When I initially encountered the headlines featuring the latest workplace buzzword—”quiet quitting”—I anticipated it might refer to individuals abruptly leaving their jobs without informing their employer or bidding farewell to colleagues. To my surprise, the term is applied to those who continue to fulfill their daily work responsibilities but may not be going the extra mile—individuals who disengage from notifications and refrain from responding to work emails at late hours. In essence, “quiet quitting” embodies a quest for improved work-life balance while still fulfilling work obligations.
However, by coining it as “quiet quitting,” employers seem to promote the notion that surpassing standard performance expectations is the norm. Ed Zitron, CEO of the public relations firm EZPR, who has extensively written on the topic, notes, “Quiet quitting is commonly being referred to as doing the bare minimum at work, which makes it sound like people are being lazy or entitled.” Zitron emphasizes that the “bare minimum” essentially involves working the designated hours and completing assigned tasks—simply fulfilling the fundamental aspects of one’s job.
This characterization could cast individuals who prioritize a balanced approach to work and personal life in a negative light. Cynthia Pong, founder and CEO of the career coaching firm Embrace Change, emphasizes the potential for the term to be weaponized against workers who assert that their work aligns with the compensation, respect, and autonomy provided by employers. Pong contends that there should be no stigma attached to individuals who seek work-life balance, and they should not face accusations of subpar performance simply because they prioritize having a fulfilling life outside of work.
The Emergence of “Quiet Quitting”
While “quiet quitting” is currently gaining widespread attention, the act of establishing boundaries for work-life balance is not a novel concept. According to Cynthia Pong, founder and CEO of the career coaching firm Embrace Change, this phenomenon, though popularized on TikTok, is not a recent development but rather reflects generational values. The current generation places less emphasis on a purely monetary focus and seeks a more balanced approach to life.
The surge in “quiet quitting” can be attributed to the transformative events of the past few years, marking a non-quitting counterpart to the Great Resignation. The upheavals, including the pandemic, have prompted individuals to reassess their priorities. Employees, faced with layoffs, staffing challenges, and the strain of working under-resourced, have become fatigued. Some employers, in an attempt to cope with the workforce shortage, may resort to tactics like guilt or shame, pressuring employees into overwork and disregarding the principles of a healthy workplace.
The return to the office may have acted as a tipping point for many workers, particularly considering that a minimal number of individuals express a desire to discontinue remote work. Trust issues between bosses and employees, coupled with the perceived lack of reason for returning to the office, have contributed to a reluctance to go above and beyond in work efforts. Ed Zitron, CEO of the public relations firm EZPR, highlights the impact of bosses compelling a return to the office without clear justification, leading employees to resist going the extra mile.
Furthermore, “quiet quitting” can be seen as a corrective response to the dominant culture of leaning in and hustle that has prevailed in career-focused discussions in recent years. According to Pong, there is a clear rejection of such expectations, with individuals unwilling to undergo excessive challenges without the prospect of career advancement or financial rewards. It reflects a collective decision to establish boundaries in the face of unrealistic expectations.
A significant factor contributing to “quiet quitting” is the frustration among workers. Zitron points out that corporate America often lacks transparency in career progression and fails to compensate for overtime. The expectation for employees to take on additional responsibilities and work harder without transparent career paths or adequate remuneration is viewed as deeply unreasonable.
Navigating the Contemporary Workplace
As individuals grapple with burnout, implementing strategies to establish healthy work boundaries is essential for achieving the sought-after balance in professional life.
Leveraging Technology Effectively
While smartphones may contribute to work encroaching on personal time, they can also serve as tools for reclaiming control. Managing notifications by snoozing Slack messages and work emails after the designated work hours, along with establishing a cutoff time for work calls, empowers individuals to detach from work-related demands. Additionally, employing automatic responses to communicate the next available time for responses can reinforce boundary-setting.
Optimizing Peak Productivity Hours
Identifying and capitalizing on one’s “golden hours” — periods of peak productivity — is crucial. Structuring daily and weekly schedules around these optimal times allows individuals to focus on tasks that require deep, creative, or strategic thinking. It is advisable to safeguard these periods for high-priority activities, reserving less demanding tasks for moments when energy levels naturally dip.
Strategic Task Allocation
Recognizing fluctuations in energy levels throughout the day enables effective task allocation. Saving intellectually undemanding or routine tasks for periods of lower energy ensures that crucial work aligns with one’s cognitive capacity. This approach optimizes productivity and prevents burnout.
Disconnecting During Vacation
Preserving the sanctity of vacation time necessitates proactive disconnection from work-related communications. Employing an out-of-office auto-reply is a practical step to signal unavailability. Choosing remote vacation locations with limited cell service and wifi further minimizes the potential for work interruptions. In cases where staying in touch with the office is unavoidable, setting specific and restricted “office hours” during the morning provides a controlled window for addressing queries or participating in meetings.
Establishing Clear Work Boundaries: A Blueprint for Effective Communication
Transitioning from a 24/7 work mentality to a more balanced approach requires effective communication with both your team and supervisor. To communicate your boundaries, a straightforward statement can be utilized: “I won’t be available after 7 p.m., but will be able to respond first thing in the morning.” This communicates your availability window clearly and respectfully.
In the event of pushback, it is crucial to seek specific details on why your set boundaries are perceived as problematic. Addressing concerns head-on is key. If confronted with complaints about “quiet quitting,” it is recommended to request precise examples of tasks left unattended. Ed Zitron, CEO of EZPR, suggests dismissing trivial complaints, such as answering late-night phone calls, by highlighting their inconsequential nature.
Building a Support System and Strengthening Your Portfolio
If a current workplace lacks engagement or loyalty, it might be opportune to explore new career avenues. In the current job market favoring seekers, Cynthia Pong, CEO of Embrace Change, advises individuals to proactively build a strategic network of mentors, sponsors, and champions. This network serves as a valuable resource in times of uncertainty, providing support and guidance. Investing in professional relationships and maintaining an updated portfolio ensures readiness for potential career shifts, preventing individuals from being caught off guard.