Is “Quiet Quitting” Being Lazy or Smartly Setting Boundaries to Prevent Burnout?

Is “quiet quitting” simply another sign that people are feeling invalidated, or is it a strategic approach to establish healthy work-life boundaries and prevent burnout?

The Experience of Invalidation

Invalidation is the experience of feelings being denied or valued, often resulting from poor communication and coercive control. Quiet quitting is a sign of psychosocial hazards in the workplace, where employees acknowledge their feelings through this understanding.

Cognitive Control and Self-Doubt

Coercive control often employs indirect aggression and inconsistent communication to create self-doubt. This practice, known as 'crazy making,' aims to enforce self-doubt and potentially assert the dominant controlling person or group as more valuable. Clements (2022) suggests that quiet quitting provides a way to challenge these dynamics by setting clear boundaries for one's own well-being.

Setting Boundaries vs. Perceived Laziness

“Quiet quitting” can be viewed from both perspectives, and the interpretation often depends on individual viewpoints and workplace culture.

Establishing Healthy Work-Life Balance

Many view quiet quitting as a way to establish healthy work-life balance and prevent burnout. By disengaging from the expectation to go above and beyond without additional compensation or recognition, employees can focus on their primary job responsibilities. This approach can promote mental well-being and sustainability in one’s career.

Perceptions of Laziness

Conversely, some may interpret quiet quitting as a lack of motivation or commitment. In competitive work environments, this attitude might be seen as a sign of laziness, especially if colleagues continue to engage fully in their roles.

Ultimately, the effectiveness and appropriateness of quiet quitting depend on the context in which it occurs, including personal needs, workplace expectations, and the overall company culture. Balancing personal well-being with professional responsibilities is crucial, and what might be seen as setting boundaries in one environment could be perceived differently in another.

Personal Insights and Examples of Quiet Quitting

Realistically, quiet quitting is simply doing what you are hired to do, nothing more, nothing less. If you are content with your position within the company and you are fine with the terms of the job, that is quiet quitting. You shouldn’t expect much in terms of raises or promotions if that is your level of satisfaction.

I thought the term was absurd for the longest time until I hit a professional wall. My leadership was continuously demanding more from me without paying me more, and a growing workforce around me was becoming less competent, shifting more of the workload onto me. It pained me to do it, but I drew my line in the sand.

I said, “I will show up when I am supposed to. I will take my lunch when I am supposed to. I will leave when my shift ends.” This stance allowed me to maintain my professional integrity while ensuring my well-being.

Conclusion

The debate around quiet quitting reflects a broader conversation about the needs of employees in modern workplaces. Understanding the motivations and impacts of this phenomenon can help employers foster a more supportive and balanced work environment.