“Quiet Cracking” is a workplace trend where employees feel ongoing dissatisfaction with their jobs, which can lead to detachment and disengagement. Unlike “Quiet Quitting,” where employees do only the minimum required in their roles to maintain work-life balance or express dissatisfaction, those experiencing “Quiet Cracking” may continue to perform at expected levels but still consider leaving their positions.
Both trends are often caused by burnout, stress, lack of engagement, and unmet needs at work. To address these issues, managers are encouraged to watch for signs of disengagement and take proactive steps to support employees.
Recommended actions include recognizing employee contributions transparently and consistently, holding regular one-on-one meetings that focus on both work progress and well-being, clarifying expectations for roles and projects, and providing opportunities for growth. Employers are also advised to offer personalized rewards—such as extra time off or public acknowledgment—and encourage healthy boundaries by respecting time off and discouraging after-hours communication.
When tackling these trends, it is important for managers to listen to employee concerns rather than assuming poor motivation. They should avoid micromanagement or excessive pressure, strive to meet unwritten expectations like recognition and fairness, make structural changes when necessary, and model healthy work behaviors themselves.
These approaches aim to foster a supportive company culture that addresses the root causes of disengagement before they impact business performance.
Article courtesy of Ahola.
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