Quiet Firing: What It Is and How to Prevent It

There are many reasons why you should avoid quiet firing. Here are the most prominent:

• It damages your company’s reputation: victims of quiet firing will share their experience with other employees and on social media. This can damage your employer branding and company culture for potentiel candidates, on top of negatively impacting your current employees’ levels of productivity and engagement.
• It creates a hostile work environment: quiet firing may impact the rest of the team, create feelings of frustration and uneasiness as well as mistrust.
• Employees may take legal action: if the situation is especially toxic and damaging to the employee’s mental health and work-life balance, they might sue your company.
• It leads to drops in productivity and morale: poor leadership can be destructive for your day-to-day operations and business success.

All in all, you should avoid the bad publicity and drops in productivity associated with quiet firing at all costs. Keep in mind that the most important reason to remedy the situation is that quiet firing is simply an awful thing to do, whether it is an unintentional or deliberate choice! On that note, read on to discover the different ways managers can quietly fire an employee.

To avoid quiet firing (and foster a healthier, happier workplace), here’s what leaders and HR pros can do:

No one should have to guess where they stand professionally. Regular check-ins, clear performance expectations, and open conversations about growth opportunities help employees feel valued and in the loop. A simple, “Hey, how are you feeling about your projets and role at the moment?” goes a long way.

If an employee is struggling, the answer isn’t to freeze them out – it’s to offer support. Provide coaching, mentorship, and training plans to help them level up. When people see a future within the company, they’re less likely to feel like they’re being pushed out.

If an employee is thriving, now might be the time to think about a promotion or new stimulating challenges that will keep them engaged and happy!

Unrealistic or ever-changing expectations can make employees feel like they’re being set up to fail. Tellingly, a whooping 65% of employees want to have more clearly defined objectives.

Make sure goals are SMART (Specific, Measurable, Achievable, Relevant, Time-bound) and align with the employee’s role and career path.

We recommend that each employee is directly involved in goal-setting so that your relationship is built on healthy grounds from the get-go.

Encourage a two-way feedback loop where employees can voice concerns without fear of retaliation. Anonymous surveys, skip-level meetings, and stay interviews can help uncover dissatisfaction before it turns into disengagement.

Make sure feedback is shared constructively and that everyone can be heard and understood.

If performance concerns arise, tackle them head-on with constructive feedback, rather than slowly sidelining an employee. A well-structured performance management plan with clear next steps shows you’re invested in their success, not pushing them out the door.

Be clear in your communications and avoid phrases that could be misconstrued or perceived as passive-aggressive. Address issues head-on with a constructive mindset and a respectful stance.

Feeling undervalued is one of the fastest routes to disengagement. Regular shout-outs, messages of appreciation, rewards, and recognition programs help employees feel seen and appreciated.

Make sure that even smaller contributions are appreciated and celebrated, and that you are fair and impartial when sharing recognition.

Employees should feel safe speaking up, taking risks, and even failing without fear of punishment. This is how you can build trust with your teams and watch them thrive in the long haul.

Train supervisors on issues such as open communication, burnout, mental health issues and individual skill management so that they are ready to manage each of their team member the way they need it.

If employees are suddenly left out of meetings, given fewer responsibilities, or feeling like they are excluded or passed over for promotions, it’s time for leadership to step in and assess what’s happening. Proactive intervention can prevent employee turnover before it starts or gets out of hand.

In order to notice signs of quiet firing, check your HR reports and KPIs, regularly have open conversations with your coworkers, and be mindful of changes in behaviors and productivity.

When managers take a human-first approach, quiet firing doesn’t stand a chance! Make sure to surround yourself with empathetic managers that are able to notice human issues before they get worse, and take action with team productivity and employee well-being in mind. Encourage coworkers to be nice and open to each other: yes, it can be that simple!

Nobody wins in a quiet firing situation: morale takes a hit, engagement plummets, and company culture suffers. Instead, you should strive to create a positive work environment where employees feel engaged, supported, and motivated to stay and give their very best. In short, your should be laser-focused on the quality of your employee experience and management practices!