7 Quiet Cracking Habits Sabotaging Your Career Growth

Forbes

15-07-2025

Quiet cracking could be holding you back from real career growth at work.
If you're looking to accelerate your career growth this year, an invisible roadblock called "quiet cracking" may be holding you back. A March 2025 TalentLMS survey shows that 54% of employees experience this phenomenon, and nearly one in 5 say it occurs frequently. Quiet cracking is more subtle than burnout and sneakier than quiet quitting. It can silently undermine your momentum and stall your career growth. Here is how to spot these self-sabotaging habits and address them before they hold you back.
What Is Quiet Cracking?
Quiet cracking is the slow erosion of workplace satisfaction from within—a persistent feeling of disconnection that gradually leads to disengagement. Unlike burnout, which brings exhaustion, or quiet quitting, which shows up as dropped performance, quiet cracking operates in the shadows, secretly undermining your connection to work.
The TalentLMS research shows that employees experiencing quiet cracking are:
This creates a vicious cycle that limits career growth opportunities. What makes it dangerous is its subtlety. You're meeting basic requirements but no longer going above and beyond. You're present but not engaged, contributing but not leading.
Why Quiet Cracking Threatens Career Growth
Promotions go to employees who demonstrate leadership potential, initiative and strategic thinking, not just technical competence. Managers promote people who are visible, engaged and actively contributing to organizational success. When you're quietly cracking, you become invisible to decision-makers. You stop volunteering for high-impact projects, avoid stretch assignments and retreat from collaboration. This withdrawal signals that you're either uninterested in advancement or not ready for increased responsibility. With global employee engagement falling by two percentage points in 2024, costing the world economy an estimated $438 billion in lost productivity, according to Gallup, organizations focus on promoting employees who can reverse this trend.
7 Quiet Cracking Habits Blocking Career Growth
Here are the seven most common quiet cracking behaviors that can derail your career advancement.
One of the most common quiet-cracking behaviors is minimizing your contributions during team meetings or performance discussions. This habit hurts your career advancement prospects because managers need to understand your impact to advocate for your promotion. When you consistently downplay your wins, you're erasing your track record of success from leadership's memory. Decision-makers can't promote what they can't see or remember.
Expert Tip: Practice confident self-advocacy. When discussing recent projects, try saying, "I wanted to add that my data analysis helped drive those results last quarter, and I'm excited to build on that success." This approach acknowledges your contribution while demonstrating enthusiasm for future challenges.
Quiet cracking often manifests as avoiding stretch assignments, declining to present to senior leadership or staying in the background during important initiatives. This behavior directly undermines your promotion potential because high-impact projects are where future leaders are identified and developed. When you consistently avoid these opportunities, you miss chances to showcase your capabilities and build relationships with key decision-makers.
Expert Tip: Actively seek out challenging assignments. When opportunities arise, respond with, "I'd love to lead the next phase of this project. Here's how I plan to approach it." This demonstrates both initiative and strategic thinking, two qualities essential for advancement.
Another quiet-cracking habit involves perfectionism, which prevents you from sharing ideas until they're fully formed. This behavior hurts your promotion chances because it positions you as reactive rather than proactive. Leaders want to see employees who can think strategically and contribute to organizational direction, not just execute perfectly polished plans. Additionally, working in isolation limits your collaborative opportunities and reduces your visibility across teams.
Expert Tip: Embrace collaborative ideation. Share your thinking early and often by saying, "Here's an early draft of my idea. I'd love your input on how to strengthen it." This approach demonstrates confidence, strategic thinking and collaborative leadership skills.
Quiet cracking often includes avoiding projects that feel challenging or outside your comfort zone. This risk-averse behavior signals to leadership that you're not ready for increased responsibility. Promotions inherently involve taking on new challenges and uncertainties. When you consistently avoid stretch assignments, you're essentially telling decision-makers that you prefer the safety of your current role.
Expert Tip: Reframe challenges as growth opportunities. When faced with a challenging assignment, respond with, "This is new for me, but I'm eager to learn and take it on." This demonstrates the growth mindset that leaders look for in promotion candidates.
When quietly cracking, you might start avoiding performance conversations, skipping one-on-ones or dreading feedback sessions. This behavior severely undermines your promotion potential because regular feedback is essential for professional development. When you avoid these conversations, you miss opportunities to understand expectations, address concerns and demonstrate your commitment to growth. These conversations are also where you can discuss any resources or support you need to succeed.
Expert Tip: Actively seek feedback by saying, "I'd appreciate your feedback on my recent work. Can we set up a quick check-in?" This proactive approach shows maturity and commitment to continuous improvement.
Quiet cracking often includes withdrawing from cross-functional projects, avoiding company social events or declining mentorship opportunities. This isolation hurts your promotion prospects because advancement usually depends on having advocates throughout the organization. When you limit your network, you reduce the number of people who can speak to your capabilities and potential.
Expert Tip: Expand your network by reaching out to colleagues and saying, "I'd love to connect and learn more about your team's work. Are you open for coffee?" This approach builds relationships while demonstrating genuine interest in the broader organization.
The most damaging quiet-cracking habit is assuming your ambition is obvious without ever explicitly communicating your promotion goals. This silence severely limits your promotion potential because managers can't advocate for opportunities they don't know you want. Decision-makers are often juggling multiple priorities and may not recognize your advancement interests without clear communication.
Expert Tip: Have explicit career conversations with your manager by saying, "I'm excited about my progress here and am interested in next-level opportunities. What skills should I build to be ready?" This approach demonstrates ambition while seeking specific guidance for development.
Breaking Free From Quiet Cracking
Quiet cracking represents a silent threat to your career advancement, but awareness is the first step toward recovery. While these seven habits might feel protective, they ultimately limit your potential and visibility within your organization. The good news is that each of these patterns can be reversed with intentional action and consistent practice. By embracing visibility, seeking challenges and advocating for your career goals, you can transform quiet cracking from a career limitation into a catalyst for career growth. Your next promotion might depend on recognizing these habits and taking action to change them before they change your career path.