“Quiet Cracking”: The Hidden Culture Crisis We Can’t Ignore

The Quiet Cracking Workplace Trend

In the shadows of our teams, a quiet crisis is unfolding, and a new HR buzzword is emerging.

“Quiet cracking” at work, unlike “quiet quitting”, where individuals withdraw effort, is more insidious: employees remain present, continue delivering… but mentally, emotionally, even spiritually, they’re slipping away.

Globally, Fortune reports that over half of workers feel unhappy at work, with the quiet cracking workplace trend contributing to a staggering $438 billion loss in productivity over the past year.

So what’s the picture in the UK?

According to Deloitte, poor mental health alone costs UK employers £42–45 billion annually, roughly half of which, around £24 billion, comes from presenteeism: employees showing up but not fully functioning.
The Guardian recently reported that workplace burnout and sickness-related absence now cost over £100 billion per year, with an average of 44 days of productivity lost per employee.
People Management reports 62% of UK employees feel overworked, while 60% believe employers prioritise profit over people.
The Times highlighted that during the so-called quiet quitting wave, the UK economy lost around £257 billion in productivity, and only 10% of workers were going the extra mile.

These statistics are clear indicators of a deepening disconnect. Disengaged employees erode morale, weaken company culture, and chip away at employee engagement – until fractures become costly and irreparable.

Why Company Culture and Engagement Matter

Engagement is commercial fuel. Disengagement isn’t a “nice to fix later”; it’s a bottom-line risk with measurable consequences.

A toxic work culture isn’t always headline-making, but unnoticed disengagement is equally destructive. Leaders can’t manage what they don’t notice. Quiet cracking happens beneath the radar, until it isn’t silent anymore.

Strong company culture examples demonstrate that when leaders prioritise engaging employees through meaningful communication, development opportunities, and recognition, they not only mitigate the risk of burnout but also enhance performance.

How to Improve Employee Engagement and Prevent Quiet Cracking

So, what can leaders do to strengthen culture and boost employee engagement?

Run an Employee Engagement Survey

Regular surveys for employee engagement help leaders identify early warning signs of workplace burnout and disengagement. The most effective employee engagement survey questions focus on communication, trust, workload, and overall well-being. Companies that utilise employee engagement tools or software can measure progress and take action promptly.

Listen and Act

Data from an employee engagement questionnaire or employee engagement app is only helpful if leaders act on it. Showing employees that their voices can lead to change builds trust and reduces the risk of a toxic work culture.

Invest in Employee Engagement Strategies

Run regular employee engagement activities like recognition programmes, wellbeing initiatives, or team-building events.

Create tailored employee engagement programs to support different teams and departments.

Encourage leaders to attend events like the Employee Engagement Summit, where the latest ideas and case studies in employee engagement are shared.

Develop a Long-Term Employee Engagement Strategy

Consistency matters. Leaders who build a clear employee engagement strategy — with set goals, clear drivers of engagement, and regular measurement — are far more successful at creating engaged employees.

Measure and Share Results

Measuring employee engagement over time not only helps leaders make better decisions, but it also demonstrates the benefits of employee engagement to the wider business.

Regular communication is key to ensuring that employees recognise they have been heard and understand what steps have been taken, or underway, as a result of the feedback.

In short: If you want to know how to increase employee engagement, start with listening, take consistent action, and make engagement a core part of your company culture.

What a Strong Culture Looks Like in Response

It’s easy to get caught up in metrics, deadlines, and bottom lines. But behind every data point is a person, and how engaged they feel at work can make all the difference.
Really listen. In the UK, only 13% of workers would give their employer top marks for internal communication, and around 51% feel leaders understand their challenges. Meaningful, empathetic dialogue matters.
Show you care. Training, progression, and connection all reduce the risk of employee burnout. TalentLMS research shows employees who receive training are significantly less likely to be quietly cracking.
Watch for the subtle signals. Quiet cracking manifests not in loud complaints, but in muted meeting contributions, skipped check-ins, and fading enthusiasm.
Champion psychological safety. Deloitte research shows that for every £1 invested in workplace mental health, the ROI can be as high as £5.

Quiet cracking is a slow process. But culture isn’t. Improving employee engagement doesn’t require revolutionary changes; it simply involves one-on-one connections, genuine curiosity, visible care, and consistent communication.

The Business Case for Employee Engagement

When engaged employees feel valued, they bring their best selves to work. They’re more creative, more resilient, and more committed. That’s not just good for morale, it’s good for business.

Strong employee engagement strategies reduce turnover, improve retention, and help organisations attract top talent — something the rise of employee engagement jobs and employee engagement careers proves is in demand across industries.

If you’re looking to strengthen your business, start with your people. Ask better questions. Listen deeply. And watch what happens when engaging employees becomes part of your commercial strategy.

Hi, I’m Sarah, HR Director at Hunter Adams. I believe culture and employee engagement aren’t ‘nice-to-haves’, instead, they are business-critical. Let’s talk about how we can strengthen your organisation by asking the right questions that lead to meaningful change, so employees thrive and don’t crack under the pressure – sarah.beaumont@hunteradams.co.uk

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