'Quiet cracking' is affecting millions of employees: What is it?

You’ve probably heard of quiet quitting, where people do only what’s required and nothing more. It’s intentional, a conscious decision to take a step back.

But what if you’re doing everything right — replying to emails, showing up for meetings, meeting every deadline — and still, something feels off inside?

There’s no major burnout, no meltdown, yet you’re finding it harder each day to stay connected or feel energised by your work. If that sounds familiar, you might be experiencing something known as quiet cracking.

The term, now gaining traction, is being described as a slow, invisible emotional burnout. And that’s what’s happening to a growing number of employees who, on the surface, seem fine but are gradually losing their spark at work.

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If this feels like you, don’t worry — there are things you can do.

You’re not the only one feeling this way

If you’ve been feeling disconnected at work lately, you’re far from alone.

A recent survey by TalentLMS, a workplace training platform, found that more than half of employees said they were experiencing “quiet cracking” at their jobs. Even more alarming — 1 in 5 said they feel it “constantly”.

Psychologist Rasshi Gurnani explained to The Indian Express that this isn’t the same as just having a rough week or being lazy at work.

“Quiet cracking isn’t just about being tired or overworked — it’s a slow emotional unravelling. You might start to feel like nothing you do matters, even if you’re meeting deadlines.”

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“If you catch yourself constantly zoning out, avoiding conversations or feeling dread that doesn’t go away after rest, these are psychological signals of quiet cracking, not just a stressful phase,” Gurnani added.

A 2025 Gallup report revealed that 52 per cent of employees in North America said they were “not engaged” at work, while 17 per cent admitted they were “actively disengaged.”

In fact, Wayne Hochwarter, a senior professor at Florida State University’s College of Business, told Nexstar that quiet cracking isn’t limited to any one type of employee.

“It’s not just an entry- to mid-level phenomenon; I don’t think that’s the case at all. I think it’s pretty pervasive at all levels.”

So, what can you do about it?

Many respondents in the TalentLMS survey said they felt disengaged largely because of a lack of job security. For some, it’s the fear of layoffs. For others, it’s the worry that there’s no clear path to grow, or that AI might soon take over their role.

“Employees may feel secure in their roles today, but ask them about tomorrow, and confidence drops sharply,” TalentLMS noted about the survey findings.

So, if you’re reading this and nodding along, experts say the best thing to do is to start with honesty — especially with yourself and your team lead.

Psychologist Rasshi Gurnani suggests having open conversations at work.

“The next step is setting micro-boundaries — maybe that means logging off on time, reducing hyper-responsibility or even having open conversations with your manager,” she explains.

Of course, not everyone has a supportive work environment. If talking to your manager doesn’t feel like an option, experts say it’s still important to prioritise your own mental reset.

That could mean giving yourself space to rest and recharge physically or emotionally, moving to a different team or department within the company, or even finding a new job, says Hochwarter.

You don’t need to wait until the cracks become too deep. Small, intentional steps can help you shift from quietly cracking to consciously healing.

What can you do as a manager?

Managers are often told to fix disengagement in the workplace — but the truth is, many of them are struggling themselves.

In fact, Gallup’s 2025 report notes that managers are among the most disengaged employees in their own companies. So while the report recommends stronger training and coaching for team leads, the solution isn’t as simple as telling managers to “do better.”

That’s why experts suggest starting small.

According to TalentLMS, employers should begin by auditing their current engagement strategies. That means looking honestly at whether there are gaps in how managers support or recognise their teams. Then, build from there — with small steps like offering regular feedback, leadership development opportunities, and ongoing learning.

Psychologist Rasshi Gurnani stresses the need for emotional honesty. “Regular check-ins should go beyond tasks and ask, ‘How are you really doing?’ Leaders who model vulnerability and offer flexibility actually buffer their teams from mental fatigue,” she explains. “When people feel permission to speak up without judgement, quiet cracking has less room to grow.”

With input from agencies