What Is Quiet Firing And How Should You Deal With It?

If you have ever spent a considerable amount of time on social media, then you may have come across the term “quiet quitting,” which refers to coasting on your job and just doing the bare minimum to get through the workday. It is considered virtually a form of “quitting”, even if you are still showing up, punching in, and logging in. This is because a part of you has already “quit” nonetheless or checked out as you continue to exert minimal effort at your work.

But did you know that there is also a management equivalent to “quiet quitting”? It is called “quiet firing” and involves a significant decrease in passion and care; this time, it is directed towards their employees. As much of the Malaysian workforce continues to adapt to changes in the workplace, we need to know what “quiet firing” is. We all need to be aware of this as we continue to find our new place in the new normal and seek better opportunities, whether within or outside our current organisations.

What is “quiet firing”?

Have you ever felt like you are no longer part of your team even if you remain their co-worker? Then, you may have already been quiet-fired. You still have your company ID, you still report to your boss every workday, and you still do your daily tasks, but somehow you are no longer deeply involved in the operations. You often find yourself just observing from afar as more important things happen around you.

Just as “quiet quitting” involves mentally checking out of your job, “quiet firing” is a manager mentally checking out on his or her employees. This could be deliberate or possibly done unintentionally, but the effect is basically the same. The employees are not technically fired, but psychologically, they feel like they are being pushed out. It is a way for a manager to not deal with firing an employee by setting up conditions that could force the employee to resign.

What are some signs of “quiet firing”?

Be on the lookout for signs that you are being quiet-fired by your boss, as this will help you recognise the problem and address it moving forward. The following are the most common indications that your manager is guilty of “quiet firing”:

1. You are being ignored

If your boss hardly talks to you anymore to give you praise, feedback, or even simple work instructions, then this could be an early sign of quiet firing. Being ignored by your supervisor could manifest itself in different ways – from being left out of important meetings or events to receiving little to no guidance in your daily work.

2. You are not given opportunities for growth

Managers delegate or assign challenging tasks to their most trusted people. Because of this, they are given more chances to prove themselves and show potential, thereby having more opportunities for growth and promotion.

If you are routinely being deprived of challenging tasks or big projects, then this could be a sign that your supervisor lacks trust in you or, even worse, does not want to give you a chance to grow. This is a more impactful sign of “quiet firing”. Your boss could continue talking to you, but if he or she does not give you avenues for advancement, you are still being neglected as an employee.

(Read more: How to Do a Career Development Self-Assessment )

3. You are often put in a position to fail

There are some rare cases when “quiet firing” might still be occurring even if your boss is giving you challenging tasks or assigning you big projects. Sometimes a challenging task could just be downright difficult or even impossible if you are not given any proper guidance by your supervisor. In these instances, you are likely being set up for failure.

If you do fail, it could prove damaging to your performance evaluation, virtually eliminating any chances for growth in the organisation. Worse, you could gain a reputation for being unreliable. This is one of the worst manifestations of quiet firing as it virtually forces the employee to resign out of low morale or embarrassment.

What should you do if you are experiencing “quiet firing”?

Quiet firing is a lot like “quiet quitting” in the sense that it is another instance of someone not giving 100 per cent effort to their job. Leadership is a big part of a manager’s job. Managing people is as important, if not more important, than managing tasks and output. People are the most essential resource in any organisation; therefore, quiet firing is mismanagement of a valuable resource.

While it is a management problem, employees can also do their part in addressing the quiet firing phenomenon. Some managers would rather deal with employee issues in a passive-aggressive manner than confront their employees directly. Since the problem stems from a failure of communication, employees can address this by taking the initiative to start a dialogue with their bosses.

You can speak directly to your manager and ask them for feedback, particularly on your development, where you fit within the team and your career path within the organisation. This will prompt your boss to open up about issues he may have and how to address them. The hope is that your manager will be more honest and constructive.

If your boss remains resistant to dialogue, then you can reach out to Human Resources for any alternative course of action. Tell them about your concerns, how you have been feeling, and how it is affecting your job.

Is quiet firing illegal?

Is quiet firing good or bad? Managers who resort to this tactic might see this as good since it enables them to avoid the unpleasantness of actually firing employees. However, they may not be able to see the equally unpleasant effects of their non-confrontational rejection of someone who comes to work expecting more. If there is anyone they are helping, it may actually be the company. They are saving them money on severance pay since the hope is that the employee will eventually quit on their own after feeling unwanted.

Technically, many actions or non-actions involved in “quit firing” are not considered illegal. In fact, most of them have been a fixture of many workplaces for decades. What is new is that this behaviour was finally coined with a catchy term, forcing us to acknowledge a problem many of us have experienced. However, if quiet firing involves some form of harassment, such as verbal abuse, for instance, then you should immediately report it to your HR representative.

Every employee deserves respect and proper attention from their managers. If they are unsatisfied with your performance, you deserve to know, not through passive-aggressive gestures but through clear dialogue. This way, you can work through issues and establish a clear path for growth instead of constantly worrying about your status.

If you and your supervisor agree that you are not a great fit, then you can explore more options. You can ask your boss to refer you to other departments within your organisation that may need someone with your skill set. Or you can also explore other career options in other companies. JobStreet can help you discover different career opportunities via the JobStreet app. We can also help guide you if you want to #SEEKBetter jobs or a new career. Just visit our Career Advice page to access valuable resources. You can also use our free Career Tools, such as the salary comparison tool, resume templates, career starter guides, and more.