How to address the quiet firing trend

Vikrant Shetty

July 3, 2023

11:38 am

While ‘quiet firing’ can be a new term for you, the practice is age-old in which employees are forced to leave the organization. As per LinkedIn News Poll, around 20,000 respondents have agreed that about 40% of employees face the issue of quiet firing, and 35% have sometimes faced it in their career. With the increase in remote and hybrid working trends, quiet firing is more common now, both inadvertently and deliberately.

Employers find it difficult to work with disinterested workers, particularly those without the desired skills to survive in the organization. Although not appreciated, quiet firing is considered a non-confrontational process of asking the underperforming employee to leave.

The quiet firing process includes creating an unpleasant environment for the employees by neglecting them or not providing feedback. An employer may exclude the resource from a crucial project and never consider them for promotion or pay raise.

Such an environment can be toxic for the employee and force them to resign. Managers or employees who want to restrict this process of quiet firing should have a look at the below-mentioned things:

Avoid ‘quiet firing’ being a manager

In the current work culture, managers are responsible for looking after their employees’ mental and physical health to communicate with the resources openly. They should care about their employees without any compromise. Managers who give their contribution towards employees’ success can never fail and will not face ‘quiet firing’ conditions. You being an employer, can avoid such a situation in various ways.

Firstly, give training to your managers on how to face difficult conversations. Secondly, encourage them to maintain healthy relationships with the employees. Finally, through frequent informal check-ins, a manager can know the performance of employees, the challenges they face, things that motivate them to work, and how they manage the work-life balance.

Additionally, managers must help employees to perform better- to a certain point. Unless the employee is not feeling guilty for his mistakes, managers can let them know where they don’t meet the expectations and provide them opportunities to rectify the problem. Well-skilled managers can identify the areas of improvement of employees and can come up with measures and timelines.

Managers should maintain a productive environment for the employees and let them know about the company’s expectations. Keeping them in the dark will make them struggle to meet their goal. Therefore, the manager’s key role is to set objectives and monitor the performance of each employee.

Like quiet firing, one more important factor is performance management. Since many workers are currently working from home; a renewed focus is required to manage remote employees. In such conditions, managers should converse properly about the company’s expectations with the employees. However, they should back the uncomfortable conversation with valid data, plan, and compassion.

In such a way, managers can maintain a healthy environment in the company and lessen the rate of ‘quiet firing.’

Avoid ‘Quiet firing’ being an employee

Like managers, employees can also avoid such conditions. They can directly communicate with the managers to know the problem and solution and keep everything documented. Along with direct communication, workers can develop techniques that can improve their performance. They must also keep them updated about the latest industry trends and meet the timelines.

Although in remote working, it becomes difficult to have good relationships with co-workers; employees who are reluctant of quiet firing may try to establish new relationships with their managers. Also, employees can keep a record of their achievements in the company, which they can show in the event they feel like they might be quietly fired.

Conclusion

Both employees and employers are motivated to have healthy relationships and clear communication. They should have performance strategies to avoid termination. Through proper understanding, both parties can know the hurdles on which they can work together to give their best in the organization.

It is important for organizations to avoid ‘quiet firing’ process, as it will result in burning out of their current employees, setting an unhappy environment in the office and thus losing the top-tier employees. Employers should find the ways to train the employees and make them a productive resource for the company.

Vikrant Shetty

July 3, 2023

11:38 am

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