Have you been feeling the cold shoulder or receiving less assignments at work suddenly? These could be signs of quiet firing.
‘Quiet Firing’ is a term used to describe a management practice where employers subtly push employees out of the company instead of directly terminating them. This is often done by reducing their responsibilities, excluding them from important meetings, or providing minimal feedback and support. The goal is to create an uncomfortable work environment, making the employee feel undervalued and frustrated, ultimately leading them to resign voluntarily.
Unfortunately for those who aim to avoid conflict, this practice can be harmful for both the leader and the company. For example:
It Can Ruin Trust and Morale
Quiet firing creates an environment of uncertainty and distrust. When employees perceive that their peers are being subtly forced out, it undermines their sense of job security and damages overall morale. This can lead to a toxic workplace culture where employees feel unsupported and anxious about their future.
It Can Damage a Company’s Reputation
Word spreads quickly in professional networks. When employees leave due to quiet firing, they often share their negative experiences with others. This can tarnish the company’s reputation, making it harder to attract and retain top talent. Potential hires may be wary of joining a company known for such practices.
It Has Potential To Lead to Legal Challenges
Employees may claim they were constructively dismissed, which can result in costly legal battles and settlements. Additionally, it raises ethical concerns about fairness and transparency in the workplace.
It’s a Reflection of Ineffective Performance Management
This approach reflects poorly on the leadership team’s ability to manage employees and performance effectively. It shows a lack of willingness to address issues directly and constructively, which is essential for a healthy and productive work environment.
While the conversation will likely be uncomfortable for both parties, communicating properly with an employee about their performance and the risk of termination is simply the right thing to do. To combat the awkwardness, we recommend:
- Preparing what you’d like to say in advance
- Choosing a private, neutral space for the conversation to take place
- Being clear and direct: Say what you mean and mean what you say
- Providing constructive feedback and set clear expectations
- Following up and track the employees’ progress
- Documenting everything in case of termination
Overall, quiet firing can be a detrimental practice that harms both employees and the company. By adopting a more transparent and supportive approach to performance management, leaders can create a more positive and productive work environment, ultimately leading to better outcomes for everyone involved.
If you have any questions surrounding this topic, please contact me at edgar@officiumdc.com or schedule a time to talk here.