WORKPLACE culture continues to evolve, so do buzzwords that define different employee experiences—bare minimum Mondays, rage applying, quiet quitting, you name it. But did you know that there is a new emerging term for someone who remains in their job but is mentally detached from work and colleagues? It’s called “Quiet Cracking.”
Unlike quiet quitting, quiet cracking is less noticeable at work. This usually stems from persistent unhappiness at work due to many factors, wherein employees still do their job but quietly lose their enthusiasm and drive to go the extra mile, resulting in disengagement.
According to Jobstreet by SEEK, disengagement begins from various factors such as lack of growth, appreciation, feeling overworked, and experiencing high pressure from management, among other factors, which over time become small cracks that escalate to lower productivity and resignations.
Recognize effort and give proper support
Employees who feel unseen are more likely to lose motivation and fall into autopilot mode, which is why having regular check-ins and enhanced benefits continues to be essential.
Jobstreet by SEEK notes that hirers may minimize quiet cracking among employees by recalibrating compensation, offering comprehensive or special leaves, and implementing other supportive measures, keeping employees feeling valued and appreciated.
Candidates now also prioritize their mental health, with work-life balance continuing to be one of the top deal-breakers according to the online job platform. Given this, hirers are encouraged to consider giving access to wellness programs, counseling, or insurance benefits that can help address these needs.
Create growth opportunities
Many workers want to do better at their jobs and contribute more meaningfully, but need guidance on how to move forward. Hirers may incorporate training, mentorship, and self-learning opportunities, ensuring that employees not only grow in their careers but also feel invested in by their organizations for their long-term success.
“When people see clear opportunities for advancement and if they feel that they are being considered in being included in the organization’s long-term vision, they are more likely to stay and contribute at a higher level,” said Dannah Majaracon, Jobstreet by SEEK Managing Director in the Philippines.
Build workplaces that people enjoy
Jobstreet by SEEK’s latest Hiring, Compensation, and Benefits report shows that employees are 49% less likely to leave their jobs if they genuinely enjoy being in their workplaces.
While productivity is indeed a priority at work, hirers are encouraged to treat employees like customers with unique needs and personas. By tailoring meaningful support, fostering engaging activities, and advancing Diversity, Equity, and Inclusion initiatives, the workplace becomes an enjoyable environment, creating a more fulfilling experience for their teams.
“Today’s workforce has evolving priorities, and employers need to consider striking a balance between ensuring employee productivity and keeping them engaged beyond their functional responsibilities. As employers embrace this shift, they will not only retain top talent but also build workplaces where people can truly thrive,” Majaracon added.
