You’ve heard about ‘quiet quitting’. But what about ‘quiet firing’?  

Quiet firing describes when an employee or boss “shirks” their duties, failing to provide proper support and guidance and essentially disconnecting from a worker in the hope that they will lose faith and walk away.

According to Dr. Ella F. Washington – organisational psychologist and founder and CEO of Ellavate Solutions – who was quoted in the article, it’s a symptom of weak leadership and often happens when a manager doesn’t want to have a difficult conversation or resolve fundamental workplace issues.

If you’ve ever been in a role where it feels like your manager is ghosting you. Or felt like you’re the person who always pulls the short straw on projects or development support to the point that you’ve simply given up and quit, you’ve probably been a victim of quiet firing.

Quiet firing may be getting worse

In the age of hybrid and remote work, it’s easier for managers to disconnect from their workers than ever before. This can leave remote staff feeling unappreciated and isolated as they try to figure out just why their boss is giving them the cold shoulder from afar. This isn’t always a conscious effort on the part of a manager and can also be a symptom of someone who is out of their depth or ill-equipped for remote leadership.

How can employees handle quiet firing?

While the buck stops with managers (who should be dealing with issues as soon as they arise) employees can try to head off a quiet firing situation if they notice the signs. Maybe they have been continually passed over for a raise or promotion. Maybe they have noticed that their boss sees them as part of the furniture and never talks about their development or future steps. In this case, a conversation and a straightforward request for feedback can remind a leader that they have been neglecting a valuable resource. Make your ambitions and needs clear, and if you’re still hitting a brick wall consider escalating the situation to HR.

How should organisations handle quiet firing?

Regular support and mentorship for people managers can help to give leaders the skills they need to avoid a quiet firing situation. This includes having someone that managers can talk to about performance challenges. While some may feel that quiet firing is one of the least harmful ways to let go of a ‘challenging employee’ it can lead to hugely negative feedback and impact a company’s ability to attract and retain great talent in the future. The learning here is that sticking your head in the sand is never a good way to manage employee performance.

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