While millions of employees show up for work every morning, their motivation is quietly crumbling. More than half of all employees already suffer from this invisible affliction known as “quiet cracking.”
- Over half of all employees struggle with so-called “quiet cracking”
- The phenomenon describes the slow erosion of employee motivation
- The reasons for quiet quitting are complex – Gen Z is particularly hard hit
More than half of employees struggle with a silent enemy in the workplace. A recent survey by training provider TalentLMS shows that 54 percent of employees suffer from the phenomenon of “quiet cracking” – the creeping loss of their motivation to work. One in five of those affected even experiences this condition on a permanent basis.
The hidden warning signs that bosses overlook
The symptoms of quiet cracking develop gradually and often go unnoticed:
- Those affected withdraw from meetings.
- Their concentration wanes and they become increasingly distracted.
- Tasks are still completed, but without any enthusiasm.
- The initiative for new ideas or projects disappears.
At the same time, uncertainty about their own future in the company grows, and frustration about unclear expectations and high workloads increases continuously. Recognition? None. Managers often recognize these warning signs too late, as those affected continue to appear committed on the outside. “Quiet cracking is the internal decay of job satisfaction,” according to the TalentLMS study.
Lack of appreciation destroys motivation
The roots of the problem run deep. First and foremost is a lack of recognition: 30 percent of employees feel that their performance is not appreciated. Among those affected by quiet cracking, the proportion of those who feel recognized drops to just 26 percent. Other triggers exacerbate the crisis:
- Almost half of those affected feel that their superiors do not listen to them.
- 42 percent did not receive any further training last year.
- 29 percent find their workload unbearable.
The combination of a lack of recognition, poor communication, and a lack of development opportunities forms a dangerous cocktail. Employees feel overlooked and blocked in their professional development. Dissatisfaction grows slowly until it completely undermines motivation.
Generation Z and millennials are breaking away
The younger generations are particularly hard hit. According to a survey by management consultancy EY, job satisfaction among the under-35s has plummeted dramatically. Two years ago, 54 percent of young employees were satisfied with their work situation, but now only 33 percent are – a drop of 21 percentage points.
The figures reflect a worrying trend. The generations that are considered particularly motivated and innovative are losing touch with their employers. They are increasingly struggling with the feeling of being stuck in a hamster wheel.
Trillions lost due to inner resignations
The economic damage caused by quiet quitting is reaching astronomical heights. According to Gallup analyses, the global economy loses $8.8 trillion annually due to a lack of employee engagement – equivalent to about nine percent of global economic output.
The situation is particularly critical for companies facing a shortage of skilled workers. While they desperately search for new talent, existing employees are breaking down internally. Innovation slows down, productivity declines, and valuable skilled workers turn away.
The spiral continues: economic losses lead to cost-cutting measures. Salary increases are suspended and training programs are canceled. The pressure on the remaining employees increases. A vicious circle emerges that weakens teams and paralyzes entire departments. Companies lose not only money, but also the creativity and loyalty of their workforce.
Ways out of the motivation crisis
Companies can counteract this silent decline through various measures: regular personal conversations, individual feedback, and clearly recognizable appreciation are crucial. Continuing education can also act as a protective shield, as the figures show.
However, those affected should also take action themselves. Approaching management requires courage, but it can be worthwhile. An open conversation about a lack of appreciation and development prospects often creates clarity. Those who clearly communicate their needs increase the chance of change.
Frank Giampietro from EY emphasizes that managers must support their employees before they experience a complete mental breakdown. Only through joint action can the motivation crisis be overcome.
