https://news.yahoo.com/finance/news/quiet-cracking-dangerous-trend-affecting-133300885.html
quiet cracking refers to those who “gradually become mired in feeling both unappreciated by managers and closed off from career advancement while doing work they otherwise like
Economic uncertainty
Workload and job expectations
Poor leadership or uncertain company direction
Layoffs or restructuring
Lack of career advancement opportunities
@e5 be glad then they cant call you into an audit.
I work for this company and I’ve never wanted a company to fail more. Elevance Health is Dante’s Inferno
After reading definition of quiet cracking, I believe this is what happened to me, for years now, after much thought for mental health…..I began quiet quitting.
@hk 100%!!! After giving a "manager" not such glowing reviews on the associate survey, all of these things are the retaliation that I endured.
@eb Retaliation works in many ways. Unless management is overtly excluding you from things necessary to do your job, it’s really can’t be “proven”. It’s subtle digs and snide comments meant to reduce your confidence. It’s not getting recognition for work but also getting just enough of a merit to not cause suspicion but not true reflection of your efforts. Making you go a PowerPoint slide over and over again when there is nothing wrong with the first one you did. It’s nitpicking on things for no reason. It’s giving bad comments to other hiring manager when you’re desperately trying to move out of the department you’re in. It’s so petty and stupid and it’s sad that we have so many people leaders who engage in it.
so if they steal everything, you are on the books as doing nothing because everything you do gets credited to others?
what's the difference between doing "nothing" like that and truly just doing nothing?
@d2 Here is how retaliation works - they won't do it now - they will wait in the weeds to hit you for something completely different then you can make a connection to - there is zero way to prove it. Go above your boss head and you will pay.
As far as getting promoted - well there has to be positions for promotions to happen -like another poster said - if you are a manager and there are no director positions open (which there never are) what are you going to be promoted to? If you are a whatever Sr. what is there to be promoted to - not a thing - if you think doing a special project will pay off you are clearly not paying attention - might get you an atta boy or better a ECard of Appreciation - won't even get points to buy some stuff - especially in the Fall - "they are all gone"
@e6 Not a solution when they steal everything. I have to provide output to stay employed. I’m not in a position where I want to job hunt unless I have to. Plus job market su-ks, not that easy to just get another job.
stop producing work output that they can steal.
My manager removes my name from most of my previous work. What do I do?
@b6 Yep! My director favors men and only gives project work to certain people. No room for growth or advancement. It you ask questions you get publicly humiliated. She will say things just to contradict you when it’s not warranted. Staff Vp lives this person so you can’t go above and say anything with retaliation. And just because Elevance has a “policy” against retaliation doesn’t mean a thing. They find a way.
My manager refuses to let me contribute - ask for work then I will get public humiliation on something else later.
This is the culture that SVPs and above set. This is not on the average associate who dreads Monday morning. Most associates want to help people. But SVPs, more concerned about territory and glory, are unwilling to tell the truth about bad systems and processes and make it difficult to get even the simplest creative solution in place. So why try? Just plant 7s on the next survey that asks all the wrong questions, and shake your head yes at leaders who have no original thought, direction, or willingness to take risk.
Ask any of them on the spot for a 5 year plan for their area and watch them stutter. Give them time and they will spew a deck with a lot of fancy graphics. Mind you, their team has never seen that presentation. But surprise them while they are in the office and ask for one and watch for the empty eyes.
Quiet cracking is a top down problem, not bottom up. But, alas, we will get blamed.
Lots of loud cracking still
"unappreciated by managers and closed off from career advancement" +1
I will be replaced, I am sure of it