Great Lakes Wire

A recent survey has identified a new workplace trend called "quiet cracking," which refers to a gradual decline in employee satisfaction, motivation, and productivity. Unlike quiet quitting, quiet cracking is not an intentional decision by employees to disengage but rather a slow process that often goes unnoticed until it results in burnout or disengagement.

According to TalentLMS, 54% of employees report experiencing some level of quiet cracking, with one in five saying they feel it frequently or constantly. The survey involved 1,000 U.S. employees and covered topics such as job security, managerial support, and access to training over the past year.

One key finding is that while 82% of employees feel secure in their current roles, only 62% are confident about their future with their employer. Nearly one in six are unsure if they have a long-term future at their company. This suggests that even teams that appear stable may be affected by uncertainty regarding career paths and leadership commitment.

Economic pressures also contribute to quiet cracking. Factors like economic uncertainty, high workloads, vague expectations, poor leadership, and unclear direction were cited as top drivers of job insecurity. Employees who have not received any training in the past year are 140% more likely to feel insecure about their jobs.

The relationship between managers and employees plays a significant role. While 62% say their manager listens to them overall, this drops to just 53% among those experiencing quiet cracking. In this group, nearly half feel unheard by management.

Lack of training and recognition further exacerbates the problem. The data shows that 42% of all surveyed employees had not received employer-provided training in the last year. Among those who frequently experience quiet cracking, only 26% feel valued and recognized at work compared to 80% among more engaged colleagues.

Other findings include reports from 29% of respondents about unmanageable workloads and from 20% stating their manager does not listen to concerns. Employees affected by quiet cracking are also significantly less likely—by 68%—to feel valued at work.

TalentLMS recommends several steps for organizations seeking to address these issues: surveying employees regularly; empowering managers with empathy through listening and recognition; increasing learning and development opportunities; recognizing contributions more frequently; and clarifying expectations while managing workloads effectively.

"Training, communication, and recognition aren’t just 'nice to haves.' They’re critical business strategies for building a more resilient, productive, and happier workforce," the report concludes.