The root cause of quiet cracking may be workers feeling insecure in their current jobs, the report indicated. This lack of confidence could be the result of a lack of training, which makes workers feel insecure in their role, according to the data. Employees who said they hadn’t received any training in the past year were also 140% more likely to feel insecure about their jobs.
Researchers also outlined a lack of connection as a factor in quiet cracking. Employees say they are experiencing what researchers called “managerial disconnect,” with 47% of employees experiencing quiet cracking saying that their managers do not listen to their concerns.
Ultimately, TalentLMS researchers called this phenomenon “less visible than mass resignations” à la The Great Resignation, “yet no less damaging.”
Back in 2022, worker advocates and people leaders alike were asking employers and employees to meet in the middle and ensure work-life balance for all involved amid the rise of “quiet quitting,” or workers opting to perform the bare minimum. READ MORE
by Caroline Colvin
Source: hrdive.com
I have been in meetings where people were discussed almost entirely in financial shorthand. Headcount. Capacity. FTEs. These terms are not wrong. They are part of a language organisations use. The problem arises when they become the dominant. It seems easier to manage the spreadsheet than to remember that each number represents a person with judgement, commitments, and a life beyond work.
According to J.P. Morgan analysts, the labor market isn’t predicted to improve until at least the back half of 2026. It’s time to mentally and physically prepare for a longer timeline than we may have anticipated. Here are three ways to focus on finding that right next opportunity, on a longer timeline that we would have liked.
You’re not slow because your people aren’t capable. You’re slow because too many decisions live in the gray. Everyone’s busy. Meetings are full. Progress feels real. Yet the same issues keep resurfacing, deadlines slip, and accountability feels fuzzy. That’s not a talent problem — it’s a clarity problem.
