6 ways to combat 'quiet cracking' in the workplace

We've seen some catchy terms for workplace trends in recent years. Think of the "Great Resignation" in 2021 when many of your clients' employees left their jobs voluntarily or "quiet quitting" — the gradual disengagement of workers even while fulfilling their core responsibilities. Behind the headlines, however, there are genuine shifts in how employees perceive job satisfaction and work-life balance. 

Recently, a new trend has started grabbing the headlines: "quiet cracking." It describes a persistent sense of dissatisfaction — one that sets in when employees feel unfulfilled or frustrated in their roles but can't quit because resigning seems too risky.

There are several factors that can lead to quiet cracking — some of which occur in the workplace, while others are external. It can result from increasing workloads and unclear expectations, lack of recognition and career advancement, and poor leadership communication. It also results from economic and social pressures and job insecurity, especially with AI adoption.

Although it may not immediately affect performance metrics, quiet cracking impacts well-being and productivity over time as employees struggle silently to keep up with rising demands in the workplace. 

Read more: Why benefits will make or break employee retention in 2026

The phenomenon is also sometimes referred to as "quiet crashing," and it is most likely to peak in the final months of the year. This is typically one of the most stressful periods for workers. Year-end deadlines, performance reviews and holidays all add to the pressures. If unaddressed, it can impact business performance, resulting in lower productivity, higher turnover and weakened workplace morale. 

For employees, quiet cracking is an issue of well being — but for employers, it is a significant business challenge. According to a Gallup report, the world economy lost $438 billion in 2024 due to employee disengagement. The good news is that your employer clients who act now with your help can turn the tide. 

Read more: Employees cite finances as leading barrier to workplace well-being

Detecting and reversing quiet cracking is a challenge. Employers can address it effectively through people and workplace strategies rooted in empathetic listening. The following are some manager-level actions that employer clients can implement:

1. Listen deeply and continuously
Effective employee listening goes beyond one-off annual engagement surveys — it demands an open communication channel and ongoing dialogue. Organizations need to conduct regular pulse checks and implement real-time feedback mechanisms to enhance employee engagement and listening. Acting on employee feedback helps foster a sense of belonging and psychological safety. 

2. Clarify expectations and manage workload
Unclear roles and overwhelming demands contribute significantly to quiet cracking. Monitor and adjust workload as needed to ensure fair distribution across teams. Work with each individual to define priorities, eliminate low-impact tasks and ensure that expectations are manageable. Conduct proactive check-ins to discuss challenges and work-life balance. 

3. Invest in career development
According to the Gallagher 2025 Talent Benchmarks Report, opportunity for career growth has now surpassed trust in leadership as the top driver of employee engagement. This highlights the importance of career development in retaining talent. Employees want to see their work advance the organization's goals. Investing in professional growth with personalized learning paths, mentorship and internal mobility can reignite motivation.

4. Recognize effort and contribution
Make it a habit of celebrating wins, acknowledging effort and appreciating progress regularly. Recognition is a powerful antidote to quiet cracking. But it needs to be fair, specific and inclusive to help every employee feel seen and valued. Building a culture of recognition goes a long way in creating sustainable engagement. Additionally, review pay and benefits periodically to ensure they align with industry standards.

5. Equip leaders to lead with empathy
Managers serve as the frontline defense against employee disengagement. Yet according to the same Gallagher report, fewer than one in four employers (24%) provide mental health training for managers, leaders or HR professionals.

This gap highlights a critical vulnerability in frontline leadership. Without training, managers often miss the early signs of quiet cracking. Organizations must train managers to identify disengagement and initiate meaningful conversations to address issues proactively. 

6. Rebuild the lost connection
While quiet cracking may be one in a growing list of business buzzwords, it reflects a familiar issue: neglecting wellbeing hurts business and impacts your client's bottom line. 

Tackling it requires more than motivational slogans. To enhance the employee experience, they can start by implementing real-time analytics and scientifically designed engagement surveys, supported by strategic consulting and actionable planning. Together, these steps build a thriving work culture and drive business success.