Quiet Firing

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The recent highlights of “Quiet quitting” by the media reporting reportedly went viral, many workers are reporting employer are also guilty of “Quiet firing”.

Smart Company writes “Quiet firing is also known as ‘managing out’ or ‘construction dismissal’ where, rather than firing staff members directly, managers use passive aggressive tactics to push certain staff to quit”.

Fussiness Insider is reporting:

  • The term “quiet quitting” is going viral online, but social media is pushing back at what it means.
  • Some argue the term is making employees look bad for just doing the job they’re paid to do.
  • “Quiet firing” is placing blame on bosses for treating workers badly instead of firing them.

Quiet firing, as people on social media are describing it, is when employers treat workers badly to the point they will quit, instead of the employer just firing them.

While employers are placing blame on employees for not going above and beyond at their jobs by calling them “quitters,” the quiet-firing crowd is pointing out that they shouldn’t have to if their needs can’t be met too.

– Business Insider

The Washington Post writes:

  • “The phenomenon of “quiet firing,” in which employers avoid providing all but the bare legal minimum, possibly with the aim of getting unwanted employees to quit.
  • “They may deny raises for years, fail to supply resources while piling on demands, give feedback designed to frustrate and confuse, or grant privileges to select workers based on vague, inconsistent performance standards. Those who don’t like it are welcome to leave.

“The ‘Quiet Quitting’ thing is funny to me. I think the real conversation should be around ‘Quiet Firing’ as it’s rampant.

“You don’t receive feedback or praise. You get raises of three per cent or less while others are getting much more. Your 1:1s are frequently cancelled or shuffled around. You don’t get invited to work on cool projects or stretch opportunities. You’re not kept up-to-date on information that is relevant or critical to your work. Your manager never talks to you about your career trajectory. This happens ALL THE TIME

“This approach often “works great for companies” as staff end up in one of two positions. Eventually, you’ll either feel so incompetent, isolated, and unappreciated that you’ll go find a new job, and they never have to deal with a development plan or offer severance.

“Or your performance will slip enough due to the lack of support that they’ll be able to let you go.

– Bonnie Dilber, a recruitment expert based in Seattle

In Harvard Business Review piece, Jack Zenger and Joseph Folkman of the Leadership Consultancy write:

  • “Our data indicates that quiet quitting is usually less about an employee’s willingness to work harder and more creatively, and more about a manager’s ability to build a relationship with their employees where they are not counting the minutes until quitting time.
  • “It’s easy to place the blame for quiet quitting on lazy or unmotivated workers, but instead, this research is telling us to look within and recognise that individuals want to give their energy, creativity, time, and enthusiasm to the organisations and leaders that deserve it.

The Washington Post argues that ‘work from anywhere‘ business model offers opportunities for both quiet quitting and quiet firing.

Izabela Lundberg, leadership expert, told to to WorkLife that both the quiet quitting or quiet firing aren’t healthy trends:

  • “Both of them are a reflection of a very toxic culture.
  • “If an employer or manager is deploying quiet firing, it reflects badly on their company culture.
  • “While quiet quitting and quiet firing were born from lack of communication on both the employer’s and employee’s ends, these trends are paving the way for companies to address how they might fail to tend to the needs of their workers.”
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