(EMPLOYERS) QUIET FIRE VS (EMPLOYEES) QUIET QUIT
Quiet firing and quiet quitting tend to feed into each other. Low employee engagement, frequent absenteeism and burnout — key markers of quiet quitting — are typically the result of poor work-life balance. And leadership has a lot to do with that. Managers who fail to offer adequate training, support and career development opportunities to an employee can inadvertently, or even intentionally, cause that employee to lose interest in or passion for their job — ultimately resulting in their leaving the organization in pursuit of something else.
Quiet firing is carried out by an employer. When a manager quietly fires someone, that means they fail to provide adequate training, support and career development to an employee. “Quiet firing” occurs when employers use subtle tactics to get unwanted employees to leave the company instead of firing them outright. The goal is to make work so unbearable and the work environment so toxic that these employees will eventually leave on their own.
Managers who engage in quiet firing try to isolate employees in various ways, such as: Refusing to give feedback on their performance, Excluding them from important meetings, Piling on their workloads, Passing them over for raises, promotions, and favorable assignments, Denying them training and other opportunities for career development. Quiet firing” isn’t a new concept, but the term is a direct response to “quiet quitting,”. The source acknowledges that the term’s original source is hard to pinpoint.
Quiet quitting, on the other hand, is carried out by an employee, and happens when the employee is disengaged from their work and not putting in any extra effort. Employees who engage in “quiet quitting” choose to cut back on the amount of work they do. But unlike managers who simply want an employee to quit, the team members have different reasons for cutting back their work. “Quiet quitting” is neither “quiet” nor necessarily about “quitting.” That is, employees may be upfront about changing how they perform their job but not yet ready to leave.
Quiet quitting isn’t one experience with a single root cause but two employee experiences instead. Some reasons are: Employees are energized but not necessarily about what’s happening at work; or Employees are tired, mostly from what’s happening at work but also because of other factors. So, has this common situation ever happened on you?
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