Does it ever feel like sometimes your manager is present, but not really present? Meetings happen, emails are sent, but lately their engagement seems to have taken a backseat? You may suspect your boss is quietly checking out, known as quiet quitting, but that doesn’t mean your career has to stall. In fact, this can be your moment to step up.

Here’s how to turn a disengaged manager into an opportunity to lead from where you are.

1. Be the Leader You Wish You Had. Propose ideas, solve problems, and focus on impact – not just activity. Ask yourself: “What would an extraordinary year look like in my role?” Then run with it. If no one’s steering the ship, don’t mutiny – lead.

2. Act versus Vent
Complaining about your boss to colleagues might feel satisfying, but it doesn’t build your professional brand. Instead, approach the situation directly and respectfully: “I’ve noticed we haven’t connected as much lately. What’s the best way to keep you updated?” It’s professional, proactive, and shows you’re solving the problem, not just noticing it.

3. Keep Your Boss in the Loop
Even if they seem checked out, regular updates prevent surprises and highlight your contributions. Keep it concise and relevant: “I’ve been making progress on [Project That Matters], which aligns with [Company Priority]. Would it be helpful to share a quick update at the next meeting?” This keeps it short, clear, and forward-looking.

4. Build Your “Backup Boss” Network
Seek mentors, connect with peers, and make your successes visible. Consider team initiatives like a “strengths spotlight” to highlight contributions across the group. This builds your credibility and ensures your work is recognized.

The Ripple Effects of Quiet Quitting

When a manager quietly disengages, it doesn’t just affect their own performance – it can ripple across the team. Productivity may slow, priorities become unclear, and decision-making stalls. Employees can feel unsupported, overlooked, or unsure whose guidance to follow. Even strong teams can experience subtle morale dips when leadership energy goes missing.

Quiet Cracking

Similar to quiet quitting is quiet cracking. Quiet cracking isn’t a conscious decision to disengage. Instead, it describes a gradual and often unnoticed decline in an employee’s happiness, performance, and sense of purpose at work. It’s a slow erosion that can go undetected until the employee is fully burned out or has already mentally checked out. Quiet Cracking is the erosion of workplace satisfaction from within, and it happens to leaders too.

Nearly one in six employees aren’t confident in their long-term future with their company, and economic pressures, heavy workloads, and vague expectations only add to the strain. Lack of training and recognition compounds the problem – those without recent development opportunities are 140% more likely to feel insecure, and only a quarter of frequently cracking employees feel appreciated.

It’s important that upper management check in regularly with their managers to ensure their workloads are manageable and that they are receiving the training they need to succeed as a manager.

Quick Recovery Guide for Leaders

Feeling drained, overwhelmed, or disconnected as a leader? You’re not alone, and it’s crucial to catch it early before it affects your team and your own well-being. Here are some practical tips:

1. Pause and Reflect
Take a step back to identify what’s draining you. Is it uncertainty, workload, lack of support, or something else? Journaling or simply listing your stressors can help clarify what’s within your control versus what isn’t.

2. Reconnect With Your Purpose
Remind yourself why you took this role in the first place. Focus on the impact you want to have, the people you serve, and the goals that excite you. Reestablishing your “why” can reignite motivation and energy.

3. Prioritize Self-Care
Leaders often neglect their own needs. Sleep, exercise, nutrition, and mental breaks are essential for sustaining focus and resilience. Even short, daily habits can make a big difference.

4. Seek Support and Mentorship
Quiet cracking can feel isolating, but reaching out for guidance or peer support can help. Mentors, coaches, or trusted colleagues provide perspective, advice, and reassurance that you’re not alone.

5. Break Tasks Into Manageable Wins
Overwhelm fuels quiet cracking. Reframe your workload into clear, achievable steps, and celebrate small wins along the way. Progress, even incremental, boosts confidence and momentum.

6. Rebuild Connections With Your Team
Check in with your team regularly, listen actively, and recognize contributions. Reconnecting with the people you lead not only helps them, it reminds you of the value you bring as a leader.

7. Invest in Learning and Growth
Engaging in training, workshops, or skill-building can restore confidence and energy. It signals to yourself and your team that you’re still committed to growth and improvement.

8. Set Boundaries
Quiet cracking often comes from taking on too much or saying yes too often. Learn to delegate, say no strategically, and protect your capacity for high-impact work.

Quiet quitting and quiet cracking don’t have to define your team or your career. Even when disengagement is happening around you, don’t let it dim your drive.

Source: letsgrowleaders.com; EPTW 7/9/25