We all heard about the Great Resignation. Well, there’s a new buzzword in town and it has leaders worried. The term is quiet cracking.
Quiet cracking is the gradual disengagement from work. It’s that persistent feeling of unhappiness that can show up as declining performance and, eventually, a desire to quit. According to a new TalentLMS survey, 54% say they’re experiencing it.
It’s not quite the same as burnout. Burnout usually comes with exhaustion and obvious drops in performance. Quiet cracking is slower. You may not be falling apart on the outside, but you are starting to disconnect little by little. In my trainings, I often call this languishing. And when it lingers, people start stepping back from responsibility, disengaging from the team, and dragging down both culture and productivity.
What’s Causing It?
According to the study, one of the biggest drivers is managerial disconnect. Think about it. We’re busier than ever, pulled in a hundred directions, and constantly navigating change. Add in remote work, fewer chances for genuine connection, and the ever-present pressure to respond, and you have a recipe for employees feeling unseen and unsupported.
So how do we fix it?
One of the most effective ways to strengthen engagement, according to Gallup, is deceptively simple: short one-on-ones. Gallup suggests doing them once a week. Now, that may not be realistic for every manager, but it’s a great goal to work toward. Even if you start with shorter, less frequent check-ins, the point is consistency. These moments show your people that they matter, that their growth and well-being are on your radar, and they create the opening for honest conversations about what’s really going on.
Check-in Questions that Seal the Cracks
Here are three simple questions you can start with, and why they work.
What’s one area where you’d like more support or training right now?
This helps uncover growth opportunities. When people see that you’re investing in them, they feel valued and motivated.
What part of your role feels unclear or confusing right now?
This reduces frustration. Clear expectations give people confidence and keep them moving forward without second-guessing.
What’s something you’ve worked on recently that you’re proud of?
This shifts the spotlight to wins. Recognition not only boosts morale, it rewires the brain for confidence and optimism.
The Bottom Line
The buzzwords may change, but making people feel seen and heard will always matter. If you create space for consistent, open conversations, you’ll get ahead of the quiet cracking trend before it takes root. And in doing so, you’ll help your team stay connected, productive, and thriving.