What is quiet quitting?
Quiet quitting isn’t you handing in your resignation letter. Instead, it means doing exactly what your job asks—nothing more, nothing less. The phrase went viral around 2022–2023, especially on TikTok, as a way to push back against hustle culture and reclaim a better work-life balance.
In plain terms: you stay employed, but you say no to unpaid overtime, staying late for praise, or extra tasks beyond your role.
Why does quiet quitting matter?
Quiet quitting reflects a broader shift in how people feel about work in 2025. Many are burned out, undervalued, or simply want more life beyond the office walls. According to Gallup, over half of U.S. workers—and possibly 59% globally—show quiet-quitter traits: meeting basic job expectations without extra effort.
Employers and employees alike need to notice this trend because it often signals disengagement, unmet needs, or a lack of meaningful connection at work.
How can you recognize quiet quitting?
Here are common signs:
- You do only what’s in your job description—no volunteering for extra projects or meetings.
- You mentally clock out when there’s no real payoff.
- You keep a strictly professional boundary around work hours and effort.
It’s sometimes called “acting your wage” or “calibrated contributing” and echoes traditional “work‑to‑rule” tactics—doing precisely what’s required and nothing extra.
Who tends to quiet quit—and why?
Quiet quitting has been especially common among Gen Z and younger millennials. The reasons often include:
- Post‑COVID burnout and blurred boundaries between home and work.
- Feeling underappreciated, underpaid, or lacking clear goals.
- Rejecting hustle‑culture expectations pushed by past generations.
It’s a way for many to protect mental health—and establish boundaries—when the workplace doesn’t value those things by default.
Is quiet quitting good or bad?
It depends on your perspective:
- For employees, quiet quitting can be healthy: it sets limits, prevents burnout, and rebalances work and life.
- For employers, it may signal low engagement, missed innovation, or organizational issues that need attention.
Some see it as a subtle protest against being asked to give more than what you’re paid for—but without the drama of quitting publicly.
What’s the difference between quiet quitting and loud quitting?
- Quiet Quitting: silently doing the bare minimum and disengaging.
- Loud Quitting: actively voicing complaints, attending protests, or quitting with fanfare on social media (#QuitTok).
While both come from dissatisfaction at work, the tone and visibility are very different.
Tips: how to deal with quiet quitting (whether you’re an employee or a manager)
If you’re feeling pulled toward quiet quitting:
- Pause and assess your stress and workload.
- Set clear boundaries with work hours and tasks.
- Talk with your manager about recognition, growth, or fairness—not just workload.
- Keep looking for meaningful tasks that feel worthwhile.
If you’re a manager noticing quiet quitting among team members:
- Ask: are expectations clear? Do people feel seen and valued?
- Offer flexibility, growth opportunities, and recognition.
- Address root issues—not just behavior—to rebuild engagement.Tips / Best practices
- Do clarify your role and the tasks you’re paid for and stick to that.
- Don’t keep giving above-and-beyond effort without feedback, reward, or purpose—it leads to burnout.
- Normalize conversations about workload, compensation, and recognition.
- Focus on meaningful engagement instead of hustle for hustle’s sake.
By understanding quiet quitting, you can reclaim balance—or help others do the same. Whether you’re stepping back a bit on purpose or trying to re-engage, it’s all about knowing what you need, what your workplace provides, and finding the right middle ground.