A new workplace phenomenon, “quiet cracking,” describes the subtle decline of employee motivation and well-being as they stay in their roles despite dissatisfaction, often due to economic fears or lack of alternatives.
At a Glance
- “Quiet cracking” refers to silently struggling at work—feeling demotivated, fatigued, and unheard—without quitting
- Unlike burnout or “quiet quitting,” it’s a gradual internal collapse where employees cling to jobs amid uncertain markets
- Gallup data show global employee engagement fell from 23 % to 21 %, costing the economy about $438 billion
- First-hand accounts include panic attacks, flashbacks, crying during commutes, overeating, and planning escapes—including one worker who left after 1.5 years
- Experts warn employers to detect signs early—such as fatigue, performance dips, or mood changes—and offer empathetic support rather than criticism
What Quiet Cracking Looks Like
“Quiet cracking” occurs when employees continue fulfilling job responsibilities but are emotionally and mentally eroding beneath the surface. Frank Giampietro of EY describes it as individuals who show up but are no longer thriving. This struggle, less dramatic than burnout, poses equally serious risks to both mental health and productivity.
Watch now: What Is Quiet Cracking? Hidden Workplace Trend Hurting … · YouTube
The Human Stories
In a recent Business Insider series, employees shared their experiences with “quiet cracking.” A single mother and specialized healthcare planner described a “perfect storm” of stress culminating in panic attacks and time off for treatment. A middle manager recounted flashbacks, declining performance, and emotional distress lasting 18 months before eventually leaving. Another worker used emotional landmarks—like Father’s Day songs—to create a departure timeline, giving herself control in a difficult situation.
Why It’s Widespread—and Dangerous
“Quiet cracking” is becoming a pervasive workplace issue. Survey after survey shows most respondents recognize the experience—Business Insider surveys found over 90 % had faced it. Global engagement declines and economic pressures like layoffs and hiring slowdowns mean many feel trapped—too demotivated to endure, yet too fearful to leave.
What Employers Can Do
Leaders must heed early signs of quiet cracking rather than penalizing lower output. Fatigue, mood shifts, or lowered performance often signal distress—not laziness. Creating space for one-on-one, empathetic conversations and reaffirming value and purpose can counteract the isolation. Without such interventions, quiet cracking may escalate into full burnout or toxic exits, such as “revenge quitting.”
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