Have you noticed employees in your workplace who arrive on time, complete their assigned tasks, and log out at the exact hour every day? They show no visible excitement or engagement toward their work. At first glance, this may seem normal, but it isn’t. While they may appear involved on the surface, in reality, they are merely going through the motions. They rarely participate in company events, Fun Fridays, or team engagement activities. They do not take initiative or volunteer for responsibilities. Even when responsibilities are assigned to them, they don’t show any excitement or involvement; rather simply complete the task mechanically and sign off, disconnected and indifferent. This practice is called Quiet Cracking. Let’s go through a brief here!
What is Quiet Cracking?
Quiet cracking is the silent internal burnout where employees continue working outwardly, but gradually lose motivation, engagement, and emotional connection to their work.
Does it affect for Company Productivity?
Let’s begin with a contradiction. An employee may continue to perform their daily tasks, which in itself is not a sign of failure or hopelessness. However, burnout caused by repetitive work schedules, unhealthy company practices or hopeless office politics can significantly impact performance and overall productivity. In such cases, employees may continue working primarily to earn a salary, but their efforts often fail to yield meaningful results. Over time, this disengagement can lead to persistent downtime, reduced efficiency, and ultimately, measurable business losses for the organisation.
So, it is indeed essential to understand the reasons for quiet quitting and achieve the right outcome.
How do we eliminate Quiet Cracking?
Eliminating quiet cracking starts with paying attention to what isn’t being said. Most employees don’t burn out overnight; they slowly withdraw when they feel unheard, overworked, or disconnected from purpose.
Approach 1
Leaders must create space for honest conversations, not just performance reviews. Different employees come to the workplace with multiple expectations, so sometimes listening to their expectations and customising them to prepare an aligned outcome.
Leaders can start by asking a simple query, “How are you really doing?” asked sincerely and followed by action can make a meaningful difference.
Equally important is restoring ownership. When people are trusted with autonomy, clarity, and realistic expectations, work stops feeling mechanical. Recognising effort helps employees feel seen and valued. Even small acknowledgements can rebuild motivation.
Approach 2
Organisations must rethink workload and culture. Continuous pressure without recovery leads to emotional fatigue. Management must stay focused on encouraging balance, respecting boundaries, and normalising certain breaks, rather than pressuring them to maintain company rules and policies. Team engagement should feel inclusive, not forced, and growth opportunities should feel attainable, not symbolic.
At the End
Quiet quitting isn’t laziness, it’s a signal. When effort fades silently, leadership must listen, respond, and rebuild trust before productivity disappears.
