What is Quiet Firing? (And Why It’s Not the Answer to Quiet Quitting)

In this post, we explore one of the most talked-about workplace trends: quiet firing. Learn exactly what quiet firing is, how to recognize it, and what managers can do to avoid this toxic practice. 

The term ‘quiet quitting’ has been trending for some time — but it’s not the only covert tactic to befall the modern workplace. While a growing number of employees are mentally checking out and scaling back their efforts, managers are also engaging in what’s known as ‘quiet firing’. 

As many as 1 in 3 managers claim they have responded to quiet quitting with quiet firing. But what exactly is quiet firing, and is this passive-aggressive approach ever warranted? 

The answer is no — and we’ll explain why in this post. Here is everything you need to know about quiet firing, including:

• What is quiet firing and how does it relate to quiet quitting?
• What does quiet firing look like? Telltale signs
• How common is quiet firing and why is it happening?
• Why quiet firing is not the answer to quiet quitting (and what managers can do instead)

What is quiet firing and how does it relate to quiet quitting?

You’re probably familiar with the quiet quitting trend, where a growing number of employees (at least 50% of the U.S. workforce, according to some estimates) are adopting a bare minimum approach to work. 

Rather than going above and beyond to impress and progress, quiet quitters are doing exactly what’s in their job description — nothing more, nothing less. A symptom of burnout, disengagement and general job dissatisfaction, quiet quitting is bad news for company culture, morale, employee retention, and productivity. 

On the flip side of quiet quitting is an even newer buzzword: quiet firing. This is when managers deliberately create a sub-optimal working environment in the hopes of pushing an employee out — in other words, with the goal of getting them to quit. 

While quiet firing may be a new term, it’s rooted in an age-old concept known as constructive dismissal. In employment law, constructive dismissal is when an employee resigns as a result of their employer creating a hostile work environment. 

There are many different tactics an employer might use to drive an employee out. Here’s what quiet firing can look like in action.

What does quiet firing look like? Telltale signs

Rather than having open, honest conversations with their reports, managers who engage in quiet firing use more subtle, underhanded behaviors to create a sub-optimal (or even unpleasant) work environment and send signals that the employee is not valued. 

Some possible signs of quiet firing include:

• Passing over an employee for promotions, raises, or development opportunities (for no good reason)
• Excluding employees from meetings, emails, important discussions, or decisions
• Neglecting to have conversations about an employee’s progress and failing to provide feedback
• Not giving recognition or credit where it’s due
• Assigning undesirable tasks and projects to an employee and/or refusing to give them projects they have requested or expressed an interest in
• Frequently canceling meetings with an employee and generally not giving them enough time or support
• Ostracizing an employee socially (for example, not inviting them to team lunches)

As you can imagine, being on the receiving end of such treatment — however subtle — is not pleasant. In fact, the subtle nature of quiet firing is partly what makes it so toxic. It can be difficult to prove, and those experiencing it will likely question their own perception of events. 

So why do some managers engage in such a toxic practice? Let’s consider some possible motives behind quiet firing.

How common is quiet firing and why is it happening?

A recent LinkedIn News poll with almost 20,000 respondents found that 35% of employees have personally faced quiet firing, while 48% have witnessed it taking place. 

In a separate survey, 1 in 3 managers admit that they have used quiet firing as a response to quiet quitting. They have employed quiet firing tactics such as

• denying raises (27% of managers),
• denying promotions (23%),
• demoting an employee (13%), and
• denying paid time off (12%). 

However, quiet firing isn’t always directly related to quiet quitting. Managers may choose quiet firing as ‘the easy way out’ — as a way to avoid having difficult yet honest conversations with employees about their performance, taking the time to help them improve, and ultimately to avoid the legal or official process (and financial repercussions) of terminating someone’s contract. 

Quiet firing is not the answer to quiet quitting — here’s what you can do instead (5 actionable steps)

Whatever the reasons behind it, quiet firing is a poor approach to management. It creates a toxic work environment (for everyone, not just those being ‘quiet fired’) by eroding trust and psychological safety. It conveys bad leadership and ultimately tarnishes an employer’s reputation. 

Before you consider any kind of termination, remember that it’s your job as a manager to help your reports reach their full potential. Whether you suspect your employees of quiet quitting or fear they’re not delivering on their goals, the first step should always be to communicate openly and work collaboratively to find a resolution. 

Here are some ways you can offer support and try to turn the situation around. 

1. Be honest about your concerns

First and foremost, it’s essential to have an honest conversation. Express your concerns and ask your employee(s) for their take on the situation. Perhaps they’re completely unaware that they’re underperforming — or maybe there’s something getting in the way of them doing their best work. 

With an honest and empathetic conversation, you have the chance to see things from your employee’s perspective and figure out what’s going on. That’s the first step towards a solution. 

2. Set clear goals and determine how they’ll be measured

In any manager/direct report dynamic, expectations must be clearly communicated and aligned. If you’re constantly moving the goalposts or never even set clear goals in the first place, it’s impossible for your employees to measure their own performance. 

If you’re concerned about an employee’s performance, work together with them to set goals and define how each goal will be measured. Explain clearly what’s expected of them and what you’d like to see them deliver going forward. Try to make these goal-setting conversations as collaborative as possible — if your employees feel like they have a say in their own career trajectory, they will likely feel more motivated and accountable. 

3. Ask your employees what they need to succeed

Performance management isn’t just about telling your employees what you expect of them. It’s a two-way street. In turn, ask them what they need in order to succeed — be it coaching, more feedback, additional training, or different kinds of projects to help them feel more engaged.

As a manager, it’s important to find out what motivates your employees and to understand their individual strengths and weaknesses. Only then can you provide the tools and support they need in order to thrive. 

4. Provide regular (and constructive) feedback

One of the major telltale signs of quiet firing is failure (or reluctance) to provide constructive feedback. But without feedback, you’re denying your employees the chance to improve — and that’s simply not fair. 

In the case of a quiet quitter or underperformer, take extra care to build regular feedback into your communication. This can be through dedicated weekly 1:1 sessions (which should also be used for general check-ins) as well as ongoing feedback on specific tasks and projects. 

Ensure your feedback is constructive and actionable, and remember to provide positive feedback and recognition, too.

5. Make sure you’re not quiet quitting as a manager

If you find yourself resorting to quiet firing, you’re actually engaging in some quiet quitting yourself. As a manager, you have a responsibility to lead by example and help your direct reports to learn, grow, and succeed. If you check out when it comes to providing support and leadership, you’re perhaps not as present as you could be in your role. 

Consider the possible reasons for this. Whether it’s due to burnout, a lack of engagement with your role, or not receiving adequate support from your own manager — it’s important to identify what’s leading you to quiet quit and quiet fire. 

With each of these measures, you are showing up as a leader and taking steps towards a resolution. If after all of your best efforts, the situation doesn’t improve, speak to your own manager and/or HR about how to move forward. If you are going to fire someone, make sure you do so fairly and in accordance with official protocol — do not attempt to do it ‘quietly.’ 

Quiet firing: the takeaway

Quiet firing is the epitome of poor leadership and a fast track towards a toxic company culture. When faced with quiet quitters or underperforming employees, managers have a duty to communicate openly, provide constructive feedback, and try to help them improve.

Quiet firing has no place in the modern labor market. The most successful organizations are prioritizing employee experience (EX), intensifying their efforts to engage and retain employees, taking steps to support mental health in the workplace, and focusing heavily on employee upskilling and development.