Preventing "quiet cracking" in the workplace

The end of 2025 is near, and my, what a year it’s been. Our industry has faced quite a few obstacles, including to tariffs, layoffs, global supply shortages and overall uncertainty. It seems like a good time to do a mental health check.

How are you holding up? No, really. You doing OK?

Just as this time of year is full of colds and illnesses, your mental well-being is not exempt from going under as well. And just like the flu, a phenomenon called “quiet cracking” is spreading throughout organizations everywhere. Here are some of the symptoms:

• Reduced collaboration and engagement
• Loss of initiative and inspiration
Emotional dullness and numbness
• Resistance to change
• Withdrawal, isolation, or absentness both physically and mentally

Does any of this sound like you? If so, you may have a case of quiet cracking. Or a case of cracking quietly? You get the gist.

What is quiet cracking?

Quiet cracking is when employees appear engaged but are silently struggling emotionally, mentally and physically. It’s like they’re physically present and going through the motions but mentally checked out and devoid of drive.

Ultimately, this new buzzword is meant to define the wave of mental unwellness circulating in the workforce and stemming from conditions both in and out of the workplace.

Those conditions inside the workplace might include economic uncertainty, constant restructuring or reorganizations in companies. They might also include a lack of appreciation and recognition; insecurity from poor training and onboarding; unclear expectations and role ambiguity; work overload; an unclear career path; and working in environments predicated on fear and control.

Factors outside of the workplace, like political instability, climate concerns and social tensions, are heavy contributors to this experience. Various global disruptions have occurred all at once, with unprecedented changes impacting humanity at large.

Some of the signs of quiet cracking might seem minor, but they indicate something major happening within, with the repercussions compounding over time and from a lack of treatment. What may sound like another mental health buzzword is becoming one of the most profound challenges in workplace well-being.

Why quiet cracking matters

Quiet cracking is more than just an emotional experience, as it directly correlates with employee performance in the workplace. According to a recent report from Fortune, there has been a $438 billion loss in global productivity just over this past year linked to this phenomenon.

That massive figure comes from a few notable influences, such as a drop in innovation, a significantly increased risk in employee retention, deteriorated company culture and morale, and people’s overall well-being suffering. It’s all a result of general mental distress.

When people are emotionally drained, creativity and passion cease to flow. When you don’t treat people right, the workplace environment sours, ultimately leading to a decline in motivation, engagement and performance.

When your team’s mental health is in jeopardy, anxiety, depression and true burnout can ensue. It’s also important to understand that quiet cracking is different than quiet quitting, another workforce term that has been prevalent over the past couple of years.

The difference between quiet quitting and quiet cracking

While quiet quitting is intentional disengagement, quiet cracking is unintentional mental or emotional strain.

Here are some ways they differ:

• Employees set boundaries to avoid burnout with quiet quitting, while employees push through it despite their distress with quiet cracking.
• Quiet quitting is usually noticeable through reduced output, while quiet cracking usually goes unnoticed until a full-blown breakdown happens.
• Quiet quitting is a form of resistance, while quiet cracking is a cry for help masked by upheld performance.

It’s much more difficult to spot quiet cracking, which can be even more damaging in that it is concealed by an illusion of productivity.

How to prevent quiet cracking

There are ways for leaders to prevent quiet cracking, but only when it’s done proactively. One step is to conduct meaningful check-ins with employees. This goes beyond the “How was your weekend?” default on a Monday morning. Instead ask questions regarding their energy, workload and motivation. Offer a safe space for them to honestly share concerns that can be mitigated with action.

It also helps to build a psychologically safe environment. Many people don’t feel comfortable admitting they’re struggling, especially with their employer, leading to the harboring of emotions and an accumulation of stress, frustration and resentment. But when employees are made to feel safe through modeled vulnerability and emotional intelligence by leadership, honesty and transparency are rewarded.

Another actionable step is recognizing effort, not just outcomes. This can be as simple as a positive shout-out or thank you and can go a long way in combating disengagement. Providing clarity to your team can also boost performance. People need to understand the “why” and know that their efforts have a bigger purpose than meeting a KPI; purpose is essential for mental well-being.

Finally, proactively create genuine support instead of just caring when in crisis. Think about it this way: Does it make more sense to check on the cookies in the oven when something smells like it’s starting to burn, or wait until the oven is on fire? I don’t know about you, but I’d prefer to prevent burning down the house.

It’s imperative to have preventive care in place to avoid burnout and keep things from spiraling out of control or beyond repair. This can be done in various ways.

Employers can provide access to confidential care like therapy or self-guided tools. They can create a culture that values and prioritizes mental health. They can make meaningful moves toward work-life balance through flexibility, PTO or rotated scheduling during busier times of year so that each employee can have two days off in a row.

That’s a huge benefit during the peak of spring season, when stress is at an all-time high in our industry.

Don’t wait until someone is already at their breaking point to start providing support — show it in small, consistent and manageable ways every day. People can only “hold it together” for so long before falling apart. Everyone has their limits.

Quiet cracking is not a failure or reflection of an employee’s character or commitment, but an indication of systemic issues. If you or one of your employees or colleagues is quietly cracking, it should be a warning for leaders to take action and make reforms to the organization.

Not only will productivity, motivation, engagement and retention flourish, but your people will feel more supported, purposeful and mentally well.

Paige Franks is senior executive search adviser at BEST Human Capital & Advisory Group.