05-29-2025
During the pandemic and right after, there were articles and online discussions about “quiet quitting” (workers who performed the bare minimum). That term has given way to “quiet cracking.” TalentLMS, an employee training platform, released a study of 1,000 U.S. employees, more than half (54%) of whom said they experienced some level of quiet cracking.
Unlike quiet quitting, busy employers may not see obvious signs of this situation. The term refers to employees who disengage from work, perform at a reduced level, and plan to quit because they feel stuck, undervalued, and uncertain about their future. These employees are less likely to take on extra responsibilities, share ideas with other team members, or attend company and team events. Their withdrawal can diminish a team’s energy, connection, and trust. TalentLMS researchers assert that these workers may feel insecure in their current jobs. This reduced confidence could reflect a lack of training, as employees who said they had not received any training in the prior year were 140% more likely to feel insecure about their jobs. In addition, these employees may also feel disconnected from their managers, who they say do not listen to their concerns. Eighteen percent felt unsure whether they would have a long-term job. The report states, “[i]n short: no growth, no recognition, no reason to stay.”
The company states that employers can turn things around by giving employees space to grow, “through learning, skilling, and real conversations.” This approach will help employees “rediscover a sense of purpose and forward momentum.” Low-cost recognition programs can also have a high impact on employee morale. The Hill encourages employees to be proactive by speaking to their managers about potential changes to roles or workloads. They should also inquire about training and development opportunities.