The Impact of 'Quiet Quitting'
'Quiet quitting' is not laziness, it is disengagement. It describes a situation in which employees do only what is strictly necessary, without going beyond the call of duty. Although the term has become popular only recently, this behavior has been present in many organizations for a long time. The key is not to punish it but to diagnose it, so you can build spaces where talent wants to stay.
Context in Colombia
• 62% of workers report feeling emotionally disconnected.
• Only 38% feel their role has a clear purpose.
• 57% say they do not receive meaningful feedback.
Root causes
• Cultural misalignment: When personal values do not match the company's.
• Little recognition: A lack of authentic feedback.
• Lack of autonomy: Excessive supervision.
• Career stagnation: No development plans.
• Hidden turnover: People who are physically present but emotionally absent.
Impact on the organization
Productivity drops, innovation stalls and the work climate cools. In Colombia, the average annual turnover rate is 14.8%, with a replacement cost of between 50% and 200% of a monthly salary.
How can you detect it?
• Someone who usually participates stops doing so.
• People who used to make proposals now do just enough.
• A subtle increase in absenteeism or time-off requests.
• An absence of positive comments.
How can you reverse it? Practical strategies
• Honest, well-led conversations.
• Design clear development paths.
• Encourage autonomy and decision-making.
• Strengthen authentic recognition.
• Align roles with personal strengths.
Conclusion
If you have noticed signs of quiet quitting, the point is not to blame your employees. It is time to look inward: what can we improve in our culture and leadership to keep this from continuing to happen?
