Have you experienced 'quiet firing', which is when a manager subtly encourages a worker to quit or neglects them through lack of feedback, resources, or support?
11 replies (most recent on top)
Or should I say, quite fired!
Dear @5ybp+1jAd4SxH,
When you find yourself assigned to a cost reduction team or black belt role, you have infact been quiet fired.
I have been a black belt for 6 years. In that time span, I've only had one original idea.
Have I been quiet fired?
Although it has been denied, quiet firing happened to me too.
Post ID: @2yiz+1jAd4SxH
All APAC countries? Then this is worthy of a new topic instead of hidden under this one
The APAC layoffs have just started this week. Department heads have been instructed to give names. Plants are not spared for this round.
They will also use PIP against you. I hope , at some point, the vac mandates will strike back at the mid level management and make them liable for their actions. There is a need for a painful lesson.
Managers are rewarded when they reduce headcount by having disgruntled people quit. This prevents a severance package. The boss gets a bigger bonus for saving the company the money and hassle of a firing.
I'm retired thankfully but can tell the higher ups have made it clear many times that quiet firing is the biggest cost savings a leader can deliver. And bosses keep getting a favorable raise when they can do this vs the bosses who are actually firing people who are getting 6 month severance.
TIL I am being quiet fired by my supervisor. And I have been learning through my peers here that there is nothing I can really do - incompetent supervisors have all the power.
Seriously though, with all the lay offs and everything, how is it that it seems that supervisors and upper management are untouched? I
Quiet Firing Warning Signs
- Changes related to work responsibilities:
- Reassigning important job responsibilities to other employees
- Demoting an employee, or changing their job description
- Not assigning promising new opportunities
- Setting up unreasonable performance targets
- Giving an employee responsibilities that are undesirable or misaligned with their role
- Preventing an employee from receiving a well-deserved promotion
- Changes related to compensation:
- Pay cuts
- Preventing an employee from earning more by taking on extra work or overtime
- Not providing expected yearly bonuses or raises
- Changes related to working conditions:
- Changing work hours or regular shifts
- Increasing workloads to unreasonable or unmanageable levels
- Forcing an employee to relocate
- Taking away “perks” such as an office or parking spot
- Changes related to supervisor communication:
- Not discussing career trajectory or providing performance feedback
- Evaluating an employee unfairly, providing excessively harsh feedback, or constantly criticizing their work
- “Ghosting,” or repeatedly cancelling meetings
- Not providing critical information related to an employee’s work and responsibilities
- Not giving an employee credit for their work, or even worse, giving the credit to others
https://hbr.org/2022/11/are-you-being-quiet-fired
🤚🏻Yes!
I've tried to start this conversation at least a dozen times over the last month.
My comments keep getting removed.
The psychological aspect really needs to be shared.
Managers put a lot of effort into trying to eliminate severance packages and unemployment benefits.
I wanted to simply support this community to provide tactics/strategies to deal with it.
When I finally left under duress, HR told me that I could either quit or be layed off, but either way, won't approve unemployment benefits!