Latest news with #quietfiring
Forbes
08-07-2025
- Business
- Forbes
3 Uncomfortable Truths About Why Quiet Firing Happens
Quiet firing creates frustration and uncertainty when managers withdraw support instead of giving ... More clear feedback or direction. Being ghosted by a person sucks… But what if you were ghosted by your job? That's basically what quiet firing feels like. It's when a manager wants you to leave without actually firing you. Instead, they make the work environment so frustrating or unpleasant that the person eventually chooses to quit. It's called quiet because the boss doesn't have to say or do much. Just step back and let it happen. If that hits close to home, you're not alone. In a survey by HROne, 83% of workers said they've seen quiet firing happen, and nearly 35% said they've experienced it themselves. But how did quiet firing become so common in today's workplace? Here are three uncomfortable truths behind why it happens so often. Some Managers Just Suck At Managing Quiet firing doesn't always happen all at once. Sometimes, it creeps in slowly because a manager simply isn't doing their job. These bosses are consistently absent when it comes to coaching, rarely give feedback (good or bad), and avoid difficult conversations at all costs. The issue isn't that they tried and failed—it's that they didn't try at all. And this kind of checked-out management isn't rare. In a Gallup poll, only 20% of workers said their performance is managed in a way that inspires them to do their best. This suggests that around 80% may be stuck in environments with unclear expectations, inconsistent feedback, and a lack of direction—conditions where something like quiet firing could potentially take root. Some managers never quite figure it out. Maybe they're new, disorganized, overwhelmed, or just plain exhausted. Sometimes the neglect isn't personal. It's the result of someone juggling too much or never being trained to lead in the first place. But whether it's intentional or not, that kind of leadership leaves employees confused, unsupported, and slowly running out of steam until they finally give up and quit. This long-term disengagement still counts as quiet firing. And the impact runs deep. Gallup found that managers account for 70% of the variation in employee engagement, which means that when a manager checks out, their team often follows. That kind of breakdown is exactly what sends people out the door. It's Baked Into The Culture Sometimes the system is to blame, and not just your boss. Your manager might be doing exactly what they were told if leadership or HR uses quiet firing to dodge performance conversations or avoid legal risk. And when that's the case, it's not an isolated issue. It's baked into the culture. In times of economic uncertainty, some companies would rather cut staff behind the scenes than go through the mess of public layoffs. While quiet firing might sound like a new trend, Ben Hardy, a clinical professor of organizational behavior at London Business School, says it's been around for a while. Back then, companies would have what he calls 'car park conversations.' Your manager would casually ask you to step outside for a quick chat and then give you two options: take a pay cut and leave quietly, or go through a drawn-out performance review that you probably weren't meant to survive. Either way, the goal was the same: make you disappear without making a scene. According to Hardy, public layoffs break the illusion that 'we're all one big family.' Quiet firing, on the other hand, lets companies protect that image while still pushing people out the door. Feedback Already Went Sideways Maybe you already had the conversation. Maybe you had the talk. But it went sideways—got tense, awkward, or just plain uncomfortable. And instead of trying again, your manager backed off. No follow-up, no clarity, no next steps. You're not fired, but suddenly, everything's silent. And that silence can be loud. Gallup found that one of the strongest predictors of engagement is how often managers have meaningful conversations with their team. In fact, 80% of employees who got useful feedback in the past week said they felt fully engaged at work. But when those check-ins stop, confusion takes over. People start filling in the blanks with their own assumptions. When feedback already feels like a failure, whether they're uncomfortable, avoidant, or just unsure how to move forward, they start missing check-ins, skipping feedback, or letting one-on-ones slide. Over time, that silence sends a clear message: you're not being supported, and you're not moving forward here. Quiet firing isn't rare. It's just harder to notice. And because no one says it out loud, it's easy to blame yourself. But in most cases, it's not about you. It's about broken systems, overwhelmed managers, and cultures that avoid hard conversations instead of dealing with them head-on. If you've been silently pushed out, take it as a signal, not a setback. You deserve a workplace that's clear, supportive, and actually wants you to grow. Rooting for you!
Independent Singapore
04-07-2025
- Business
- Independent Singapore
‘I've been quiet fired from my job, what should I do?': Singaporean worker asks after being put on no-pay leave
SINGAPORE: We've all heard of quiet quitting — disengaging from hustle culture for a more balanced life — but what can we do in cases of quiet firing? That's the situation for a local Reddit user, who sought advice from others, being somewhat at a loss about how to move forward. In a post on Thursday (July 3), u/ Educational_Dress692 wrote that they genuinely enjoy working at the ad agency where they're employed, but the company hasn't been doing well, and people have been let go. The post author hasn't been officially let go, but they've 'essentially been quiet-fired.' 'I have been asked to take on multiple roles from other coworkers who have been let go, and now I've been asked to go on an indefinite no-pay leave. 'I haven't officially resigned, but it feels like they're trying to avoid paying severance or making things official while pushing me out the door,' they wrote. See also Six Singapore fintechs are among the KPMG's Fintech100 They wondered if they should push back and ask for formal retrenchment with severance, accept the no-pay leave while job-hunting on the side, or resign on their own terms and start fresh. The post author is also considering negotiating with the company to do remote freelance work during this downtime. Commenters on the post encouraged u/Educational_Dress692 to keep looking for a new job and even do freelance or gig work if there isn't a clause in their current contract preventing them from doing so. 'If you aren't retrenched, then I am guessing the company still wants to retain you but needs to get past cash flow issues. Look for a job in the meantime,' a Reddit user advised. However, a commenter working in the same industry had this advice to give: 'Hi. Ad person here, so I can give a perspective on industry norms here in SG (esp for the MNC [multinational corporation] networks like WPP). 'Severance is not required by law. See also Is Singlish declining? Singaporeans express concerns 'And severance is typically offered only if you're officially retrenched, have served at least three years with them, AND if the agency has liquidity. 'Most of the time, ailing agencies can't even afford to pay out someone's notice period in lieu of severance. 'You're better off officially tendering. Find a job while serving notice, and if you want, negotiate a mutual shortening of the notice period to save you pain and save the agency cash.' 'You need to have a direct and open conversation with your manager and HR and do what is best for you, if that means terminating your contract so you can seek other employment or modifying it then so be it, but they can't expect you to wait around on no pay till they're ready, chances are, they will never be,' another suggested. ''Forced' no pay leave is worse than being fired. If you resign, at least you are still entitled to being paid for your notice period. Just resign,' a commenter chimed in. /TISG Read also: Rage applying, moonlighting, and quiet quitting lead job market trends in 2024 amid calls for better pay
