In the past few years, we’ve heard a lot about “quiet quitting”—employees doing the bare minimum while mentally checking out of work. But there’s a newer, more subtle trend emerging in workplaces across industries: “quiet cracking.”

Unlike quiet quitting, employees experiencing quiet cracking aren’t disengaging out of defiance. They’re not walking away, and they’re not even intentionally reducing effort. Instead, they’re mentally and emotionally cracking under the weight of stress, disengagement, and burnout, while still showing up every day.

This makes quiet cracking even harder to spot—and far more dangerous for both employees and organizations.

What is Quiet Cracking?

Think of it as the middle ground between burnout and disengagement. Employees keep attending meetings, responding to emails, and completing tasks. On the surface, everything looks “fine.” But internally, they’re struggling with:

• Lack of motivation or purpose in their work
• High stress levels and mental fatigue
• A sense of disconnection from the company’s mission or leadership

Over time, this hidden disengagement chips away at creativity, collaboration, and performance. And because employees aren’t leaving, leaders often miss the early warning signs.

Why It’s a Risk for Organizations

Quiet cracking isn’t just an employee wellness issue—it’s a business risk. Here’s why:

1. Lower Productivity, Higher Mistakes
   Disengaged employees may meet deadlines, but without energy or focus, quality suffers.
2. Cultural Erosion
   A team member who’s emotionally checked out can unintentionally spread disengagement to others.
3. Retention Risk
   Quiet cracking often leads to actual quitting down the road. By the time leaders notice, it’s too late.
4. Hidden Costs
   The lost innovation, collaboration, and morale are harder to measure than turnover—but they’re just as damaging.

What Leaders Can Do

Preventing quiet cracking starts with awareness and proactive leadership. Here are practical steps:

1. Check In Beyond the Surface
   Don’t just ask “How’s the project going?” Ask “How are you doing with the workload?” Genuine curiosity matters.
2. Prioritize Psychological Safety
   Employees should feel safe admitting they’re overwhelmed or uninspired without fear of judgment.
3. Align Work With Purpose
   Regularly connect tasks back to the bigger mission. People want to know their work matters.
4. Encourage Boundaries
   Normalize taking breaks, logging off, and using vacation days. Overwork fuels disengagement.
5. Invest in Growth
   Upskilling, mentorship, and development opportunities give employees a reason to re-engage.

Quiet cracking may not make headlines the way quiet quitting did, but its impact is just as real—if not more insidious. Leaders who overlook it risk not just losing employees, but losing the spark that drives innovation and culture.

The solution isn’t complicated: listen more, connect purposefully, and create environments where employees feel seen. The sooner leaders address quiet cracking, the sooner they can rebuild engagement before cracks turn into fractures.

If you’re a leader or business owner, take a moment this week to ask your team a deeper question: “What would make your work feel more meaningful right now?” The answers might surprise you—and could be the key to preventing quiet cracking.