Jul 20, 2025
From The Great Resignation to quiet quitting, there’s been no shortage of trends over the past few years that reflect growing dissatisfaction and disengagement in the workplace.
The latest is quiet cracking, a phrase coined by TalentLMS, a learning management system company. The term describes a persistent sense of burnout and stagnation that leads to disengagement, poor performance, and a quiet urge to quit.
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Research from TalentLMS found that one in five employees (20%) are experiencing this phenomena on a frequent or constant basis, while another 34% say they experience it occasionally.
“Unlike quiet quitting, it doesn’t show up in performance metrics immediately. But it is just as dangerous,” according to TalentLMS’s report.
And there’s a tangible cost to this: Each year, disengaged employees cost the global economy $8.8 trillion, according to Gallup.
What is quiet cracking?
While quiet quitting refers to workers who purposely slack off at a job they no longer want, quiet cracking refers to those who “gradually become mired in feeling both unappreciated by managers and closed off from career advancement while doing work they otherwise like,” according to an article in Inc.
Or, as TalentLMS puts it, people who feel “some kind of workplace funk.”
It goes beyond employee disengagement. Rather, “it’s something deeper and harder to detect,” according to TalentLMS. Employees are “silently cracking under persistent pressure.”
Those who frequently or constantly experience quiet cracking are “68% less likely to feel valued and recognized at work” compared to their peers, while only 62% feel “secure and confident” in their future with the company.
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But this trend is also hard for employers to pinpoint. And even employees don’t always recognize the warning signs until they’re “spinning their wheels doing jobs they’re losing interest in yet stick with, fearing it will be too difficult to find a new one,” according to Inc.
The TalentLMS survey of 1,000 U.S. employees found that their top concerns include:
- Economic uncertainty
- Workload and job expectations
- Poor leadership or uncertain company direction
- Layoffs or restructuring
- Lack of career advancement opportunities
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The trends impacting quiet cracking, and how to mitigate them
The TalentLMS survey of 1,000 U.S. employees found that top concerns include:
- Economic uncertainty
- Workload and job expectations
- Poor leadership or uncertain company direction
- Layoffs or restructuring
- Lack of career advancement opportunities
If so many employees are quietly cracking, what can employers and employees do about it? Recognizing what causes this condition is the first step toward finding solutions.
The solution to this isn’t actually that complicated, according to Nikhil Arora, CEO of Epignosis, the parent company of TalentLMS.
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“When people feel stuck, unheard or unsure about their future, that’s when disengagement creeps in. Giving employees space to grow — through learning, skilling and real conversations — is one of the most powerful ways to turn things around,” he said in a release.
1. Uncertainty and overload
It’s important to set expectations and balance workloads, since 29% of employees say their workload is unmanageable. This can be done by auditing workload distribution and providing stress management tools to employees.
This can help them “rediscover a sense of purpose and forward momentum, something we all seek at work and in life.”
2. Lack of recognition and growth
Respondents who experienced quiet cracking are also 152% more likely to say they don’t feel valued and recognized for the contributions at work. One of the simplest ways to combat this, according to TalentLMS, is to regularly recognize employees for their contributions.
It’s also important to set expectations and balance workloads, since 29% of employees say their workload is unmanageable. This can be done by auditing workload distribution and providing stress management tools to employees.
3. Few learning or career advancement opportunities
The survey found that employees who received training in the past 12 months are 140% more likely to feel secure in their jobs — and TalentLMS advises employers to “double down on learning and development” with “structured, ongoing learning paths.”
When it comes to combatting doubts about career advancement, “employers must show belief in their employees’ potential, which includes supporting growth, even when resources are tight,” according to an article in HR Executive. That could include mentorship and training opportunities, as well as clear communication about future paths.
What employees and employers can do
Employees who recognize the symptoms of quiet cracking can talk to their manager about managing their workload or clarifying job expectations. They could also provide suggestions to improve morale (such as peer-to-peer recognition) and ask about training and development opportunities. If these efforts turn out to be fruitless, it may be time to look for another job.
Employers who want to tackle this form of disengagement can get started by auditing their current engagement efforts, identifying “gaps in managerial support and recognition,” and starting small “with consistent feedback and learning programs,” according to TalentLMS.
As the report points out, quiet cracking isn’t a well-being issue. Rather, it’s a business issue: “When employees quietly crack, they take productivity, creativity and loyalty with them.” Because when employees quietly crack, companies loudly pay the price.
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Vawn Himmelsbach is a veteran journalist who covers tech, business, finance and travel. Her work has been featured in publications such as The Globe and Mail, Toronto Star, National Post, CBC News, Yahoo Finance, MSN, CAA Magazine, Travelweek, Explore Magazine and Consumer Reports.
