How implementing boundaries and a 4-day work week transformed our business—and why the quiet quitting conversation is more relevant than ever

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Last week at Future HR Fest in Toronto, I had a conversation that perfectly captured the misconceptions surrounding work-life balance. While chatting with an attendee about their teammate’s presentation on quiet quitting, I casually mentioned, “Oh, I quiet-quit my job back in 2021.”

His eyes widened. “Wait—you own the business!”

“Yes,” I replied, “and I still do.”

That moment reminded me how powerful—and misunderstood—this topic remains, especially for leaders who think boundaries don’t apply to them.

The term “quiet quitting” might sound contradictory coming from a business owner, but it was exactly what I needed. As I explained in my original 2022 post, the warning signs hit me during what should have been a relaxing and fun vacation. I was feeling completely drained and I had to make a change.  The solution wasn’t revolutionary—it was foundational. I committed to working only my “core hours” and preserving my sanity while maintaining business operations. It was my version of quiet quitting: setting non-negotiable boundaries, even as the person ultimately responsible for everything.

Since that initial boundary-setting, we’ve doubled down on our commitment to work-life balance. BlueSky Personnel Solutions successfully implemented a 4-day work week, and the results have exceeded our expectations:

• Enhanced Focus: Our team reports deeper concentration during work hours
• Reduced Burnout: Stress levels have noticeably decreased across the board
• Increased Productivity: Output has maintained or improved despite fewer working days
• Higher Engagement: Team members feel more energized and motivated
• Maintained Service Quality: Clients have experienced no decline in responsiveness or support

The key? We remain flexible, working Fridays when deadlines require it, but the default is a genuine three-day weekend.

Our 4-day work week has become the antidote to quiet quitting culture. Instead of employees feeling compelled to do the bare minimum to protect their well-being, we’ve created an environment where they can give their absolute best during work hours and completely disconnect afterward.

Based on our experience and observations from working with clients, here are 5 Strategies to Address Quiet Quitting Culture

• Leaders MUST Lead By Example

If you’re sending emails after hours, your team needs explicit permission to ignore them until business hours resume. Whether mandated by policy or law, the right to disconnect must be genuinely respected, not just theoretically acknowledged.

• Measure Outcomes, Not Hours

Shift your performance metrics from time-based to results-based measurements. The critical question every manager should ask: “Are my employees generating the results we need?” Managing time instead of managing outcomes has become an outdated practice that drives quiet quitting behavior.

• Embrace True Flexibility

Since 2018, our office has been fully remote, allowing our team to work anywhere within Canada. The location and exact timing of work matter far less than the quality of results and achievement of objectives.

• Treat Well-being as a Performance Strategy

The fear that “less time equals less output” has proven false in our experience. Consider alternative work structures like 4-day weeks, flexible hours, or compressed schedules as business optimization tools, not employee perks.

• Challenge the Glorification of Overwork

Stop celebrating busy-ness and start celebrating efficiency. Recognize employees who achieve excellent results within reasonable hours, not those who log the most time.

Three years after my initial “quiet quitting” revelation, I can confidently say that setting boundaries—even as a business owner—ranks among the best decisions I’ve made. Our 4-day work week has proven that respecting work-life balance isn’t just beneficial for employees; it’s strategically advantageous for business performance.

The surprise from that Future HR Fest attendee reflects a broader leadership blind spot: many still believe that business owners and senior leaders are somehow exempt from needing boundaries. The truth is exactly the opposite—modeling healthy work habits isn’t just beneficial, it’s essential for creating sustainable, high-performing organizations.

As we continue navigating the evolving workplace landscape, successful companies will be those that view quiet quitting not as a threat to manage, but as valuable feedback about what today’s workforce genuinely needs. The organizations that thrive will be those that proactively create environments where engagement and well-being coexist naturally.

What strategies is your organization implementing to support work-life balance? I’d love to hear about your experiences with flexible work arrangements and their impact on team performance and satisfaction.

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If you are looking to add some exceptional Bilingual (French/English) new hires to your team, then tap into our proprietary candidate network today. We are connected to the best talent across Canada, and it would be our pleasure to help you find your next company superstar! Call or email us today at: 416-236-3303, and [email protected]. We look forward to serving you!