‘Quiet Firing’ is No Way to Manage People

Have you ever experienced (or witnessed) a work environment where a manager makes conditions so uncomfortable that you (or someone you know) decides to quit? These conditions might include consistently being denied promotions and raises, despite hard work and accomplishments; being left out of important meetings and decisions; being given an overwhelming workload or unreasonable deadlines; and/or being subjected to discriminatory behavior or language. Rather than dealing with issues head on with constructive feedback and needed resources, some managers deny support and direction. When they want to ‘get rid’ of an employee, rather than out-right firing the employee, the manager engages in what is known as ‘quiet firing.’ This article explains that “quiet firing happens when employees are eased out of their jobs without explicit communication or formal termination. A manager deliberately pushes an employee out of a job without a formal process. This can include underutilizing employees, denying promotions and raises, or making the work environment uncomfortable or unbearable.” The article explains that quiet firing and poor management are not the same thing ─although they may have similar effects. Recognizing the signs of quiet firing can be difficult, as they are often subtle and go unnoticed. The article provides several indications that quiet firing could be an issue for your organization. The adverse effects of quiet firing can be far-reaching and negatively impact workplace culture. In addition to creating a toxic work environment, quiet firing creates mistrust among employees and may cause your best workers to leave. Quiet firing can hurt recruitment and retention and possibly lead to legal claims of discrimination or retaliation. Pay attention if you notice signs of quiet firing in your workplace.