Quiet firing? Yes, you’ve read that right.
At this point, you might have heard of quiet quitting, where people decide to do only the bare minimum of their role at work. Taking the workplace by storm, quiet quitters believed this is their way to balance their work and life. However, most managers won’t tolerate this workplace behavior.
This is where quiet firing comes in, as it becomes a counter-attack or the great revenge of managers.
What is quiet firing?
As the name suggests, quiet firing is when your manager intentionally treats you unfairly or badly so that you will leave your post.
Examples of quiet firing include going years without a salary raise or promotion, getting tasks that require less experience and getting little to no opportunity for career development and leadership programs.
Bonnie Dilber, a business recruiter, posted on LinkedIn explained why quiet firing should be the real conversation online and not quiet quitting. Her viral post also listed some warning signs for employees, including the following:
- Not receiving feedback or praise
- Getting raises of 3% or less while others are getting much more
- Their 1:1s are frequently canceled or shuffled around
- Not getting assigned to cool projects or stretch opportunities
- Managers do not update their team members on relevant or critical information about their work
- The manager never talks about their member’s career trajectory
A recent LinkedIn News poll also found that 83% of respondents reported having experienced or seen it used in the workplace. This is alarming, considering that leaders know they’re doing this in the era of great resignation and staff shortages.
Now, you might be thinking, “if my people can do quiet quitting, why can’t I do quiet firing?” It is because whatever you decide to do will reflect on your character as a leader and affect your whole organization.
The Cost of Quiet Firing
Tolerating quiet firing wastes the time and resources of an organization. Nick Goldberg, founder and CEO of London-based EZRA Coaching, explained that the business isn’t getting the support they need with these leaders’ behavior. At the same time, the team members are not provided with the right path to reach their professional goals.
“Quiet firing robs employees of the meaningful work experience they seek. When a job lacks meaning, [then] loyalty, retention and overall satisfaction decrease at an organizational level,” Goldberg elaborated.
“If organizations want to end the great resignation and quiet quitting, they need to make smart investments in developing leaders to create a purposeful, open organizational culture, where staff doesn’t feel like they have to resort to quiet quitting or quiet firing,” he added.
Now, the only question left is how managers can avoid it.
5 Strategies to Avoid Quiet Firing
Learn how to get comfortable with being uncomfortable
Quiet firing often occurs when a team member falls short on their goals or KPIs, and their manager doesn’t know how to resolve or help them. Managers will resort to conflict-avoidant, band-aid solutions, which won’t help anyone. Organizations must invest in training leaders to give constructive feedback to their team members. This way, managers can improve their performance while the business gets what they expect.
Build a real connection with your team members
Your people also have other priorities, including their families, interests, talents, and hobbies. By building genuine relationships with them, you become more aware of
Conduct regular check-ins
It’ll be easier to avoid quiet firing if you and your people are more engaged. When you conduct regular check-ins, you’d see opportunities and areas for improvement. For example, you can check when your people have been promoted or given an earned raise and reward. Regular check-ins let you determine if your people are still motivated.
Improve communications within your team
Now that more organizations have embraced work-from-home or hybrid setups maintaining communication with team members is crucial for the people’s morale, engagement, and happiness at work.
Constantly communicating and asking questions to your team members about their day, wins, and challenges will also make them feel valued. At the same time, you’ll know if there are things you need to address to improve their situation.
Have an all-in-one business success solution
Consider integrating a business success solution into your system. For example, with The Sales Machine, you will not only get better sales performance from your team but also deliver a better environment to your organization.
The Sales Machine is built with a growth framework, driving inspiration and rewarding staff to get the best of your teams. It can also help identify weak links in your organization through data-based dashboards.
In addition, it helps boost accountability among your team from the bottom to the top.