Quiet Cracking: The New Employee Disengagement
A new phrase has entered the workplace lexicon: quiet cracking.
It describes employees who feel stuck—trapped by financial obligations, fearful of a slowing economy, and too stressed or burned out to take action. They stay, but disengaged.
A recent Business Insider article reports that employee engagement in the U.S. has slipped from 23% to 21%, costing employers nearly $500 billion in lost productivity.
We’re at the beginning of a shift—and it reminds me of a Dave Chappelle line that still resonates:
“Fear does not make lasting peace.”
Chappelle’s point was that when people are driven only by fear, the balance eventually collapses. In the workplace, the pandemic created a similar pendulum swing.
The Pendulum Shift: Pre- and Post-Pandemic
Before 2020, companies poured energy into culture and values.
Offices were designed for collaboration.
Teams bonded at outings, retreats, and shared celebrations.
Culture was a recruitment tool, proudly posted on LinkedIn and Instagram.
Then came remote work.
Suddenly, employees were in silos—individually isolated, disconnected from colleagues, and blind to the struggles of other departments. Sales didn’t see engineering’s efforts; engineering didn’t see sales fighting to close deals. The result was empathy erosion.
At the same time, government stimulus, surging consumer demand, and exploding hiring gave employees more opportunities than ever. With no loyalty to coworkers or culture, many began to value only their own worth. This led to the Great Resignation of 2021–22 and the rise of quiet quitting.
Employers were stunned but powerless. Fear kept them in check.
The Employer Pushback
Now, the fear is gone.
Artificial intelligence is reshaping white-collar work—making roles more efficient or outright redundant. Employers see leverage shifting back to them.
Corporate culture? Fading fast.
Corporate values? Less emphasized.
Employee engagement? No longer a priority.
Why? Because many leaders feel that the indifference employees showed during the past four years is now being returned. With AI, a slowing economy, and layoffs looming, corporate America is no longer giving out any favors.
This is the new reality—and it will get worse before it gets better.
What Comes Next
Like all pendulums, this one will eventually settle. In three to five years, balance will return. The companies that thrive will be those that rebuild trust, inspiration, and genuine engagement—not gimmicky culture campaigns, but meaningful connection.
What Employees Should Do Now
If you feel yourself quiet cracking, the best move is not to retreat further, but to re-engage:
Go back to the office. Be visible to your manager and your coworkers.
Build empathy. Understand what other departments are working on and how it connects to your role.
Ask questions. At town halls, learn the company’s goals and figure out how you can contribute.
Develop people skills. Leadership, communication, and empathy will outlast any technical skill displaced by AI.
Those who plateau today risk being outpaced tomorrow. Those who lean in—developing people leadership and the ability to inspire others—will become indispensable.
Because the jobs that survive in the AI era won’t just require hard skills. They will require human skills.
