If how you start your morning sets the tone for the rest of your day, the same holds true for how you start your work. Show up to work energized and focused, and tasks are more manageable, contributions come naturally, and the hours fly by. Show up to work drained and irritable, and, well, the entire day feels dreadful and bleak. More and more workers, especially hourly workers or those on the frontline, are relating to the latter, as a symptom of a new and intensifying workplace trend called “shift sulking.”
Coined by the CEO of workplace platform Deputy, Silvija Martincevic, “shift sulking” isn’t just a result of waking up on the wrong side of the bed. Rather, stressful and unstable work environments are the cause of employees adopting an ongoing pattern of disengagement. As it worsens, experts claim it has the potential to chip away at an employee’s morale, mental health, professional reputation, and career growth.
To get the full scoop on this unfortunately popular trend, I consulted Martincevic along with three other career experts. Ahead, a full breakdown of shift sulking, including what it is and what’s driving it, how it can potentially impact your reputation and career, and more.
What is “shift sulking”?
“Shift sulking” refers to the trend of employees showing up to work already feeling anxious, exhausted, and on edge. These employees not only become disengaged in the workplace as a result of pre-shift burnout, but their outward behavior also drastically changes—the latter being a stark juxtaposition to “quiet cracking,” which is much less obvious. Typically, shift sulkers are irritable, impatient, and quick to lash out. However, none of this behavior is intentional. (Read: They don’t want to be miserable—they just are.) It stems from an involuntary emotional response where prolonged work stress and pent-up resentment finally spill over.
Why are employees shift sulking?
According to Dr. Rosenna Bakari, a psychologist, educator, and empowerment expert, shift sulking is a direct and natural response to prolonged instability at work. This instability might stem from being asked to work extended hours or irregular hours, having an unpredictable schedule, regularly handling difficult customers or clients, overworking due to staff shortages, or simply working too much in stressful enviorments. “People need to earn a living, but they’re doing so within systems that offer limited control of their time and earnings,” Dr. Bakari said. “The unresolved dissonance between survival and self-respect often shows up as disengagement.”
“Shift sulking doesn’t stem from wanting to do less… it’s the result of conditions that make it hard to show up with energy in the first place.”
Additionally, the occupational strain of today’s demanding, always-on workplace is deepening this sense of helplessness. Workers aren’t just juggling more responsibilities—and, in many cases, multiple jobs—but doing so in an environment that’s evolving faster than they can reasonably adapt. Workplace psychologist and executive coach Dr. Marie-Hélène Pelletier (Dr. MH) explains that this sustained cognitive overload, paired with relentless change, leaves little room for recovery, often resulting in emotional withdrawal.
Lastly, Martincevic says this is all compounded by a lack of predictability and support throughout the workforce. “[Shift sulking] is the human cost of deeper structural friction in today’s labor market—and all indicators point to it intensifying in 2026,” Martincevic says. With hazy career paths, leaner teams, and rising pressure to take on more just to stay afloat, many employees are operating under near-constant anxiety as job security feels increasingly fragile. So while this trend manifests as disengagement, Martincevic says shift sulking doesn’t stem from wanting to do less. Rather, Martincevic says, “it’s the result of conditions that make it hard to show up with energy in the first place.”
What are the potential career impacts of shift sulking?
What makes shift sulking particularly dangerous is that its impacts are far-reaching. In the short-term, Dr. Bakari says it stunts professional development and workplace visibility, which subsequently makes you more susceptible to future organizational changes; you might be moved to another department or let go from your company if your boss sees you’ve stopped contributing as often or as thoughtfully as you used to. Worse, shift sulking can also destroy workplace relationships and prevent new ones from forming. This can be especially problematic because your network is an invaluable career resource. Workplace mental health expert Melissa Doman, M.A., explained that this happens because the trend changes how you behave and communicate with your colleagues and managers. To put it simply, if you’re shift sulking, your coworkers or clients might not want to be around you.
“With hazy career paths, leaner teams, and rising pressure to take on more just to stay afloat, many employees are operating under near-constant anxiety as job security feels increasingly fragile.”
Ultimately, these short-term impacts can culminate in a stain on your professional reputation that can follow you for years to come. Getting a glowing work reference from your current employer in the future will be a lot more challenging if you’re engaging in shift sulking. Plus, Dr. MH says this behavior can easily be misinterpreted as a lack of ambition or readiness, which can be particularly detrimental in a competitive job market.
What are the biggest signs of shift sulking?
Perhaps the biggest difference between shift sulking and simply having a bad day at work is that the former involves a repeating pattern of disengaging behavior. In addition to the obvious, such as being less proactive and withholding ideas, Doman says shift sulkers appear to be “sleepwalking” through their shift. Typically, they’re less communicative and withdrawn, and have an off-putting aura. They also tend to be irritable and pessimistic, and have no qualms about making it known they’d rather be anywhere but work.
Furthermore, Martincevic says feeling emotionally fatigued before the workday begins is also a major sign. What differentiates this fatigue from burnout is that the latter makes you completely disinterested in work. The former, in contrast, comes from a desire to do your job well but lacking the support or resources to do so.
How to stop shift sulking and re-engage at work again
It’s natural to try and “power through” shift sulking and try to pretend not to be miserable, but doing so only does you a disservice. In fact, Martincevic says that shoving down your frustrations, anxieties, overwhelm, exhaustion, or dread is often what leads to shift sulking in the first place. This is why Doman suggests determining the culprits of your emotions and behavior and then addressing them at work.
“While many work conditions are outside of your control, how you show up within them still matters.”
Ask yourself: Are you lashing out because you’re drained from your workload? Are you struggling because you function best with a rigid structure but have a chaotic schedule? Is it your pay that’s causing you to be resentful? Answering these questions will give you clarity on what you need to thrive going forward—like a more regulated schedule, higher compensation, flexibility, and so forth—and help you reclaim autonomy. From here, talk to your employer about implementing solutions to improve your situation. If they aren’t receptive or things don’t improve, you can always look for work elsewhere. This way, you’ll be able to job search knowing what your non-negotiables are.
Whatever the case may be, Dr. Bakari stresses focusing on what you can control. “While many work conditions are outside of your control, how you show up within them still matters.” She explained that shifting your mindset so you’re no longer working from a place of resentment or obligation and anchoring yourself in who you want to be as a professional is key. Your current position might not be your dream role in your dream employer, but that doesn’t mean it can’t benefit you. Use this as an opportunity to build skills, expand your network, nourish relationships with colleagues, and grow yourself professionally. All of these things can help revitalize your professional energy, navigate the highs and lows of the working world, and remember that you’re in control of your career reputation and trajectory.
Experts Consulted:
Silvija Martincevic
Silvija Martincevic is the CEO of Deputy, a global platform for managing hourly workers. She is an experienced global executive with a strong track record of building and scaling global businesses and teams. At Deputy, she leads a team whose mission is to simplify shift work and create thriving workplaces in every community.
Dr. Marie-Hélène Pelletier
Dr. Marie-Hélène Pelletier (known as Dr. MH), an award-winning workplace psychologist, executive coach, and author of The Resilience Plan: A Strategic Approach to Optimizing Your Work Performance and Mental Health.
Dr. Rosenna Bakari
Dr. Rosenna Bakari is a psychologist, empowerment expert, and educator. For more than 25 years, Dr. Bakari taught psychology to graduate and undergraduate students, published peer-reviewed articles, and delivered dynamic presentations across the country. Seven Exits is Dr. Bakari’s seventh and most defining book on empowerment, healing, and transformation.
Melissa Doman, M.A.
Melissa Doman, MA is an Organizational Psychologist, Former Mental Health Therapist, Founder of The Workplace Mental Health Method™, and author of Yes, You Can Talk About Mental Health at Work (Here’s Why And How To Do It Really Well), and the forthcoming title, Cornered Office: Why We Need To Talk About Leadership Mental Health. Melissa works with companies around the globe—including clients like Google, Progressive, Estée Lauder, and Salesforce—and has been listed as LinkedIn’s Top 10 Voices on Mental Health.
