Quiet cracking: Workplace trend affecting employees beyond burnout

For years, the term “quiet quitting” dominated conversations about workplace culture, describing employees who limited their efforts to the duties outlined in their job descriptions.

However, a newer workplace trend known as “quiet cracking” is drawing attention to the emotional and psychological struggles employees may experience while continuing to show up and perform their duties.

Unlike quiet quitting, which involves deliberately doing no more than what a job requires, quiet cracking describes a gradual decline in motivation, job satisfaction and wellbeing, often without obvious signs of distress.

What is quiet cracking?

According to a 2025 survey by TalentLMS, a workplace learning platform, quiet cracking refers to persistent unhappiness at work that gradually affects employees’ motivation, performance and overall wellbeing.

Employees experiencing the phenomenon may continue meeting deadlines and carrying out their responsibilities even as they struggle internally.

This makes it difficult for employers and colleagues to recognise the problem before it begins to affect work performance or the employee’s health and wellbeing.

How quiet cracking differs from burnout

Although quiet cracking shares some similarities with workplace burnout, the two are not necessarily the same.

Burnout may become apparent through exhaustion, missed deadlines and a noticeable decline in productivity. Quiet cracking, however, can remain hidden behind an employee who appears reliable and continues to deliver expected results.

In fast-paced workplaces, where employees are often expected to maintain high levels of productivity, managers may overlook the signs if they focus primarily on output.

By the time the problem becomes obvious through declining performance or a resignation, the employee may have been struggling for months.

How quiet cracking differs from burnout

Although quiet cracking shares some similarities with workplace burnout, the two are not necessarily the same.

Burnout may become apparent through exhaustion, missed deadlines and a noticeable decline in productivity. Quiet cracking, however, can remain hidden behind an employee who appears reliable and continues to deliver expected results.

In fast-paced workplaces, where employees are often expected to maintain high levels of productivity, managers may overlook the signs if they focus primarily on output.

By the time the problem becomes obvious through declining performance or a resignation, the employee may have been struggling for months.

Research reveals scale of workplace dissatisfaction

Research by TalentLMS found that 54 per cent of employees reported experiencing some level of quiet cracking, while about 20 per cent said they experienced it frequently.

The research also estimated that the phenomenon could cost businesses approximately $438 billion in lost productivity.

The findings suggest that workplace dissatisfaction may extend beyond employees who openly complain or disengage from their duties, affecting workers who continue to appear productive.

Why quiet cracking is becoming a concern

Several factors have been linked to quiet cracking, including economic uncertainty, excessive workloads, poor leadership and fears of job losses.

However, anxiety about artificial intelligence is emerging as another source of concern for workers.

While quiet quitting has often been associated with employees feeling undervalued or disengaged, quiet cracking may also involve fears about job security and the possibility of being replaced by technology.

For some workers, the uncertainty surrounding artificial intelligence adds to existing pressure to remain productive and meet employers’ expectations.

ALSO READ: 4 reasons floor tiles crack and pop months after installation

AI anxiety adds to workers’ concerns

Data cited by Glassdoor in 2026 showed that mentions of artificial intelligence in employee reviews had more than tripled year on year, while the tone of those mentions shifted from largely positive to largely negative.

A separate global survey involving more than 39,000 workers found that only 22 per cent were confident their jobs were safe from elimination driven by artificial intelligence.

The findings highlight concerns about how technological changes could affect employment and the future of work.

As businesses adopt AI tools to improve efficiency, employees may worry about whether their skills will remain relevant and whether their positions will continue to exist.

Workers lack adequate support for AI transition

The concerns are compounded by a perceived lack of preparation and support from employers.

A 2026 survey found that 41 per cent of workers said their employers had provided nothing to prepare them for the use of artificial intelligence at work, including training, tools or guidelines.

Meanwhile, some employees have begun experimenting with AI tools independently, without formal workplace policies or structured guidance.

This leaves workers to navigate the changing demands of their jobs while worrying that the same technology they are learning to use could eventually replace them.

The cost goes beyond lost productivity

Beyond the financial implications for businesses, quiet cracking can affect employees’ sense of value and their relationships with managers.

TalentLMS research found that employees experiencing the phenomenon were 152 per cent more likely to report feeling undervalued. Nearly half also said their managers did not listen to their concerns.

Such findings suggest that communication, recognition and employee support are important aspects of workplace wellbeing.

When employees feel ignored or undervalued, dissatisfaction may deepen over time, particularly when their workloads increase or their job security becomes uncertain.

Why some employees stay despite dissatisfaction

Quiet cracking does not always lead to resignation.

Economic uncertainty, limited job opportunities and fears about finding alternative employment may compel dissatisfied workers to remain in their positions.

In such circumstances, employees may continue working not because their concerns have been resolved, but because leaving their jobs appears too risky.

This combination of persistent dissatisfaction and limited options may make quiet cracking difficult to address, both for employees and their employers.

What employers can do to address quiet cracking

Research by TalentLMS points to training, skills development and supportive management as potential ways to reduce the risk of quiet cracking.

Providing employees with opportunities to develop their skills may help them feel better prepared for changes in the workplace, including the growing use of artificial intelligence.

Managers can also help by listening to employees’ concerns, recognising their contributions and paying attention to signs of declining motivation rather than focusing exclusively on productivity.

These measures do not necessarily require major organisational changes. However, they require employers to take employee wellbeing seriously and create an environment where workers can raise concerns without feeling ignored.

Why quiet cracking deserves attention

Workplace trends often attract attention through new terminology, but quiet cracking raises questions about employee wellbeing, job security and the responsibilities of employers.

With research suggesting that a substantial proportion of workers experience some level of the phenomenon, the issue may have implications for both individual employees and business performance.

As artificial intelligence continues to reshape workplaces, addressing workers’ concerns through training, effective communication and supportive leadership could become increasingly important.

Recognising quiet cracking early may help employers understand when employees who appear productive are struggling beneath the surface, before the situation leads to disengagement, declining performance or resignation.