Employee engagement is a persistent and increasingly pressing problem for HR. A recent Gallup study, for instance, found that just 31% of U.S. employees say they are currently engaged at work, a red flag for talent leaders that their workforce may be struggling—and perhaps on the way out. The growing disengagement problem led online learning platform Talent LMS to coin the phrase “quiet cracking.”
The firm found that about 20% of employees cite ongoing unhappiness at work, driving up disengagement, dragging down productivity and making them consider a move. Yet, despite the potential crisis of quiet cracking, one expert says the antidote is simple.
Marcy Syms—who once held the distinction of being the youngest female chair/CEO of a NYSE-listed company related to her work with Syms Corp.—says leaders who demonstrate respect for the workforce can transform employee engagement.
In her upcoming book, Leading with Respect: Adventures of an Off-Price Fashion Pioneer, Syms makes the case that to reverse quiet cracking and related trends—boosting productivity and employee happiness—leaders must go back to the basics. This involves uncovering what disengaged workers are experiencing but not expressing publicly and responding with respect at the core.
“In today’s anxious, high-pressure workplaces, respect isn’t a soft skill. It’s a survival strategy,” she warns.
Syms offers five ways quiet cracking may present, along with respect-driven responses to minimize the risk.
Drops in motivation, initiative
When employees are disengaged, they may stop volunteering for projects or sharing new ideas. “They also may do the bare minimum while avoiding stretch tasks or leadership roles,” she says.
To avoid this, Syms explains that employers must recognize and validate contributions regularly. And, when leaders take time to genuinely acknowledge effort, not just outcomes, it also signals that employees are seen and valued, reigniting motivation.
Emotional withdrawal
Leaders might notice employees appear emotionally flat, even during team celebrations or meetings. “There’s a noticeable decline in passion or connection to the work,” she says.
It’s critical for leaders and managers to create and encourage emotional safety.
“Check in without judgment, making it safe for employees to express frustration or burnout,” Syms says. “Empathy can reestablish trust and emotional engagement.”
Reduced communication
Disengaged employees are likely to interact less with co-workers or supervisors. For example, they may be present in meetings but contribute little or not at all.
To counter this, invite voices, don’t just expect them, Syms explains, adding that that means creating space in team interactions for every voice. “Show respect by actively listening and following up on what’s shared. Inclusion is a powerful antidote to silence,” according to Syms.
Changes in performance or focus
When a once-reliable employee starts missing deadlines or delivering lower-quality work, seeming distracted or unable to concentrate, disengagement is likely brewing.
Employers must address performance with dignity, not discipline, Syms says.
“Assume positive intent and ask questions like, ‘What support would help you right now?’ rather than rushing to judgment,” she says.
Cynicism/hopelessness about growth
Quiet cracking can manifest as employees expressing doubts about career advancement or making comments like “nothing ever changes here,” Syms says. Those feelings can prompt employees to stop pursuing training or mentorship opportunities.
To reduce this negative thought process, employers must show belief in their employees’ potential, which includes supporting growth, even when resources are tight. “Offer mentorship, stretch assignments or just clear communication about future paths to show you care about their long-term journey,” she says.
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