- September 19, 2025
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Quiet quitting against Hustle culture – where is the balance?
Quiet quitting does not mean actually leaving a job. It is a term used to describe a phenomenon where employees stop putting in extra effort beyond their formal responsibilities. The term became popular about 2–3 years ago on social media (especially TikTok) as a reaction to the so-called “hustle culture.”
Hustle culture places continuous work, the pursuit of productivity and achievements at any cost on a pedestal. On the positive side, it can motivate people to be more goal-oriented, to develop their skills and to achieve their objectives. On the other hand, the negatives may include burnout, stress, physical and mental health problems, and a loss of work-life balance. Critics of the hustle culture argue that it creates the illusion that a person must always be doing something useful, while rest is viewed as wasted time (if you’re not constantly working on something, you’re “falling behind”).
What are the defining characteristics of hustle culture?
These characteristics include certain typical behaviors:
- Work as a central value – people define themselves through professional success and productivity.
- Overload – long working hours, often overtime, with little balance between personal and professional life.
- Focus on success and money – self-worth is often tied to how fast you advance, how much you earn or how visible your achievements are.
- Glorification of “busyness” – the constant “I don’t have time” and “I’m working on a new project” are seen as prestigious.
- Showcasing success online – displaying productivity and “success” on social media becomes part of one’s image.
How do these characteristics manifest in daily life?
These characteristics may manifest in daily life as:
- Coming to the office early and staying late, presented as a sign of dedication.
- Being available by email and phone at all hours because managers might need something.
- Pressure for constant growth.
- Posting on social media about being “always connected” to a laptop – whether on the beach, at a café or on public transport.
- A cult of morning routines and multitasking (waking up very early, exercising, reading, or doing other activities, followed by several meetings, at hours when most people are just starting their workday).
This has led many people to push back against hustle culture through concepts such as slow living and quiet quitting, in search of more balanced ways of living and working. Slow living is a philosophy that emphasizes quality over quantity. It is about consciously slowing down and enjoying the journey toward achievements and growth, rather than rushing toward goals.
Quiet quitting can be seen as a form of passive protest against excessive employer demands, without actually resigning. The main reasons for this are professional burnout, lack of recognition and fair pay, and the desire for work–life balance..
How does quiet quitting manifest in employees’ behavior?
1. Focus only on assigned duties
Employees work strictly only within their job description.
2. Strict observance of working hours
They finish tasks within scheduled hours and do not respond to emails or messages after work. If asked to work overtime, they do so only with additional pay.
3. Low engagement with company culture
They avoid informal events, team-building activities or other non-mandatory functions.
4. Clear separation of work and personal life
Employees set boundaries and prioritize family, hobbies and personal time.
5. No acceptance of extra tasks outside official role
They do not volunteer for additional projects or initiatives.
Instead of viewing quiet quitting as a “problematic” phenomenon, it can be seen as a signal that a new kind of work culture is needed. The real question is: Is quiet quitting truly a problem, or is it simply a natural return to the idea that work is only one part of life, not the whole of it?
As always, the answer lies in the balance: employees should not have to sacrifice themselves endlessly, and employers, on the other hand, are entitled to expect professionalism and engagement.
The key is to seek balance and flexibility in work models, improve communication, provide recognition and motivation (not only financial) and foster a culture of respect where employees feel valued rather than exploited.
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