Quiet Cracking vs. Quiet Quitting: How Engagement is Changing in Today’s Workplace

I’ve been having more conversations lately about quiet cracking vs. quiet quitting, especially as remote and hybrid work models continue to shape how teams connect. If the atmosphere at work feels different—fewer casual chats, slower responses, or employees sticking strictly to assigned duties—you may be seeing early signs of shifting engagement. These patterns often lead leaders to ask two common questions: what is quiet quitting, and what is quiet cracking?

Quiet quitting’s meaning has become widely recognized: employees mentally pull back and commit only to the basics of their role. Quiet cracking, however, is a newer and more troubling trend. It happens when employees push themselves too hard for too long, hiding stress or burnout until they reach a breaking point.

As someone who has spent decades helping companies strengthen culture and build real connections, I see both behaviors as signs that employees no longer feel supported in the ways they need most. To truly solve these issues, we must understand what quiet cracking is, how it differs from quiet quitting, and the early signs of an employee who has reached the breaking point. Only then can we create a workplace where engagement feels natural and people can thrive without burning out.

What is quiet quitting and quiet cracking?

When people ask me what quiet quitting looks like in real life, I describe it as employees pulling back from the emotional extra of their jobs. They still meet expectations, but they no longer go above and beyond. Quiet quitting often comes from a desire for healthier boundaries or a better work-life balance, not from a lack of talent or potential. It’s a signal that something in the employee experience isn’t working for them anymore.

Quiet cracking, on the other hand, sits at the opposite end of the spectrum. Instead of stepping back, employees push themselves harder and harder—often silently—until they reach a breaking point. If quiet quitting is disengagement through retreat, quiet cracking is disengagement through overexertion. It’s when someone keeps saying “yes,” keeps absorbing more, and keeps performing until the pressure becomes unsustainable. 

Both behaviors stem from the same issue: employees not feeling supported, valued, or aligned with their work. Both will lead to increased employee turnover, which can also degrade your company culture. 

Why employees quiet quit vs. why they quiet crack

From what I’ve seen, quiet quitting often happens when people feel undervalued or disconnected from their role. Many want better work-life balance, clearer expectations, or fairer compensation. 

Quiet cracking, however, tends to emerge when employees feel obligated to prove themselves, worry about job security, or internalize a culture that rewards overwork. 

In both cases, the work environment—not the individual—is usually the catalyst.

Signs of quiet quitting vs. signs of quiet cracking

Leaders often ask how to spot these behaviors early. With quiet quitting, the signs usually include low morale, reduced collaboration, or slipping performance. Someone may request more time off, participate less, or show limited interest in development opportunities.

Quiet cracking shows up differently. Instead of pulling back, employees take on too much and risk burnout. You may see exhaustion masked as “dedication,” frequent after-hours work, or a steady decline in well-being. These can be signs of an employee who has reached the breaking point, even if their output still looks strong on the surface.

Understanding the contrast between quiet quitting and quiet cracking is the first step toward building a healthier culture, one where people don’t feel the need to retreat or break to protect themselves.

10 ways to prevent quiet quitting and quiet cracking

Now that we’ve explored quiet cracking vs. quiet quitting and the signs of both behaviors, the next step is to create a culture where neither trend takes hold. I’ve spent my career helping teams build connection, and preventing disengagement starts long before someone checks out or pushes themselves too far. It begins with simple, consistent practices that support people as whole human beings.

Let’s take a look at ten practical ways to prevent quiet quitting and quiet cracking.

1. Engage your team

If you want to prevent disengagement, you need to actively engage your team. Genuine engagement isn’t complicated—it’s about steady, meaningful attention. In my experience, even small moments of connection can completely shift how employees feel about their work.

Here are a few quick ways to boost engagement and reduce the risk of quiet quitting or quiet cracking:

• Allocate regular one-on-one time with each employee
• Recognize strong work frequently and authentically
• Provide opportunities for collaboration, such as team building exercises like Little Team Library, to promote cooperation.

Looking for more inspiration? Explore some other employee engagement techniques and learn how to easily implement them in your workplace:

• 8 Creative Ways to Keep Employees Engaged
• 5 Tips for Engaging & Retaining Millennials
• How Encouraging Failure at Work Increases Employee Engagement

2. Keep an open door

Availability matters more than most leaders realize. When employees quietly quit, they often don’t feel heard. When they quietly crack, they may feel pressure to hold everything together alone. I’ve seen both behaviors surface in organizations of every size.

As Jason Greer said, “They’re not coming to work for a paycheck. They’re coming to work because they feel like I’m part of something bigger than myself.” That sense of belonging starts with open, reliable communication.

An open-door approach doesn’t mean constant access. It means being clear about when you’re available and following through consistently. Trust builds on that consistency, and trust is one of the most powerful antidotes to any kind of disengagement.

3. Prioritize employee work-life balance

Remote and hybrid work have reshaped how people manage their time, energy, and boundaries. Supporting work-life balance isn’t a perk anymore—it’s a practical strategy for preventing quiet quitting and quiet cracking.

When employees have some control over how they work, they’re more likely to stay engaged and less likely to approach a breaking point. Flexibility communicates something simple and important: “I trust you.”

Offering schedule flexibility, adjusting workloads during peak seasons, and encouraging real downtime help build a sustainable pace. People who feel balanced are far more likely to contribute, collaborate, and stay connected to your mission.

4. Celebrate & reward employee achievements

Recognition is one of the most reliable ways to reduce both quiet quitting and quiet cracking. When people feel seen, they stay engaged. When achievements go unnoticed, employees either pull back or push themselves harder in hopes of finally being acknowledged. Neither path leads to sustainable performance.

Celebration doesn’t need to be elaborate or expensive—it just needs to be consistent. If you offer a small reward for hitting a milestone, honor that commitment every time and for everyone. Consistency builds trust, and trust strengthens culture.

If you want to personalize recognition, download our “Show Me the Love!” tool and ask employees how they prefer to be acknowledged. One study even found that employees who feel recognized are 63% more likely to stay with the organization long-term. Individualized appreciation goes a long way toward preventing both disengagement and burnout.

5. Make time for one-on-one interaction

If I want to understand how someone is really doing, I don’t guess—I ask. One-on-one conversations help employees feel heard, valued, and supported. They also give leaders a clear window into whether someone is quietly quitting or quietly cracking behind the scenes.

These conversations matter only if your follow-through is strong. When employees share concerns, take them seriously. Addressing issues promptly shows that their voice has an impact. That sense of partnership helps people stay connected to the team rather than drifting away or pushing themselves past their limits.

6. Practice what you preach

Your actions set the tone for the entire workplace. If you’re not modeling the behaviors you expect from your team, employees will notice. When leaders show up engaged, balanced, and aligned with company values, employees are far less likely to disengage—or to stretch themselves to unhealthy extremes.

I always remind leaders: people follow what you do, not what you say. Show them what a healthy, engaged work life looks like, and they’ll feel more confident practicing it themselves.

7. Give constructive feedback

Regular, thoughtful feedback keeps employees from feeling uncertain or overlooked—two major contributors to both quiet quitting and quiet cracking. If someone is struggling, ask questions. If they seem overwhelmed, explore why. Feedback isn’t just about correcting performance; it’s about supporting people before they reach a breaking point.

Here are a few simple feedback habits I encourage:

• Address challenges early rather than letting them build up
• Ask employees what support would help them succeed
• Follow up after conversations to show your commitment

If you’re looking for ideas to empower your team, our post on increasing workplace productivity offers practical guidance to help employees work smarter, not harder.

8. Invest in employee professional development

Employees disengage when work feels repetitive or when they don’t see a path forward. Supporting professional development helps prevent both quiet quitting and quiet cracking by showing people they have room to grow without overextending themselves.

Development doesn’t always require a large budget. You might offer a small training stipend, provide access to new learning resources, or focus on building soft skills through shared experiences. Team building events—like Wheels Around the World—give employees a chance to learn, collaborate, and feel connected to a larger mission, all while supporting a meaningful cause.

9. Evaluate and revamp employee onboarding

Clear onboarding is one of the most effective ways to prevent disengagement before it begins. Employees who don’t understand expectations or the culture they’re joining are far more likely to quietly quit—or quietly crack under pressure.

Here are a few onboarding elements worth reviewing: 

• Make sure roles and responsibilities are clearly defined
• Confirm employees understand how success is measured
• Check that early touchpoints reflect the culture you want to build

Small improvements at the start of the employee journey can have a major impact on long-term engagement. 

10. Motivate and inspire

Motivation isn’t about grand gestures; it’s about creating consistent opportunities for people to take ownership and feel excited about their work. When employees feel inspired, they’re less likely to drift into quiet quitting or push themselves into quiet cracking.

Consider offering leadership opportunities through approaches like reverse mentoring. You can also boost energy and collaboration with experiences such as Team Synergy, which naturally strengthens engagement by getting people working together in a fresh, creative way.

Ready to build a workplace where people can truly thrive?

Quiet quitting and quiet cracking may look different on the surface, but both are signs that employees need more support, more connection, and more clarity about their role in the bigger picture. The good news is that these challenges aren’t fixed by pressure—they’re solved through engagement, empathy, and shared experiences.

I’ve spent decades watching teams transform when they’re given the chance to collaborate in meaningful ways. When people feel connected and valued, they stop retreating into quiet quitting. When they feel supported and balanced, they stop pushing themselves toward quiet cracking. Engagement becomes something everyone contributes to—together.

If you’re ready to strengthen your culture, explore our full range of team building programs. You’ll find hundreds of interactive experiences designed to spark collaboration, boost motivation, and help your team feel excited about what’s ahead.