There was a workplace trend during the pandemic called “quiet quitting.” It included an employee doing the bare minimum just to get by with their job. But now there’s a manager side of quiet quitting: “quiet firing.”
When Quiet Firing Occurs
Quiet firing used to be referred to as managing someone out of a job. The quiet firing phenomenon is merely a spin on an age-old practice.Quiet firing occurs when a manager systematically fails to provide support and career development to an employee. The manager will also withhold adequate training. This makes it difficult for the employee to do their job correctly.
Reasons for Quiet Firing
There are a few reasons that quiet firing is happening. One reason is remote work.Managers are still trying to adapt to supervising employees remotely. Trying to keep employees engaged has never been more challenging. And managing mostly online doesn’t foster a connection between manager and employee.
Another reason is to avoid costly terminations. Between possible severance and worker’s unemployment compensation, it’s expensive to fire an employee. It’s just easier to “force” the employee to resign.
Avoiding bad publicity is on many employers’ minds. With office lockouts and email firings in the news, some companies encourage “self-selection” to eliminate unwanted employees. Companies set strict policies and productivity goals to create an inhospitable work environment. This encourages an employee to leave.
Results of Quiet Firing
The main result of quiet firing is low employee morale. The targeted employee’s mistreatment causes a ripple through the workforce. Even though the quiet firing is subtle, coworkers may suffer as well.Although a quiet firing usually targets an individual, the dissatisfaction of the employee under fire may spread. Workers observe management’s behavior and wonder who’s next. There could be collateral turnover as spooked employees head for the exit door.
Employees may be unhappy with the treatment of their coworker. By pushing out one employee, the manager risks losing star employees.
Quiet firing could hurt recruitment. When it circulates that employees are treated in this fashion, there may be future troubles with recruiting and retaining good employees.
Signs of Quiet Firing
A change in related work responsibilities is one sign that an employee is in the middle of a quiet firing. There may be a demotion in a job description. Or essential responsibilities are assigned to other team members.Often, unreasonable performance targets and responsibilities are undesirable or misaligned with an employee’s current role.
Compensation could also change as a result of quiet firing. Besides just a pay cut, yearly bonuses or raises are withheld.
Working conditions also change. For example, a change in work hours or shifts could occur. Unmanageable workloads are assigned to the targeted employee.
What to Do About Quiet Firing
Talk to your manager if you think you are the victim of quiet firing. Explain how you feel, then advocate for yourself. Explain the positives you bring to the job. Ask for more critical responsibilities. By opening the line of communication, you may be able to get back on track with your manager.Start documenting your experience. Keep written records of the bad and the good. Write down your achievements and accomplishments. Demonstrate your value to the company.
Also, write down evidence of how you are being mistreated. Include emails, evaluation reports, written feedback, etc. Document any incident that made you feel excluded or undervalued.
Keep all written documents on your home computer or somewhere away from the company office.
Quiet Firing Prevalent
Regarding performance management, quiet firing can be a passive-aggressive approach. And it’s used frequently.Forty-eight percent of employees say they have seen quiet firing. At the same time, 35 percent claim to have faced quiet firing sometime during their career.
Whether it’s called managing someone out of a job, or quiet firing, it has become prevalent in corporate culture.
