Feeling burnt out You might be quietly cracking
Quiet Cracking: A Silent Workplace Dilemma
Quiet cracking is emerging as a fresh buzzword that captures how employees gradually slip away from their roles, losing motivation and satisfaction without raising an alarm.
Peter Duris, CEO and Co‑Founder of the AI‑powered career app Kickresume, explains how this covert decline often goes unnoticed by managers yet can trigger significant burnout.
What Quiet Cracking Looks Like
- Employees become checked out of tasks, their energy waning.
- Job fulfillment drops, productivity falls.
- Managers rarely spot the subtle shift.
Duris notes that while quiet quitting breaks a scene open and loud, quiet cracking is a “slow, steady creeping” that results in a total disengagement by the time workers realize it.
Common Causes
Individuals often feel unsupported by supervisors or stuck in roles without a view of progression. The lack of purpose can leave employees asking, “What is the point of my role?”
Why It Matters
When employees face undervaluation, they withdraw. Early detection and response are essential for managers to keep staff from slipping into this state.
Duris’s Advice for Employees
Speak Up
Workers should bring up concerns with their manager, as managers may be blind to stress signals. A conversation can lead to a progression plan highlighting how best to reignite motivation.
Learn Something New
Seeking an learning opportunity—an online course, a workshop, or a cross‑department project—can spark interest and pave the way for growth within the role.
Duris’s Guidance for Managers
One‑On‑One Meetings
Regular private sessions with team members allow managers to spot quiet cracking early, discuss concerns, and co‑create strategies for goal achievement.
Show Appreciation
Recognizing outcomes—through a shout‑out, a congratulatory email, or a public acknowledgment—signals value and can re‑energize employees.
Define a Clear Path
When staff see their role as stagnant, motivation drops. Managers should set clear expectations and milestones to give employees a tangible target, reducing the sense of stagnation and fighting quiet cracking.
By fostering open communication, providing growth opportunities, and visibly valuing performance, managers can help employees stay engaged, preventing the silent slide into quiet cracking.
