There are complex situations within companies that can be very evident, such as employees resigning, escalating interpersonal conflicts, or declining team performance, among many others; however, there are also less visible situations, such as quiet quitting, which do not create “noise” or tension and cannot be clearly seen or easily measured.
What is quiet quitting?
The term “quiet quitting” refers to a phenomenon in which an employee strictly fulfills their obligations without contributing anything beyond what is minimally required. It is a way of emotionally disengaging from the company culture, completing assigned tasks but with less initiative and commitment.
Some figures that reflect the impact of this phenomenon:
Workplace burnout drives 52% of employees worldwide to “quietly quit,” according to Market.biz.
On the other hand, up to 60% of employees may be “quietly quitting” their jobs, according to Equipos y Talento.
Statistics from AAG Health indicate that 50% of employees in the USA consider themselves “not engaged” at work.
Key insight: These are significant percentages. Ignoring the issue is not an option; therefore, concrete strategies are needed.
Causes of quiet quitting
It is essential to determine the causes. This phenomenon can occur for multiple reasons depending on each company, its corporate culture, and its specific context. Below, we outline the most common causes.
Leadership failures
When leaders are not a positive influence, fail to set a clear direction, or do not communicate assertively, the team reduces initiative and withdraws.
Typical problems: unclear goals, lack of useful feedback, low empathy, poorly explained decisions.
- Effect: people protect themselves by doing only the minimum, avoiding exposure or proposing improvements.
Lack of a career path
No one wants to feel stuck. Without a clear growth horizon, disengagement appears.
Causes: absence of development paths, limited mentoring and training, unclear promotion criteria.
Effect: lower motivation to go “above and beyond” and a higher likelihood of quiet quitting.
Lack of recognition
Recognizing and rewarding employees is key to fostering commitment and demonstrating empathy for people’s efforts.
Common mistakes: taking achievements for granted, lack of recognition rituals, rewards misaligned with impact.
Effect: the sense of contribution fades and proactivity declines.
Toxic organizational culture and work-life imbalance
Organizations must deeply understand themselves to identify the type of culture they foster. When a company fails to recognize opportunities for improvement, it can create a negative work environment.
Warning signs: negative climate, sustained excessive demands, processes that blame individuals instead of correcting systemic causes, little respect for work-life balance.
Effect: emotional disengagement, prolonged silence, and quiet quitting as a defensive response.
How does quiet quitting impact company culture?
Quiet quitting is difficult to detect; deterioration is gradual, and by the time it becomes evident, it already affects business dynamics.
Negative impact on workplace climate
This is a highly complex and difficult issue to address, since one of the characteristics of quiet quitting is that it is very hard to detect. The workplace climate gradually deteriorates without anyone clearly identifying the root causes.
Difficulty in talent retention
Talent retention is already a complex challenge for companies. Quiet quitting further affects this area, as top talent, when they see no room to thrive or clear growth prospects, may either resign to seek new opportunities or remain in the company while disengaging quietly.
Loss of productivity
Having individuals, or even teams, who only do what is strictly necessary—without adding value, innovating, or demonstrating real commitment—is highly detrimental to organizational productivity.
Weakening of culture and communication
Culture is strengthened through a sense of belonging and alignment with objectives. Quiet quitting produces the opposite effect.
- Consequences: lower participation, fewer ideas, more one-way communication channels, and reduced message impact.
Actions to prevent and reduce quiet quitting
This is where the internal communication area plays a leading role. Making achievements visible, recognizing individuals, showing empathy, and fostering positive leadership help mitigate—or even prevent—employees from quietly disengaging.
It is not about a single action, but rather about sustaining a commitment to high-quality internal communication. This should begin with a diagnosis that allows us to understand the current landscape, followed by a strategically designed plan and consistent implementation.
At Oxean, as a corporate communications agency, we propose different types of actions:
- Understand the current state of corporate culture to determine the starting point.
- Design strategically planned internal communication actions and campaigns.
- Measure interactions and the effectiveness of implemented actions through surveys and interviews with leaders.
- Promote in-person meetings and events that bring people together and encourage positive interactions.
These are just some of the actions that can be implemented. We believe it is essential to acknowledge this issue and address it with the depth and seriousness it requires.
If you are looking to generate a positive impact on your company’s culture—preventing quiet quitting and other situations that limit team growth—we invite you to connect with us to find the best solutions together.
FAQ – Frequently Asked Questions
What does “quiet quitting” mean?
It’s when an employee meets the core requirements of the role but stops going “above and beyond.” It often signals emotional disengagement, lower initiative, and minimal commitment while still delivering the basics.
What are the main drivers behind disengagement at work?
Common drivers include weak leadership, unclear growth opportunities, low recognition, misaligned expectations, and a toxic culture or poor work-life balance. These factors tend to compound over time.
How can poor leadership contribute to this behavior?
When leaders don’t provide direction, clarity, or constructive feedback—or communication is inconsistent—people often reduce risk and visibility. Over time, they stop proposing ideas and stick to only what’s required.
Why does the lack of a career path reduce motivation?
If employees don’t see transparent criteria, progression options, mentoring, or learning access, motivation drops. Without a clear future horizon, extra effort feels unrewarded and harder to sustain.
How does recognition affect performance and commitment?
Recognition reinforces contribution and trust. When effort is invisible or rewards don’t match impact, people feel their work doesn’t matter—so proactivity fades and minimum effort becomes the default.
What practical steps can companies take to reverse it?
Run a quick culture and engagement diagnosis, then build a consistent internal communication plan: celebrate wins, reinforce healthy leadership, create connection moments, measure engagement, and deploy targeted actions that strengthen belonging and clarity.
