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‘Quiet cracking’ | How to spot and stop silent disengagement in your workplace
Written by Olivia Board on 12 September 2025
You may have heard of quiet quitting and even quiet firing, but there’s a new ‘quiet’ phenomenon for employers and HR professionals to be alert to: quiet cracking.
At WorkNest, we’re experienced UK employee relations specialists, so you can effectively manage difficult situations and remain legally compliant. And in this expert guide, we cover quiet cracking’s meaning, potential impact on your business, and how to successfully reengage employees.
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What is quiet cracking?
It occurs when employees silently struggle through their jobs. Rather than openly expressing dissatisfaction, they endure it, gradually becoming checked out. While they continue to ‘show up’, they may feel disconnected, undervalued, or unsupported, often remaining in their roles out of economic necessity rather than choice.
Unlike quiet quitting, where employees consciously decide to do only the bare minimum, quiet cracking is less intentional – it’s a slow, silent decline in motivation and wellbeing. Unlike burnout, it doesn’t always present as exhaustion, but the impact can be just as damaging. Instead, it manifests as a lingering state of dissatisfaction that chips away at engagement and connection, often without immediate drops in performance.
The quiet cracking workplace trend?
Is this a ‘trend’, and is it likely to continue for employers? Well, a 2025 report from TalentLMS, which coined the term, revealed that 54% of employees experience some level of quiet cracking, which it defines as “a persistent state of workplace unhappiness, leading to disengagement, poor performance, or plans to quit”.
For employers, this makes quiet cracking a hidden workplace crisis that requires early recognition and action – something WorkNest can help you address before it escalates through Managing Mental Health and Wellbeing at Work training and other solutions.
What's causing quiet cracking?
It doesn’t happen overnight. It’s the result of systemic workplace pressures gradually wearing employees down. Common drivers include:
- Poor leadership;
- Unclear expectations;
- Limited growth opportunities; and
- Lack of recognition.
Job insecurity – fuelled by economic uncertainty and the rise of AI – can deepen these feelings, leaving employees undervalued, unseen, and disconnected from their work.
Identify and address these issues early to prevent long-term disengagement with WorkNest’s tailored HR Consultancy services.
How can employers identify quiet cracking at work?
By its nature, it can be difficult to spot. Because employees tend to internalise their disengagement rather than voice it, line managers and employers must pay close attention to subtle warning signs.
Some key indicators to watch for include:
- Withdrawal from collaboration: Avoiding team discussions, group projects, or informal social interactions.
- Reduced initiative: A noticeable reluctance to take on extra responsibilities or volunteer for new tasks.
- Declining performance or productivity: Subtle drops in work quality or output, even if deadlines are met.
- Lack of enthusiasm or motivation: Appearing indifferent about their role, the team, or the wider business.
- Resistance to change or new technologies: Hesitancy to adopt new tools, processes, or ways of working.
- Disengagement from development opportunities: Little or no interest in training, progression, or sharing ideas with colleagues.
- Low participation in workplace culture: Skipping company events or avoiding informal opportunities to connect.
- Emotional signs: Heightened frustration, irritability, or signs of stress and low morale.
Spotting these patterns isn’t always straightforward, but recognising them early can be the difference between a short-term dip in morale and long-term disengagement. WorkNest can support you with employee engagement surveys and management frameworks designed to detect these signs before they impact business performance.
What risks can quiet cracking pose to organisations?
With quiet cracking on the rise, employers need to take proactive steps to address the potential impact on their organisation.
Disengaged employees can lead to decreased productivity and inefficient working, as staff may be less committed to supporting business goals. Similar to the effects seen during the COVID-19 pandemic, sustained drops in productivity can have serious financial consequences, both for individual businesses and at a global economic level.
The impact on employees’ mental health could also lead to higher levels of absence, something that many organisations are already struggling to manage. If an employee’s mental health condition meets the definition of a disability under the Equality Act 2010, failing to provide appropriate support could expose the business to disability discrimination claims.
Left unaddressed, quiet cracking at work may contribute to resignations and higher staff turnover, resulting in disruption and increased recruitment and training costs. In extreme cases, a serious failure to address workplace issues could be considered a fundamental breach of contract, potentially leading to constructive dismissal claims.
What can employers do to prevent quiet cracking in their workplace?
Preventing quiet cracking means tackling the root causes – poor leadership, lack of recognition, unclear expectations, and limited growth opportunities – before they erode motivation. Practical steps include:
- Fostering a culture of psychological safety: Create an environment where employees feel safe raising concerns about stress, workload, or wellbeing without fear of repercussions.
- Investing in training and development: TalentLMS research shows employees who frequently experience quiet cracking are 29% less likely to receive employer-provided training. Offering structured learning paths, mentorship, and regular upskilling shows commitment to employees’ growth, builds confidence, and strengthens their connection to the organisation.
- Building recognition into everyday management: Consistent, genuine recognition for good work and small wins reassures employees that their efforts matter and reinforces engagement.
- Managing workloads and set clear expectations: Balance responsibilities and ensure employees have clarity on what’s expected to prevent overwhelm and disengagement.
- Promoting manager empathy: Train managers to listen actively, hold meaningful one-to-one meetings, and respond to concerns with empathy and support.
- Prioritising organisational wellness: Treat wellbeing, fairness, and work-life balance as core business priorities, not just occasional perks.
While the term ‘quiet cracking’ was coined recently, the phenomenon isn’t new – silent disengagement has long been a symptom of deeper workplace issues, such as poor management, lack of recognition, limited career progression, excessive workload, job insecurity, or simply a culture that doesn’t support employee wellbeing. However, giving it a name highlights that it’s a growing concern for employers.
Taking a proactive, supportive approach is essential to protecting employee wellbeing and overall business performance.
Proactively addressing quiet cracking at work isn’t just a wellbeing measure – it’s important for protecting your workforce and business performance. Our team can guide you through tailored strategies that reduce these risks and help you maintain a motivated, committed workforce.
Get expert support tackling quiet cracking in your workplace
At WorkNest, we help employers prevent and address disengagement before it escalates. Our HR and Employment Law experts provide a range of solutions, including:
- Employee engagement surveys to identify early signs of disengagement, plus project support to review and scope out new engagement initiatives.
- Job evaluation to clarify roles, address imbalances, and create fair, transparent structures that keep employees motivated.
- Salary benchmarking to ensure fair, competitive pay and reduce the risk of demotivation or disengagement.
- Career pathway development to provide purpose and direction, reducing feelings of stagnation and insecurity.
- Appraisal and one-to-one frameworks to strengthen dialogue, feedback, and open communication.
- Management training to equip leaders with emotional intelligence, coaching skills, and compassionate communication to tackle subtle signs of burnout.
- Expert Employment Law guidance to help you handle issues arising from quiet cracking, such as mental health related absences and performance concerns.
To discuss your specific situation and explore our support options, contact our team today on 0345 226 8393 or request your free consultation using the button below.
