Quiet Cracking: The Silent Crisis Undermining the Modern Workplace

In recent years, much attention has been given to trends such as quiet quitting and quiet firing, where employees subtly disengage from their roles or are passively phased out by their employers. However, a new and potentially more insidious trend is emerging within modern workplaces: quiet cracking. This term describes a persistent and often unnoticed dissatisfaction that slowly chips away at employees’ happiness, engagement, and productivity—long before performance issues or resignations occur.

A 2025 study reveals that 54% of American workers are experiencing quiet cracking to some degree. While the study was conducted in the United States, the findings have relevance for workplaces across the globe, including here in Aotearoa New Zealand, where similar pressures and economic challenges are reshaping the work landscape.

What Is Quiet Cracking?

Unlike burnout—which is often abrupt, visible, and linked to exhaustion—quiet cracking is more subtle. It builds over time through a combination of low morale, disconnection, lack of recognition, and growing uncertainty about the future. Employees experiencing quiet cracking often continue to show up, meet minimum expectations, and avoid drawing attention to their dissatisfaction. Yet internally, they are mentally disengaging, questioning their value to the company, and in many cases, quietly preparing to leave.

Quiet cracking is not easily measured by conventional performance indicators. It represents a psychological and emotional shift that, if left unaddressed, can culminate in decreased productivity, poor morale, and a wave of voluntary exits. It is, in the words of the TalentLMS researchers, “less visible than mass resignations, yet no less damaging.”

A Widespread but Silent Trend

The scope of the issue is significant. In the study:

• 54% of employees reported experiencing quiet cracking.

• 1 in 3 said they feel unhappy at work occasionally.

• 1 in 5 said they feel unhappy constantly or frequently.

• 68% felt less likely to be recognised or valued at work.

This growing dissatisfaction is contributing to a significant drop in long-term confidence. While 82% of employees felt secure in their current roles, only 62% expressed confidence in their future with their company. That 20% gap points to deep uncertainty around career progression, job stability, and organisational direction.

The True Cost of Disengagement

The cost of disengaged employees to the global economy is staggering. Gallup estimates that disengagement costs US$8.8 trillion annually—equivalent to 9% of global GDP. Quiet cracking is a major contributor to this loss. When employees feel overlooked, unheard, or undervalued, their discretionary effort diminishes, and turnover risk rises. For businesses, especially in competitive industries, the financial and reputational impact can be considerable.

In addition to lost productivity, organisations face the expense of recruiting, onboarding, and training new staff to replace those who leave. Worse still, teams impacted by widespread quiet cracking may struggle with collaboration, innovation, and maintaining a healthy workplace culture.

Why Are Employees Quiet Cracking?

While the causes of quiet cracking are multi-faceted, several themes emerge clearly from the research:

1. Lack of Training and Upskilling - Only 42% of workers reported receiving any upskilling or training in the past year. Those who did not receive training were 140% more likely to feel insecure in their jobs. The absence of professional development leaves employees feeling stagnant, irrelevant, and unprepared for the future—key drivers of disengagement.

2. Managerial Disconnect - Nearly half (47%) of employees experiencing quiet cracking said their managers do not listen to or acknowledge their concerns. This perceived lack of empathy contributes to a breakdown in trust and a growing emotional distance between staff and leadership. While 53% of those feeling disengaged did report feeling heard, the data suggests that managerial support alone is not sufficient to address systemic issues.

3. Overloaded and Under-Informed - A substantial 29% of employees reported unmanageable workloads, while 15% admitted they did not clearly understand what was expected of them. Confusion, overwork, and lack of clarity create daily stress and frustration, fuelling dissatisfaction and driving the cycle of quiet cracking further.

4. Economic Pressure and Uncertainty - The broader economic environment cannot be ignored. Many employees are feeling the pinch of stagnant wages, rising costs, and fear of redundancy due to automation and AI. Some worry not just about their own roles, but about the long-term financial viability of their organisations. This ambient anxiety contributes to a sense of unease, even among those who are otherwise secure in their current positions.

What Can Employers Do?

The good news is that quiet cracking is preventable—and, to some extent, reversible. But it requires conscious effort and structural changes to how workplaces support and value their people.

1. Invest in Upskilling and Learning - Training is not just about compliance or technical skills. It’s a signal to employees that they are worth investing in and have a future within the organisation. Access to ongoing development helps staff feel confident, capable, and connected to a larger purpose.

2. Foster Transparent and Empathetic Leadership - Managers need to do more than provide support—they need to truly engage with their teams. Listening to concerns, providing honest feedback, and involving staff in decision-making helps build trust. Leaders should also ensure that expectations are clearly communicated and workloads are manageable.

3. Recognise and Reward Effort - Recognition goes a long way in retaining staff. Regularly acknowledging employee contributions—whether through informal praise, career progression, or formal reward systems—can rekindle a sense of purpose and motivation.

4. Clarify Career Pathways - Employees want to know that there is a future for them in the business. Providing clear, achievable pathways for advancement and creating space for regular career discussions can help reduce anxiety and re-engage staff who may otherwise check out quietly.

Conclusion

Quiet cracking is a silent threat to workplace wellbeing and productivity. It is not always loud or visible, but its effects are real and far-reaching. For organisations across New Zealand and beyond, now is the time to act. By investing in people—not just processes—businesses can rebuild trust, reignite engagement, and create workplaces where employees are not just present, but thriving.