Quiet quitting is everywhere these days.
You do the work you’re paid to do, then you step back — browse online, nap, walk, or take a long lunch. And not just on Fridays.
How did this become a trend? What are the upsides and downsides of quiet quitting in a job market where workers often have the upper hand?
TikTok helped popularize it. A few creators made the idea go viral, and the pandemic pushed companies to rethink work-life balance. The Great Resignation and a recovering economy left businesses scrambling to attract and keep talent. Suddenly everyone’s talking about a four-day workweek.
Many people are simply burned out—especially those who had to be on-site during the worst of COVID. Some leaders seem to act like the last two years never happened: they reopen offices and demand employees give up remote work. HR teams don’t always see that this is yet another big change for people who already handled a pandemic, political turmoil, rising prices, and climate issues. Adding long commutes and less flexible childcare only makes things worse.
We might have predicted this. Change is accelerating, while human ability to adapt hasn’t sped up in the same way. That’s part of why some resisted masks, even when their reasons were wrapped in politics or religion.
At some point people say “enough” and shift energy toward self-care. Quiet quitting is a way to regain balance and freedom without actually quitting, unlike the Great Resignation. If your employer won’t give you the balance you need, it makes sense to disengage from the hustle and just do what’s required.
Ideally, companies notice what employees need and build workplaces that respect time off and autonomy. That’s the theme I write about when I discuss alternatives to early retirement: why leave if your work is meaningful, challenging, and flexible?
Keeping top talent isn’t just about pay and vacation days. It means moving away from command-and-control, productivity-at-all-costs models toward sustainable work that supports innovation and learning. That shift takes courageous leaders.
Pros
1) You can get away with it (for now). With low unemployment, workers have leverage. If you meet expectations, quiet quitting is an option. It’s not the same as the “I don’t care” Office Space stereotype.
2) You still get paid and keep benefits. Maybe you’re less engaged, but you’re meeting your job description professionally. Recovering from burnout takes time—take the time you need.
3) You can use your paycheck well. Not giving 110% doesn’t mean your money can’t do good—consider donating to effective charities like GiveWell.
4) It’s guilt-free. Quiet quitting means doing what was asked without overcommitting. You can say “no” without feeling bad.
5) It’s a soft path to retirement. If you’ve worked hard for years, quiet quitting can be a gentle downshift—leave a bit earlier for an afternoon off and recharge.
Cons
1) It can come off as passive-aggressive. If you’re burned out but haven’t told your boss, you might be missing a chance to build trust. Good leaders step up when employees share struggles. If your company doesn’t respond, it might be time to look elsewhere.
2) You might let your team down. Doing only your part is fair, but what about times when the team needs everyone to push to finish something important?
3) Not everyone can do it. Inequality and discrimination mean many people can’t reduce effort without risking their jobs. In some places, workers are pushed to keep going because there’s always someone ready to take their seat.
4) You could waste the energy of your early career. If you’re in your 20s or 30s, that drive can pay off. If you’re burned out that early, consider changing jobs or fields so you don’t lose those years.
5) You might regret not being true to yourself. If you dislike your job, consider whether you want to keep coasting. A small group of people love their work and produce most of the innovation; many of us work because we need the income.
In the end, think about con #5 and where you are in your career. Later in life, once you have some financial independence, consider trying a new career or starting a business instead of staying stuck doing the minimum. Don’t look back wishing you’d tried something that sparked a little passion just because your current job paid the bills.
Quiet quitting can come in seasons. It’s not always a permanent fix for a temporary problem. I ease up in the summer and pick things back up in fall and winter. Whatever you do, communicate with your manager—especially if burnout is impacting you. Be clear about what you can take on at different times of the year; honesty is usually appreciated.
I’m speaking as a manager who considered early retirement but still practices quiet quitting. What do you think are the pros and cons of quiet quitting? Share your thoughts in the comments.