What Does ‘Quiet Cracking’ Mean?
Quiet cracking refers to a constant, ongoing feeling of workplace unhappiness that gradually erodes employees’ motivation, energy, and emotional connection to their jobs. It happens without a dramatic breaking point, like a public resignation announcement or a loud scene as they exit the office. On the contrary, quiet cracking is a slow, silent disengagement that occurs under workers’ radar, while they still show up and do their best work.
On the surface, employees experiencing quiet cracking look perfectly fine. Deadlines have been met, meetings attended, and all the emails answered. But that’s on the outside. On the inside, a struggle is underway, draining their enthusiasm and motivation.
Quiet cracking leaves many employees unprepared, because this workplace phenomenon is invisible and insidious, even to ourselves. Whenever we think it was a bad week or a bad project, we don’t examine the root of the issue, which might be opening a crack inside, weakening our resilience.
How Quiet Cracking Differs From Quiet Quitting
The question we all ask at this point: OK, so how does this differ from quiet quitting? They are both initiated by workplace unhappiness. It is crucial to understand this distinction, as it changes how we could address the issue.
Quiet quitting is intentional. It is a conscious decision and reaction to set clear boundaries so the employers can protect their mental health and work-life balance. This is accomplished by doing the bare minimum – only what their contract says – and nothing more. Quiet quitting is an active self-preservation response to reciprocate the quantity and quality of investment their company is making in its employees. Think of it as a passive-aggressive act of rebellion, reminding us of how Asian people usually conduct strikes.
On the other hand, there is the quiet cracking. It is an unintentional, involuntary reaction to the level of dedication and the amount of work put into it, although the subconscious mind alarms that it is enough. The will is there, but the energy is not, for it is lost along the hidden cracks. So in this phase, many workers are pushing even harder, going into overdrive mode, which further widens the cracks.
Another key difference: visibility. The level of engagement is self-evident. Quiet quitting is easily observed, whereas quiet cracking can happen entirely unnoticed, even by the employee themselves. The last element of their distinction is the primary motivation. In the prior, it is resistance; in the latter, it is collapse masked by performance.
Is it the Same as Burnout?
They sound and look the same, but quiet cracking and burnout are not identical. They are actually on the same timeline, one after another. If you don’t act upon the first one, then the second one is inevitable.
The World Health Organisation classifies burnout as an “occupational phenomenon”, defining it as a “chronic workplace stress that hasn’t been successfully managed“. It manifests as complete exhaustion, reveals negativity and cynicism toward the work, and leads to a dramatic decline in professional efficacy. The result is an emotionally distant, energy-depleted and disengaged employee displaying poor performance and poor mental health.
Let’s put it this way: if burnout were a movie, quiet cracking would be its prequel, which we witness too late, right after the burnout unravelled completely. Here, we can also notice the same difference as with quiet quitting: visibility. Burnout’s intense, visible symptoms and the evident performance decline, versus the silent, slow erosion beneath the surface of a still-capable employee.
That is why we would like to give one simple advice to all the employees out there: once a month, have a short 1-2-1 meeting with yourself. Take some time to reflect on your previous tasks and projects. Were there any unclear expectations that you weren’t able to handle on your own and that require help, clarification, or a change? Don’t let them dwell any longer. Remember, no burden, no burnout. Solve it and move on.
Common Causes of Quiet Cracking in the Workplace
That persistent feeling of endless workplace pressure is what wears employees down. It diminishes their confidence and makes them feel trapped. But who and what creates this pressure, and what are the underlying causes?
- Poor leadership. When business leaders don’t listen to employees’ concerns, they fail to provide the much-needed support. A lack of psychological safety leads to a lack of job security and unhappy workers. This is the moment where employees quietly crack.
- Unclear expectations and lack of recognition. Working without a specific goal and direction can be disorienting. Add lack of feedback for a job well done to that, and what you get is a recipe for anxiety and self-doubt build-up. It instantly creates room for speculation about workers’ performance.
- Job insecurity. The rise of artificial intelligence adds to the increased economic uncertainty. Lower-level employees or managers – it doesn’t matter what your background is – because we all fall into the same basket of people who fear losing their jobs. It feels like there is a persistent state of suspense, leading workers to overwork and overworry – the perfect pathway to quiet cracking.
- Increased workloads. Teams are now being asked more often to do more with less. It is a worldwide trend to see employees juggling responsibilities that used to be shared across multiple people. Just read one job ad, and you will get the picture.
- Limited growth opportunities. Since one man is performing multiple tasks, there is no room for career growth. Employee training and learning opportunities are present, just to add another task to the table. This leads to persistent unhappiness and higher turnover.
Signs You Might Be Quiet Cracking Without Realising It
Recognising quiet cracking in yourself can be challenging because the symptoms develop gradually and often get dismissed as everyday workplace stress. However, paying attention to these warning signs can help you intervene before the situation worsens.
Quiet cracking doesn’t resolve itself. Without intervention, it typically progresses towards complete burnout, making early recognition of utmost importance for both your well-being and your career.
The Impact of Quiet Cracking on Employees
The toll that quiet cracking takes on individual employees extends far beyond feeling unhappy at work. It gets into every aspect of your life. This is why addressing quiet cracking early is extremely important for improving the overall quality of life.
- Mental health issues: Anxiety, restless nights, racing thoughts, feelings of dreadfulness, and even depression.
- Physical health risks: Immediate reactions such as frequent headaches, gastrointestinal cramps and pain, a weakened immune system, and an increased risk of coronary diseases, asthma, diabetes, and arthritis.
- Professional growth stagnation: Lower self-esteem and energy for only getting through the day, without the capacity for learning and development.
- Relationship decline: Becoming withdrawn, irritable, and less patient with colleagues, friends and family. This negativity creates additional tension at home and in the office, where you actually need help the most.
The Organisational Cost of Quiet Cracking
Employees are not the only ones to pay the steep price of quiet cracking; companies are, too. Along with the financial repercussions, there are also those affecting productivity, company culture and long-term viability.
Let’s bring on the numbers. Replacing an employee costs somewhere between 50% to 200% of their annual salary, depending on their seniority level. If we put it in concrete numbers, that’s £15,000 to £60,000 for someone earning £30,000, and that’s just for recruitment, onboarding, and training expenses alone. And what about the intangible costs, like lost know-how, decreased team morale, increased workload, and productivity gaps? How do we calculate them? Or should we calculate the damage to the employer brand, reputation, and company culture?
Leaders, act smart. Recognise that preventing quiet cracking is far more cost-effective than dealing with its consequences. So, take proactive steps to help employees feel valued: prioritise their well-being, offer adequate skill-building opportunities, ensure manageable workloads, and foster open communication.
Find the Company That Fits You Best with Olive Recruit
Don’t let quiet cracking progress into complete burnout.
Reach out to Olive Recruit to have an open conversation about whether you’re experiencing quiet cracking and what to do about it. Sometimes the best way to address workplace unhappiness is to find a workplace that actually makes you happy.
We’re here to make that happen.
