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Forbes
18-05-2025
- Business
- Forbes
7 "Quiet Cracking" Behaviors That Are Killing Productivity
Over half of employees now experience quiet cracking, a silent form of disengagement that erodes productivity. Unlike "quiet quitting," where employees deliberately set boundaries by doing the minimum required, quiet cracking represents persistent workplace unhappiness that gradually leads to decreased performance, diminished productivity, and resignation. According to TalentLMS research, 54% of employees describe their relationship with employers as quiet cracking, with one in five experiencing it frequently. This phenomenon undermines initiatives and drives unexpected turnover because it often goes undetected until significant damage has occurred. Here are the seven most common quiet cracking behaviors destroying productivity and how leaders can address them: The research shows workers who haven't received training in the past year are 140% more likely to feel insecure about their jobs. This insecurity manifests as hesitation to take on new responsibilities, reluctance to contribute ideas, and avoidance of challenging projects. How to Fix It: The data indicates that 15% of employees don't clearly understand their role in an AI-driven workplace. This ambiguity creates a breeding ground for quiet cracking, as employees who lack clear direction often perform only the most familiar tasks while avoiding potentially valuable new responsibilities that could increase productivity. How to Fix It: The findings also reveal that 29% of employees report unmanageable workloads during periods of technological transformation. This overload directly contributes to quiet cracking, as even your most dedicated team members eventually burn out when facing persistent, overwhelming demands without adequate resources or support. How to Fix It: The first visible signs of quiet cracking often appear as reduced collaboration and withdrawal from team interactions. This isolation creates a dangerous feedback loop. Employees who feel less connected participate less, increasing their sense of isolation and steadily eroding productivity. How to Fix It: According to a recent Pew Research survey, over half of workers (52%) say they're worried about the future impact of AI use in the workplace, and 32% think it will lead to fewer job opportunities for them in the long run. This fear manifests as reluctance to adopt new tools, avoidance of upskilling opportunities that might make roles more AI-dependent, deliberate knowledge hoarding to appear indispensable, and increased absenteeism. How to Fix It: While the TalentLMS study confirms that 82% of employees feel secure in their current roles, confidence drops to 62% when asked about their future with their company. This disconnect between short-term job security and long-term career success creates a perfect opportunity for quiet cracking to set in. How to Fix It: The findings also reveal that 47% of employees experiencing quiet cracking report that their managers do not listen to their concerns. This communication gap prevents early intervention as employees stop flagging issues, creating blind spots for leadership until the quiet cracking becomes severe enough to impact performance and productivity. How to Fix It: Quiet cracking represents a progressive loss of engagement that, if left unchecked, leads to reduced productivity, stifled innovation, and ultimately, resignation. The good news is that the cycle can be reversed with proactive leadership. Remember that quiet cracking isn't a reflection of employee character or commitment. It's a symptom of systemic issues that you have the power to address. By taking decisive action on these behaviors, you'll not only rescue your team's productivity but also create the foundation for a thriving organization that is prepared for the future.
Yahoo
14-05-2025
- Business
- Yahoo
Employers should be mindful of the mid-life development crisis, report warns
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Employers may be overlooking middle-age and mid-career employees in their development efforts, according to a Perceptyx report released May 7. Career growth and development are especially important to retention and engagement this year, Perceptyx said, noting that four of the top five drivers of intention to stay measured in its latest benchmark 'relate directly to career growth.' For example, employees who plan to stay with their employers are three times more likely to believe they can achieve their career goals and more than twice as likely to see 'a clear path forward' at their companies, the report said. But perception of those career opportunities 'declines steadily' from Generation Z to baby boomers, with training satisfaction reaching its height with Gen Z workers, indicating a lack of investment in development for workers beyond their early careers, Perceptyx said. Additionally, mid-level employees want to know not only that these opportunities exist but how exactly they can access them. 'Career trajectories become much more unpredictable and obscure at middle age,' Lisa Sterling, chief people officer at Perceptyx, said in a statement. 'These workers – many of whom are managers with a significant scope of influence – have valuable skills and experience, but are left wondering what success looks like in this next stage of life.' AI may also prompt further concern from middle-aged and mid-level employees about their future place in their organizations, Sterling noted. Other studies have also pointed to anxiety around the status of AI training, particularly; nearly half of employees surveyed by TalentLMS said they felt AI is advancing faster than a company's ability to train them, according to a report released earlier this year. More generally, employers looking to improve their leadership training programs may want to ensure those programs focus on what is relevant for their companies and their 'unique circumstances,' according to a McLean & Co. report released in January. Overly broad training can make it difficult for leaders to apply their new knowledge, the report said. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
The Hill
09-05-2025
- Business
- The Hill
Are you 'quiet cracking' at work?
You remember 'quiet quitting' and 'quiet firing', right? Both have been dominant workplace trends over the last five years. Quiet quitting refers to employees who do the bare minimum required by their job descriptions, avoiding extra hours, volunteering, or going beyond their assigned tasks. It gained widespread attention during the pandemic as workers reassessed their relationship with work, seeking better balance and boundaries. Quiet firing, on the other hand, is the employer's counterpart. This is a subtle push to encourage employees to leave by withholding support, excluding them from projects, making their work environment unpleasant, or enforcing strict RTO mandates. Well, we are now in the quiet cracking era. This term describes a state where employees feel stuck, undervalued, and uncertain about their future in an organization, though they still continue to perform their duties. Those who are quiet cracking aren't consciously reducing effort à la quiet quitters, but are disengaged internally. It's quite common too. According to recent research by TalentLMS, over half of American workers (54%) experience some form of quiet cracking, with 20% reporting it as a frequent or constant feeling. Quiet cracking often goes unnoticed by busy managers. Employees may still show up and complete their work, but enthusiasm, creativity, and a willingness to contribute beyond the minimum is absent. It's different for everyone of course, but some of the top factors driving job insecurity are economic uncertainty, heavy workloads, and unclear job expectations. Though 82% of employees feel secure in their current roles, only 62% are confident about their long-term future with their employer. Some 42% of employees say they haven't received any employer-provided training in the past 12 months. And close to 1 in 6 employees (18%) are unsure if they have a long-term future where they are now. Employees experiencing quiet cracking are also 152% more likely to feel unappreciated or undervalued for their contributions. Poor leadership and company direction is the third most-commonly cited concern of employees about their jobs. And those who have not received training in the past year are 140% more likely to feel insecure about their roles. Pathways for progression are not clear. And as the report succinctly puts it: 'In short: no growth, no recognition, no reason to stay.' Additionally, company restructuring and layoffs is a concern for 25% of respondents, as is inadequate compensation and benefits. Managerial disconnect is also a factor; some 20% feel their manager does not listen to their concerns. But for employees who say they are experiencing quiet cracking, this rises to 47%. If you're an employee experiencing quiet cracking, talk to your manager about potential changes that could be introduced in the team, such as changes to workloads, and ask about role or project expectations so they are crystal clear. Provide suggestions for improving morale, such as regular spotlights on good work, and the encouragement of peer-to-peer shoutouts. These can have a significant impact in a short space of time, and you don't even need permission to begin the latter. Also, ask about training and development opportunities. Flag that you don't see a clear pathway for progression within the company, and be proactive about what you'd like to upskill in, and how it will benefit the organization. Lastly, ask if your HR or people team have plans for any anonymous surveys on employee engagement. You can be honest about your own situation, or simply observe that you're seeing a lack of energy in the organization, and are keen to see it addressed before it becomes a bigger issue. If none of that works, and you are still quiet cracking, it could be time to look for something new. And there's no better place than The Hill's Job Board, which is updated with new roles daily. Good luck. Looking for a new opportunity? Browse thousands of jobs on The Hill Job Board
Associated Press
09-04-2025
- Business
- Associated Press
New TalentLMS Research Reveals 'Quiet Cracking' as a Hidden Crisis in the U.S. Workplace
More than half of employees surveyed say they experience some level of Quiet Cracking — a persistent feeling of workplace unhappiness that leads to disengagement, poor performance, and an increased desire to quit. SAN FRANCISCO, April 9, 2025 /PRNewswire/ -- TalentLMS, a leading employee training platform, released a study of 1,000 U.S. employees that uncovers a silent crisis in the workplace that's going largely undetected — a phenomenon its researchers have coined 'Quiet Cracking.' Over half of employees surveyed (54%) experience some level of Quiet Cracking, and one in five report experiencing it frequently or constantly. Unlike burnout or quiet quitting, Quiet Cracking doesn't manifest in obvious ways — making it even more dangerous for business leaders to ignore. The report highlights the steep costs of ignoring early signs of disengagement, which could lead to reduced performance and increased turnover risk. According to the report 'Quiet Cracking: A Hidden Workplace Crisis', employees in this state are less likely to take on extra responsibilities, share ideas with team members, or attend company/team events. 'Quiet Cracking may not be obvious at first, but over time it can wear down team energy, connection, and trust,' said Nikhil Arora, CEO of Epignosis, the parent company of TalentLMS. 'But the solution isn't complicated. When people feel stuck, unheard, or unsure about their future, that's when disengagement creeps in. Giving employees space to grow — through learning, skilling, and real conversations — is one of the most powerful ways to turn things around. It not only shows people they matter, but helps them rediscover a sense of purpose and forward momentum, something we all seek at work and in life.' The survey asked employees a range of questions including how secure they feel in their current jobs, whether their manager listens to their concerns and whether their employer has provided training in the past 12 months. Other key findings include: 29% report unmanageable workloads. 20% say their manager doesn't listen to their concerns. 42% haven't received any employer-provided training in the last 12 months. Employees without training are 140% more likely to feel job insecure. Quiet Cracking employees are 68% less likely to feel valued and recognized at work. The research also found that, while 82% of employees feel secure in their current roles, this confidence plummets to 62% when asked about their future with their company — revealing a major disconnect between present stability and long-term commitment. TalentLMS urges organizations to take simple but effective actions to combat this trend: Survey employees: HR and leadership should know if their employees are suffering from persistent feelings of unhappiness; knowing is the first step. Empower managers with empathy: Listening, regular check-ins, and recognition can dramatically improve employee sentiment. Double down on learning and development: Employees who receive regular training are more likely to feel confident, engaged and valued. Recognize contributions frequently: Low-cost recognition programs can deliver a high impact on employee morale. Clarify expectations and manage workloads: When people know what's expected and workloads are balanced, disengagement drops. The full report underscores that training, communication, and recognition aren't just 'nice to haves' — they're critical business strategies for building a more resilient, productive and happier workforce. About TalentLMS Trusted by 70,000 teams, TalentLMS is the training platform built for success and designed with simplicity in mind. With a course library, an intuitive interface, and all the tools you need to create transcendent training, you'll be up and running in no time. For media queries, please contact Eri Panselina at [email protected].
Associated Press
19-02-2025
- Business
- Associated Press
TalentLMS Offers TalentLMS Learning Software to Women-owned SMBs for International Women's Day
The theme of IWD this year is #AccelerateAction. TalentLMS launches its Skills Accelerator Program to help female entrepreneurs with upskilling and cultivating a culture of continuous learning. SAN FRANCISCO, Feb. 19, 2025 /PRNewswire/ -- TalentLMS, a leading LMS for learning success, is proud to announce the launch of its Skills Accelerator Program for women-owned small and medium-sized businesses (SMBs). This initiative is designed to empower women entrepreneurs by providing them with the necessary technology and resources for employee reskilling and upskilling opportunities, helping foster a culture of continuous learning. TalentLMS will offer 20 selected women entrepreneurs full access to the industry-leading learning platform for one year. In today's rapidly evolving business landscape, it is imperative to address the challenges faced by women-owned businesses. Economic and social imperatives underscore the importance of strengthening women entrepreneurs, not only as a matter of equality but also for economic growth and sustainability. Women-owned businesses often encounter obstacles such as limited access to capital and lower profitability compared to their male counterparts. According to a recent LinkedIn global study, organizations that invest in employee development report 15% higher productivity levels than those that don't. TalentLMS recognizes these challenges and is committed to providing support to bridge the gender gap in entrepreneurship. 'At Epignosis, we believe that equal access to opportunities and resources is essential for building a more equitable and thriving business landscape. Women play a pivotal role in shaping the workforce and driving economic growth, yet too often face systemic barriers to success. With the launch of the TalentLMS Skills Accelerator Program for women-owned SMBs, we are taking deliberate action to break down these barriers and create pathways for women entrepreneurs to thrive,' said Nikhil Arora, CEO of Epignosis, parent company of TalentLMS. 'Investing in continuous learning isn't just beneficial—it's imperative. We are proud to support women-owned businesses that may lack the financial resources to invest in employee development, knowing that robust learning programs not only foster innovation and engagement but also drive long-term business success.' The program will offer the selected women-owned SMBs access to TalentLMS, along with access to TalentLibrary™, a library of ready-made courses for training on soft skills and workplace topics. TalentLMS makes training easy, simple, and accessible. It ensures your learners are not only engaged but also grow and excel in their roles, significantly contributing to your company's success. About TalentLMS Trusted by 70,000 teams, TalentLMS is the training platform built for success and designed with simplicity in mind. With a course library, an intuitive interface, and all the tools you need to create transcendent training, you'll be up and running in no time. SOURCE Epignosis
