Question:
As an employer, I’ve recently heard about a trend called “Quiet Cracking.” How does it differ from “Quiet Quitting,” and what steps can I take to prevent these trends from affecting my company?
Answer:
“Quiet Cracking” is a phenomenon where employees experience persistent job dissatisfaction, leading to feelings of detachment, disengagement, and a desire to quit, even if their performance is not immediately affected. In contrast, “Quiet Quitting” occurs when an employee does only the minimum required by their job description, rather than going above and beyond, often to maintain work-life balance or signal dissatisfaction.
Both trends share common roots: burnout and stress, disengagement, and unmet psychological or professional needs.
To prevent these trends and strengthen company culture, managers and supervisors should first identify the issues by observing employee behavior. They can take the following actions:
- Recognize and reinforce employees’ contributions through transparency, consistency, and trust-building.
- Schedule regular one-on-one meetings to discuss both work progress and employees’ mental and emotional well-being.
- Clarify role and project expectations.
- Offer growth and development opportunities.
- Recognize and reward effort using personalized rewards, such as extra time off, public acknowledgment, or development perks.
- Encourage healthy boundaries by normalizing breaks, respecting time off, and discouraging after-hours emails.
When addressing these trends, managers should be mindful to:
- Listen to employees’ concerns rather than assuming a lack of motivation.
- Avoid over-correcting through pressure or micromanagement.
- Strive to meet employees’ unwritten expectations, such as recognition, growth, and fairness.
- Address root causes through structural changes in leadership and support.
- Model healthy behavior by taking breaks, respecting time off, and promoting work-life balance.
Article courtesy of Ahola.
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