Emerging Terminology: Understanding ‘Quiet Cracking’

In recent years, the lexicon of workplace culture has grown to include several buzzwords marking significant changes in employee behavior and morale. After terms like “The Great Resignation” and “quiet quitting” dominated conversations during the pandemic and post-pandemic period, a new phenomenon dubbed “quiet cracking” is now sparking debate and concern across the tech sector.

Coined by TalentLMS, “quiet cracking” refers to employees who, despite being plagued by burnout and stagnation, feel unable to leave their positions due to financial, professional, or psychological constraints. Rather than actively disengaging (as seen in quiet quitting), these workers persist through mounting stress, anxiety, and even health issues—sometimes to the point of personal breaking. According to TalentLMS research, 20% of employees experience quiet cracking regularly, with another 34% reporting occasional symptoms.

This trend is especially pronounced in technology and cybersecurity roles, where the pressure to keep pace with innovation, skill requirements, and continuous workflow can quickly accelerate to unsustainable levels. A notable Forbes report identifies quiet cracking as the lived reality for professionals who feel trapped, isolated from advancement, yet compelled to perform by necessity or obligation.

‘Quiet Cracking’ Versus ‘Quiet Quitting’: What’s Different?

While quiet quitting is characterized by workers intentionally doing the bare minimum because they feel undervalued or wish to reclaim work-life balance, quiet cracking occurs when employees still care deeply about their work but feel unable to leave despite declining satisfaction. Factors driving this include financial pressure (mortgages, family support, debt), tight job markets, organizational loyalty, and commitments such as current educational programs or ongoing projects.

Experts note that unlike disengaged employees, those experiencing quiet cracking may be even more at risk of chronic stress, burnout, or severe mental health consequences. As employee assistance requests surge and burnout is recognized by the World Health Organization as a systemic occupational hazard, organizations are urged to prioritize well-being and open communication.

“Quiet cracking is everywhere right now! It starts with ‘I feel lucky to have a job but…’ and ends with feeling trapped.” — Coach Dave, professional coach on LinkedIn

The Intensifying Threat of AI-Driven Layoffs

Compounding the stress of workplace burnout is the powerful wave of artificial intelligence rapidly transforming technology and cybersecurity roles. Recent months have seen a sharp uptick in “AI anxiety”: fears that large language models, intelligent automation, and generative AI will lead to mass layoffs—particularly in the tech, finance, and administrative sectors.

Industry voices like Robert Kiyosaki, author of Rich Dad Poor Dad, have warned of “massive unemployment” as AI tools achieve greater cognitive and analytical abilities. Dario Amodei, CEO of the AI firm Anthropic, has projected that up to 50% of entry-level white-collar jobs could be displaced by AI by the end of the decade, with the U.S. unemployment rate potentially surging to 20% if adaptation is slow.

According to a Goldman Sachs analysis (2023), generative AI could impact as many as 300 million jobs globally. While some roles will be created or transformed as humans pivot to overseeing, training, or collaborating with AI systems, the turbulence in job security is undeniable.

Recent job market data supports this anxiety. Between 2023 and 2025, major tech firms including Google, Amazon, Microsoft, and Salesforce announced tens of thousands of layoffs, often citing AI-driven restructuring as a core factor. Layoffs.fyi—a real-time tracker—reported over 260,000 tech job cuts in 2023 alone, dwarfing previous years.

Implications for Cybersecurity and Public Sector Talent

The cybersecurity sector, long characterized by critical talent shortages, is experiencing a dual effect. On one hand, AI is fueling job insecurity as routine tasks are automated. On the other, an influx of skilled tech professionals—recently laid off or at risk—may finally help government agencies and public-sector organizations fill chronic workforce gaps in cybersecurity and digital services.

According to (ISC)²’s 2023 Cybersecurity Workforce Study, the global shortfall of security professionals reached a record 4 million last year. U.S. state and local governments, which have historically struggled to compete with private compensation, are seeing new opportunities as workers seek greater job stability, remote work, and purpose-driven missions despite stagnant wages.

It remains critical, however, that public and private employers pay special attention to mental health, burnout prevention, and clear communication—not only to attract talent but to sustain their workforce as AI automation deepens workplace anxiety.

Protecting Yourself: Risks of Employment Scams

As the job market tightens and transitions accelerate, tech professionals are also being targeted by sophisticated employment scams—often involving impersonation of major corporate leaders or fake recruiter outreach. With platforms like LinkedIn awash in both opportunity and risk, workers must remain vigilant against fraudulent job offers, phishing attempts, and requests for personal information from suspicious sources.

For instance, a recent scam impersonating Walmart’s CEO with a generic Gmail contact address highlights the ease with which cybercriminals can prey on desperate job seekers. Experts recommend always verifying recruiter credentials, checking official company hiring channels, and never sharing sensitive information over unverified channels.

According to the FBI’s Internet Crime Complaint Center (IC3), employment scams cost Americans over $367 million in 2023, underscoring the need for heightened awareness and caution as workforce churn continues.

Strategies for Navigating Change—and Supporting Employees

• Emphasize Well-Being: Provide mental health resources, destigmatize asking for help, and encourage regular check-ins.
• Encourage Upskilling: Offer continuous training, AI-literacy programs, and study pathways to further job resilience.
• Promote Internal Mobility: Transparently communicate about advancement opportunities and open new project roles to reduce stagnation.
• Combat Burnout: Set realistic workload expectations, reward contributions fairly, and recognize signs of employee distress.
• Stay Vigilant Against Scams: Frequently educate staff about social engineering, phishing, and the latest employment scams.

The technology workforce faces a period of profound change and uncertainty. By recognizing the signs of quiet cracking, supporting employees through AI-driven transformation, and maintaining robust cybersecurity, organizations can foster a healthier and more resilient workplace culture—one that protects both people and professional success in the new era of tech.