet quitting phenomenon has nothing to do with actually leaving one’s position. Instead, it represents a conscious decision by employees to perform only the bare minimum required by their job description and managers. They intentionally reject the unspoken expectation to go the extra mile as they have changed their priorities after the Covid-19 pandemic: mental health and well-being first, everything else comes second, including the paycheck amount.
Take Mia, for example. She was a prosperous recruitment specialist, always staying late to prepare for tomorrow’s interviews. The mornings started with her as well, running first in the office. She had this enormous passion and vitality until 2020, when her office routine was substituted by 4-walled isolation. After her emotional breakdown, which quite rapidly followed, she promised never to neglect herself and her well-being again. For her, quiet quitting refers not to being lazy or unprofessional – just a stable employee, setting some healthy boundaries, while maintaining her performance standards.
The Origins of Quiet Quitting
Just as Mia, there were thousands, and possibly millions of quiet quitters who felt their burnout post-pandemically, when everything slowed down. People then got time to step back and reflect on their lives. Were they meaningful? Or were they just a shadow of what they wanted to be, but hadn’t got the energy because they’ve used it entirely for their jobs?
Then, the keyword work-life balance started to appear everywhere. Suddenly, everybody talked about healthy work environments and the new quiet quitting trend that filled traditional and social media headlines. TikTok took the lead and presented the quiet quitters as heroes, instead of the workers who followed the centuries-old maxim: work hard, stay loyal, and you’ll be rewarded with job security, regular promotions, and a comfortable retirement.
Historical Work Culture vs. Today’s Changing Expectations
History repeats itself, also through a sort of revolution. What was once a raised collective voice of the rights of the employees, represented by the trade unions, is now boiled down to the individual’s single voice. More than they are quiet quitting, they are standing up loudly for themselves.
Although it looked like this phenomenon resulted from the pandemic shifts, deep down below, you can notice how the Millennials and especially the Gen Z witnessed the decline in their parents’ happiness, because of the corporate downsizing trends. They realised that exceptional performance doesn’t guarantee job security, and owners and general managers often choose to implement cost-cutting measures towards their workforce, while at the same time, they were continuously increasing their executive bonuses.
The Difference Between Quiet Quitting and Disengagement
Yes, quiet quitting impacts the employees’ engagement. But no, it is not that quitters are actively disengaged, but instead they are engaged in their work in a more balanced way.
Employee disengagement is highly visible, coming from a broader disconnection with the company culture, their role or their managers. Disengaged employees often exhibit declining performance, reduced quality of work, and a general lack of enthusiasm. They usually struggle to meet basic expectations and show little interest in contributing to their team.
On the other hand, we have the quiet quitting, where we see a more strategic and conscious choice of the level of employee engagement they invest in their roles. Quiet quitters remain competent and reliable in their core responsibilities and continue delivering quality work during business hours, but establish clear boundaries around additional requests or tasks. These workers refuse to go above and beyond without appropriate recognition or compensation.
The New Generation in the Workplace
The new generation of workers is notably more vocal about their workplace expectations, prioritising transparency, mental health support, and meaningful work instead of traditional perks like company cars, etc. They value their work and find their relationship with the company transactional – they are no longer giving more than the appropriate value, they take back in return.
Research shows that 70% of Gen Z employees expect to be promoted within their first 18 months, suggesting their high expectations for rapid career progression. However, when these expectations aren’t met, they tend to adjust their effort levels accordingly rather than simply accepting disappointment.
Shift from “Hustle Culture” to Prioritising Personal Boundaries and Well-Being
The “hustle culture” was a trend which dominated in the 2010s, promoting the idea that leisure time was wasted time and that true professionals should always be working hard towards their goals, having extra effort, extra projects and working overtime. Soon after, it proved a recipe for disaster – it led to a global epidemic of burnout, mental health issues and deterioration of personal time and relationships. The World Health Organisation shows the seriousness of this issue by numbers: in 2016, over 700,000 deaths from heart disease and stroke were caused by working long hours.
The shift towards prioritising well-being represents a more mature understanding of productivity, work hours, and success. Now, the modern global workplace cannot imagine itself without providing flexible hours and a hybrid environment, much needed for rest, recovery, and personal fulfilment.
Why Employees Are Turning to Quiet Quitting?
Several factors can contribute to the occurrence of quiet quitting. The global workforce is already well-acquainted with the effects of not setting its own clear boundaries. A burnout beast is lurking behind every aspiring worker. All it needs is just one more “Yes” instead of a firm “No”.
The mismatch between effort and recognition is the next root cause of quiet quitting. Going consistently above and beyond, only to see your extra efforts go unnoticed or unrewarded, is a pain point we cannot easily overcome. It’s against everything humans worked for. It’s simply unfair. It’s no wonder they got psychologically detached from their job immediately.
The workplace culture and the current economic situation also play a significant role here. Your life depends on whether you can be loud and clear about your boundaries, or you will fall under the weight of the employment relationship or economic pressure.
Is Quiet Quitting Harmful to Long-term Career Growth?
This question is complex and highly dependent on individual circumstances and organisational culture. While setting healthy boundaries at first, completely withdrawing from additional activities can limit opportunities for skill development, networking, and visibility. Employees who strictly follow the minimum requirements may miss chances to demonstrate their capabilities, learn new skills, or build relationships that could benefit their future careers.
How is Quiet Quitting Changing The Workplace?
Companies begin to recognise that traditional motivational strategies, such as expecting loyalty in exchange for job security, are no longer effective with modern workers who prioritise transparency, fairness, and work-life balance. This shift requires more sophisticated approaches, with employers focusing on outcome-based metrics rather than hours worked or visible presence. Companies begin to invest more heavily in employee recognition programmes, flexible working arrangements, and clear career progression paths to maintain engagement without relying on unpaid overtime or excessive workloads.
How Employers Can Respond?
First and most important rule: establishing clear expectations and boundaries. They should be transparent and explicit about the role requirements. This clarity helps prevent misalignment that can produce negative emotions and thus decrease employee productivity.
Second, every company has its budget constraints. But there are no constraints when it comes to providing regular recognition and meaningful feedback. It’s a priceless gesture and means a world to the one receiving it.
Lastly, line managers also play a crucial role in appropriately addressing quiet quitting through daily interactions with team members. Open conversations about workload, career aspirations, and even life goals should be openly discussed. If the worker feels still uncomfortable speaking, show your vulnerability and open up first. The key is creating a safe space, an environment where employees feel free to express concerns without fear of judgment or negative consequences.
Conclusion – From Quiet Quitting to Active Thriving
Rather than preventing quiet quitting and viewing it as a threat to be eliminated, forward-thinking organisations are recognising it as an opportunity for a more sustainable, respectful, and productive workplace. You should be the mirror in which employees can see how their work contributes to the company’s overall success. Be there for them, and they could easily become your most loyal workers and brand ambassadors, without you pushing for an unlimited commitment from their side.
Offer fair compensation, respect their boundaries, provide growth opportunities, and unselfishly recognise contributions. Move from describing employees as quiet quitters, and make them proud and active thrivers, and find yourself with a more engaged, productive and loyal workforce.
Join the discussion about quiet quitting on our social media channels:
