You’ve probably heard a lot about burnout over the past few years, and it’s still a problem affecting small business owners and their employees. But many others are experiencing “quiet cracking.” 

Quiet cracking refers to persistent feelings of unhappiness at work, which may lead to disengagement, declining performance, and a desire to quit—and 54% of employees experience it, according to a new TalentLMS survey of 1,000 U.S. employees. 

The quiet cracking phenomenon is being driven by workplace and economic trends that affect small businesses and their workers. Here’s what to know about it.

How quiet cracking differs from burnout

Burnout stems from chronic workplace stress that’s not well-managed and may cause energy depletion and exhaustion, distant or negative feelings about your job, and diminished performance, according to the World Health Organization. 

With quiet cracking, as its name suggests, people struggle quietly. Unlike burnout, however, people aren’t always exhausted or have dramatic performance declines. It still affects them negatively, though; it just might not be as obvious to outsiders. 

Quiet cracking “concerns people who remain in their jobs and report feeling some kind of workplace funk,” according to TalentLMS. 

[Read more: How to Spot Employee Burnout (And Prevent It From Happening in the First Place)]

What’s fueling the trend? 

The TalentLMS report identified some trends that are driving quiet cracking: 

  • Job insecurity. While most employees felt secure in their jobs, 18% were uncertain about their long-term future with the company. Even though many aren’t worried about losing their jobs, they believe the relationship with their employer won’t last.
  • Pressure. Economic uncertainty, workload and unclear expectations, and poor leadership and company directions were the top factors influencing job insecurity.
  • Disconnect with managers. More than 60% of employees feel their managers listen to their concerns; the number dropped to 47% for those experiencing quiet cracking.
  • Minimal training and recognition. Employees who experience quiet cracking are 29% less likely to receive training at work. They’re also 68% less likely to be recognized and feel valued. 
When employees quietly crack, they take productivity, creativity, and loyalty with them. TalentLMS

How quiet cracking is affecting your small business

When employees or small business owners feel disconnected, unheard, and unsupported, without growth or training opportunities, it can fuel quiet cracking, which can harm the company. 

Quiet cracking means people are less likely to take on extra responsibilities, share their ideas, and attend company events, leading to disengagement. This may also slow productivity—and deplete trust and energy across the company. All of this may inspire employees to quit. 

“Quiet Cracking isn’t just a well-being issue—it’s a business issue,” TalentLMS said. “When employees quietly crack, they take productivity, creativity, and loyalty with them.” 

[Read more: Too Much Busy Work Harms Productivity and Engagement. Here's How to Minimize It for Your Employees]

How to prevent it 

The report outlined four ways small business owners can prevent or potentially reverse the trend among employees: 

  1. Focus on employee development. Employees who receive training at work were 140% more likely to feel job secure, and more confident and valued. Offer educational opportunities and let employees choose some of the content.
  2. Educate managers. Leaders drive your small business’s culture. Offer managers leadership training that covers empathy and listening, encourage regular check-ins, and measure manager engagement.
  3. Recognize your people. Show employees that they (and their work) matter. Establish monthly employee spotlights, foster peer-to-peer shoutouts, and connect employee recognition to company values and goals.
  4. Set clear expectations. Not knowing what’s expected or having too much work contributes to quiet cracking—29% of employees said their work isn’t manageable, and 15% don’t fully understand their role’s expectations. Regularly review employees’ job descriptions and workload distribution, and provide them with stress management resources. 

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