The Signs You’re Being Quietly Fired

Changes to compensation, work conditions, responsibilities, and communication with leadership can all be signs of quiet firing. Although quitting your position may be the only way out, consider strategic and more rational ways to deal with quiet firing situations.

The term "quiet quitting" has been trending on platforms like LinkedIn and BBC News. It refers to people who complete work responsibilities without going above and beyond. This looks like logging out at 5 p.m. and not seeking additional tasks or projects. Quiet quitting tends to happen when people do not feel valued or are under-compensated.

On the flip side is a new trending topic – quiet firing.

Employers are considering trimming their workforce for many reasons; however, rather than simply firing people or paying the expenses of redundancies, research suggests that companies may increasingly be turning to the subtle approach of quiet firing.

Quiet firing aims to create a hostile work environment that encourages underperforming people to leave voluntarily. Leaders may start quietly quitting for various reasons, including dubious potential, conflict avoidance, and cost-saving. However, sometimes, it is unintentional and caused by mismanagement.

The concept of quiet firing is a noncontroversial, nonconfrontational way to convince employees to leave. However, it has many downsides. Aside from making employees feel demoralised, incompetent, unappreciated, depressed, and isolated, it can affect the whole team and business.

Here are some strong warning signs that quiet firing is taking place:

Changes related to compensation

Changes related to working conditions

Changes related to work responsibilities

Changes related to leadership communication

What can you do if you feel you are being quietly fired?

Changes related to compensation

• Pay cuts

• Preventing an employee from earning more by not offering extra work or overtime

• Not providing expected yearly bonuses or raises

Changes related to working conditions

• Changing work hours or being inflexible

• Increasing workload to unmanageable levels

• Forcing employees to relocate

• Taking away perks

Changes related to work responsibilities

• Reassigning important job responsibilities to other employees or, worse, new employees.

• Demoting an employee or changing their job description

• Not assigning them promised new opportunities or responsibilities

• Setting unreasonable performance targets

• Giving undesirable or misaligned responsibilities

• Preventing an employee from a well-deserved promotion

Changes related to leadership communication

Not discussing career trajectory or providing regular and constructive feedback prohibiting a person from progression

• Evaluating an employee unfairly or constantly criticising their work without constructive feedback

• Ghosting employees by regularly cancelling meetings or not replying to emails.

• Not giving employees credit for their work, or worse, giving credit to others.

Experiencing quiet firing can be extremely difficult, and it’s only natural that people want to leave a company after experiencing these changes.

What can you do if you feel you are being quietly fired?

A Harvard Business Review study found that more than 40% of respondents who had experienced quiet firing tried to ignore the problem. One of the first things people will want to do when they feel they are being quietly fired is quit; however, sometimes, it is best to be strategic about these situations and make the right choices.

Be rational

Before jumping to conclusions about being quietly fired, try to rationalise and understand the situation accurately before reacting. Ask yourself whether you are overreacting or overanalysing the situation. Are unfavourable changes only targeting you, or is everyone in the company/ team being affected? Could it be a bad management issue rather than an issue with you?

Document your experiences

Keep a record of the good and the bad. Write down your achievements and accomplishments so you can demonstrate the value you have added to the company in terms of tangible, quantifiable outcomes.

Equally important, you must keep written records and evidence of mistreatment. This should include emails, reports, and written feedback when you’ve felt unappreciated, excluded, or undervalued.

Communicate your concerns

Like with any situation, communication is key. If you’re concerned about a situation, have an open and honest conversation about how you feel. Focus on tactical ways to improve the situation rather than simply complaining.  

Protect your wellbeing

Experiencing quiet firing is stressful and can take a toll on mental health. Acknowledge how you’re coping and contact friends, family, and HR if needed.

Negotiate

If it’s clear that you’re being pushed out of the business and you’ve decided it would be best to leave, don’t simply turn in your resignation.

You hold the power if they want you out, and you’ve decided to leave. In a frank discussion with your manager, negotiate what you want. This could include severance pay or job support.