Neudefinition der Work-Life-Balance: Was ist die Quiet Quitting-Bewegung?

What is quiet quitting?

Quiet quitting is a social movement that since the COVID-19 pandemic has increased in popularity, particularly among working members of Gen Z - born between the mid-1990s and early 2010s. Quiet quitting prioritises reducing work stress by maintaining work-life boundaries. The aim is to remain employed while safeguarding mental wellbeing by only doing the bare minimum.

Kristie Tse, Psychotherapist, Uncover Mental Health Counseling, New York, USA says: "While the term itself may seem new, the phenomenon is not. It's similar to what was previously known as "work-to-rule" or simple disengagement. Quiet quitting has gained recent traction as a modern response to workplace burnout and dissatisfaction.

Why do people quiet quit?

Gen Z - is more likely to embrace quiet quitting than older generations. The COVID-19 pandemic - which significantly impacted their transition from school to work - shaped their views on the modern workplace. Many Gen Z'ers experienced a sudden loss of employment, leading to a heightened distrust of corporate commitment to their mental health compared to previous generations.

Vikas Keshri, Clinical Director, Bloom Clinical Care, Toronto, Canada says: "A lot of people had their eyes opened by the pandemic, which spurred the quiet quitting movement. The unprecedented number of job losses confirmed the assumption that most employers view workers as disposable and replaceable.

"People began to work more strategically to preserve their mental and physical well-being. They came to the realisation that going the extra mile for a business that won't do the same for them is unfair."

Tse says that when employees feel overworked and undervalued, they may pull back to protect their mental and physical health. Long-term stress and anxiety can push them to quietly disengage as a coping mechanism.

Is quiet quitting bad?

Quiet quitting can have significant effects on both mental health and the workplace environment. Finding a happy balance between the two factors can be challenging.

"On the one hand, quiet quitting might serve as a protective mechanism against burnout," says Tse. "On the other hand, long-term disengagement can lead to feelings of dissatisfaction, low self-esteem and a sense of unfulfillment, which can also have negative effects on mental health."

She adds that the ripple effects of quiet quitting could eventually erode organisational culture, leading to higher turnover rates and a less motivated workforce. This could create an environment where the remaining engaged employees feel overburdened, leading to further disengagement.

Keshri, however, views the act of quiet quitting as a person drawing healthy boundaries between their work and personal life.

"The term quiet quitting carries a very negative connotation, suggesting that those who follow this technique are throwing their jobs away and performing the bare minimum to get paid," he says. "If it were called 'mindful working' instead, I don't think it would have such an unfavourable image."

So, what's the answer?

To address the potential pitfalls of quiet quitting, you should prioritise self-care and recognise burnout signs. Organisations should foster a supportive work environment with clear communication, recognition, work-life balance, and employee respect.

Amanda Chaitnarine is Director of HR Diagnostics, Advisory & Data Insights at McLean & Company, Ontario, Canada. She says that a psychologically safe environment - one that encourages authentic conversation and the freedom to express your concerns without fear of retribution - is the best approach to dealing with disengagement.

"It is only through candid conversation and intentional effort that the root causes of quiet quitting can be effectively addressed," she says. "When organisations treat their employees as people first, this promotes a healthier work environment, improved morale and increased engagement."

How to cope with stress at work

According to mental health charity Mind, persistent stress - whether work-related or otherwise - can increase your likelihood of developing anxiety or depression. While personal measures - such as mindfulness practices, and prioritising physical well-being - can be helpful, proactively addressing the source of your stress plays a crucial role in preventing work-related anxiety.