Remember “quiet quitting,” the viral trend where employees do the bare minimum at work? Well, it seems the tables have turned. The latest buzzword in the workplace is “quiet firing,” and it’s a concerning development for employees at all levels. This subtle form of workplace dissatisfaction can be detrimental to your career growth and overall job satisfaction.

The Rise of “Quiet Firing” in the Workplace

While “quiet quitting” put the onus on employees to set boundaries and prioritize well-being, “quiet firing” shifts the power dynamic back to employers—but not in a positive way. Instead of open communication and constructive feedback, some employers are resorting to passive-aggressive tactics to push unwanted employees out.

Decoding the Quiet Firing Tactics

Quiet firing isn’t always blatant or easy to spot. It often manifests as a slow burn of demoralizing actions, such as:

• Exclusion from Important Projects or Meetings: You’re consistently left out of key decisions and opportunities to contribute.
• Lack of Recognition or Praise: Your efforts are ignored, while the work of others is celebrated, leading to feelings of devaluation.
• Limited Growth Opportunities: You’re passed over for promotions or denied professional development opportunities without clear explanation.
• Unconstructive Criticism or Micromanagement: Your every move is scrutinized, creating a hostile and stressful work environment.

These tactics, while seemingly subtle, can be incredibly damaging to an employee’s morale, confidence, and career trajectory.

The Impact of Quiet Firing on Employees and Workplaces

In my opinion, the rise of both “quiet quitting” and “quiet firing” points to a larger issue—a breakdown in communication and trust within the workplace. We need to move away from these passive-aggressive approaches and foster environments where both employees and employers feel empowered to communicate their needs and expectations openly.

Employees deserve clear feedback, opportunities for growth, and recognition for their contributions. Similarly, employers deserve engaged employees who are committed to the company’s success.

What To Do If You Think You’re Being Quiet Fired

So, what can you do if you suspect you’re being “quiet fired”? Here are some steps you can take:

1. Document Everything: Keep a record of instances where you felt excluded, undervalued, or unfairly treated. This documentation can be helpful if you need to address the situation with HR or seek other employment opportunities.
2. Seek Open Communication: While it can be intimidating, try to initiate a conversation with your manager about your concerns. Express your desire for growth and feedback.
3. Explore Other Opportunities: If the situation doesn’t improve, it might be time to explore other job options. Don’t be afraid to seek out an environment that values your contributions and supports your professional development.

Creating a More Supportive and Transparent Workplace

“Quiet firing” is not a sustainable solution for anyone involved. It breeds resentment, stifles innovation, and creates a toxic work environment. It’s time for both employers and employees to prioritize open communication, mutual respect, and a genuine commitment to creating a workplace where everyone feels valued and empowered.