Scared of speaking out and putting their neck on the line in a dire job climate, staff are silently but massively disengaging with their employers—welcome to “Quiet cracking.” 

The latest workplace phenomenon sees staff showing up and doing their job, but mentally and emotionally struggling. About 54% of employees report feeling unhappy at work, with the frequency ranging from occasionally to constantly, according to a 2025 report from Talent LMS. 

“The tell-tale signs of quiet cracking are very similar to burnout, you may notice yourself lacking motivation and enthusiasm for your work, and you may be feeling useless, or even angry and irritable,” Martin Poduška, editor in chief and career writer for Kickresume, tells Fortune. “These are all common indicators of quiet cracking, and they gradually get worse over time.”

Unlike “Quiet quitting,” this decline in productivity from workers isn’t intentional. Instead, it’s down to feeling worn down and unappreciated by their employers—and oftentimes, like with burnout, they don’t even register it creeping up on them until it’s too late. But feeling unable to quit in protest due to the current job market, it’s left them ultimately stuck and unhappy in their roles.

Unfortunately, managers are slow to catch on

A fleet of unhappy workers may sound easy to spot, but the problem is sneaking up on workplaces without much course correction.

Last year, the proportion of engaged employees globally dropped from 23% to 21%—a similar dip in enthusiasm seen during the COVID-19 lockdown—costing the world economy about $438 billion in lost productivity, according to a 2025 report from Gallup. 

Quiet cracking isn’t only creating a bad culture for employees to work in, but the trend is also hitting businesses hard. It’s imperative that bosses seize the moment to develop an engagement strategy before the problem festers into a ticking time bomb. And employees can also make adjustments to better advocate for their own career happiness. 

“It isn’t obvious when ‘quiet cracking’ happens,” Poduška explains. “You may be starting to ‘quietly crack’ right now, but you wouldn’t know as this type of burnout takes some time for others, and even you, to notice.”

How employers can fight ‘quiet cracking’ before it’s too late 

The current state of the workplace may sound bleak, but not all hope is lost. A career expert tells Fortune there are ways to spot fissures in company culture before employees are fully down in the dumps—and managers need to stand on guard. 

“If you’ve noticed an employee becoming more and more disengaged with their work, it may be best to schedule a time where you can discuss how they feel,” Poduška says. “Setting them new tasks, providing new learning opportunities, and simply having an honest conversation could steer things back in the right direction.”

A good boss can make or break company culture; among employees who experience quiet cracking, 47% say their managers do not listen to their concerns, according to the Talent LMS study. But by simply sparking a conversation on the issue, supervisors can get staffers back on track to be happy at work. Alongside having an honest conversation, managers should also show interest in the development of their direct reports. Training workers can help show that the company is interested in their career advancement; about 62% of staffers who aren’t quiet cracking receive training, compared to 44% of those who frequently or constantly experience the feeling. 

“When employee training is prioritized, it signals care, investment, and belief in people’s potential,” the Talent LMS report notes. “It fuels motivation, builds capability, and creates a culture where people want to contribute—and stay. Training isn’t just about skill-building; it’s an antidote to disengagement. A catalyst for connection.”

How workers can combat their own disengagement

Managers aren’t the only ones with power in fighting workplace disengagement—employees also have the power to combat their own unhappiness. 

“How can quiet cracking be avoided? For staff, finding out the root cause of your unhappiness might be the key to stop quiet cracking in its tracks,” Poduška explains. “If you feel like there are no opportunities for progression with your role, you may find it worthwhile to talk to your manager about a development plan. This can give you something to work towards, which may help combat boredom and spark your motivation.”

However, not every company is going to be invested in developing their workers, even if they voice the need for it. In that case, Poduška advises that staffers take a hard look at the business they work for. He recommends that employees question if their jobs feel sustainable and if they feel adequately supported by their teams. If not, a new employer—or even career—could be the answer. 

“Another way to stop ‘quiet cracking’ is to change things up. You could ask yourself if the role you’re currently in is right for you,” Poduška says. “A total career pivot may be the answer to ‘quiet cracking’ in some cases, or for others, a switch into another department might be the best solution. Some, however, may just need something new and fresh to work on.”