Workplace dynamics are continually shifting, reshaping how organizations and employees interact. You’ve probably heard the term “quiet quitting,” but a new trend has emerged recently, called “quiet cracking,” a phenomenon recently highlighted in a TalentLMS survey.
At Dahl Consulting, we’re paying close attention to emerging workplace trends, not just because they impact employee well-being, but because they directly affect business outcomes. As a strategic workforce solutions provider, we know that early detection and strategic intervention can make all the difference in retaining top talent and maintaining organizational momentum.
As businesses strive to foster productive and engaged work environments, understanding and addressing quiet cracking becomes essential. In this article, discover what quiet cracking means and what you can do to address this concerning issue within your employee population.
What is quiet cracking?
Quiet cracking is defined by TalentLMS as the “erosion of workplace satisfaction from within.” This refers to the subtle, often unnoticed disengagement of employees slowly “cracking” due to the pressure of their work responsibilities. Unlike full-blown burnout or quiet quitting, quiet cracking manifests as a gradual decline in motivation, commitment, and productivity.
However, the “symptoms” of quiet cracking are very similar to the early signs of quiet quitting. Employees may fulfill their basic duties but lack the enthusiasm or initiative they once had and may appear withdrawn and emotionally detached. This leads to a silent erosion of workplace morale and efficiency, which is why it is so important to start recognizing these signs to address disengagement effectively.
What are the key findings from the TalentLMS study?
The TalentLMS study sheds light on just how widespread and underestimated quiet cracking has become. While the term itself is new, the symptoms are all too familiar to modern workplaces: disengaged employees, fading motivation, and a creeping sense of disconnect. According to Gallup’s State of the Global Workplace Report, only 23% of employees worldwide are engaged at work, indicating a significant global disengagement issue. The data not only confirms the presence of quiet cracking across industries but also highlights the underlying causes and the measurable impact it’s already having on organizations.
Prevalence
The TalentLMS study reveals that quiet cracking is not a fringe phenomenon; it’s widespread and growing. A significant portion of employees surveyed reported either personally experiencing this form of disengagement or witnessing it among their colleagues. What makes quiet cracking particularly challenging to address is its subtlety; because employees are still meeting basic expectations, their disengagement can fly under the radar. This widespread nature signals an urgent need for employers to pay closer attention to the undercurrents of workplace morale.
Causes
Quiet cracking often stems from a buildup of unmet needs and unaddressed frustrations. The study identifies common contributors like a lack of recognition, limited advancement opportunities, and ineffective or unsupportive management. When employees feel unseen or undervalued, they may gradually pull back, not with dramatic exits, but with quiet withdrawal. Over time, this disengagement can become a coping mechanism for employees who feel stuck or disillusioned in their roles.
Impact
While quiet cracking may not spark immediate alarm bells, its long-term consequences are serious. The TalentLMS report notes that organizations dealing with this silent trend face a drop in productivity, waning team morale, and eventually, increased turnover. Because quiet crackers often fly under the radar, their disengagement can persist for months, or even years, before it becomes visible in performance metrics or retention data. By the time it’s noticed, the ripple effects across teams and projects can be difficult to reverse.
What are the implications of quiet cracking for employers?
For employers focused on productivity, retention, and the bottom line, understanding quiet cracking isn’t just a “nice to know,” it’s a competitive imperative. When disengagement simmers beneath the surface, it quietly chips away at team cohesion, innovation, and output. The cost of ignoring it isn’t just employee unhappiness (though that matters, too); it is stalled projects, missed KPIs, and top performers silently checking out. This can have a domino effect, leading to negative financial outcomes for your business. In fact, Gallup estimates that disengaged employees cost U.S. companies billions of dollars each year.
Quiet cracking doesn’t announce itself with a resignation email; it shows up in slow declines, cultural drift, and eventually, expensive turnover. But the good news? Employers who recognize and address quiet cracking early have the opportunity to reverse the trend and strengthen their workplace from within. Here’s how:
Enhance Communication
Employees rarely disengage overnight. More often, it’s a gradual slide that starts with feeling unheard or isolated. Establishing consistent, two-way communication, like regular one-on-ones, pulse surveys, or anonymous feedback channels, creates space for early intervention. Leaders who actively listen signal to employees that their concerns matter, making it easier to catch and correct disengagement before it becomes irreparable. Ignoring the signs, on the other hand, can result in high-performing teams slowly unraveling beneath a surface of forced smiles and polite check-ins.
Recognize Contributions
In environments where employees feel invisible, motivation dies quietly. Recognition—both formal and informal—is a low-cost, high-impact strategy to boost morale and connection. Something as simple as a public shout-out, a thank-you note, or acknowledgment in a team meeting can reignite a sense of purpose. When employers make recognition part of the culture, they reinforce that contributions matter. When they don’t, they risk losing engaged employees to indifference long before they ever walk out the door.
Provide Growth Opportunities
Disengagement often thrives in stagnation. When employees don’t see a future for themselves in the company, they mentally check out, even if they’re physically present. Employers who offer clear pathways for growth through skill development, mentoring, or internal mobility re-engage ambition and loyalty. It’s not just about promotion, either; it’s about possibility. Failing to invest in employee development doesn’t just lead to quiet cracking, it creates a pipeline problem for future leadership and long-term performance.
Don’t Let Engagement Slip Through the Cracks
Quiet cracking serves as a reminder that employee disengagement doesn’t always manifest loudly. By proactively addressing the subtle signs of this trend, organizations can cultivate a more resilient and committed workforce and reduce the risk of costly turnover.
At Dahl Consulting, we believe that listening to employees, recognizing their efforts, and supporting their long-term growth are not just nice-to-haves, but business imperatives. Creating an environment where employees feel seen, supported, and engaged is one of the most effective ways to protect your company’s culture and performance from quietly cracking beneath the surface. If you’re looking for a staffing partner that understands the importance of staying ahead of workforce trends, get connected with our team today.