Since we wrote last year the piece about "Quiet Quitting" and received so much positive feedback, we thought to explore the other side of the coin, "Quiet Firing."
This "new" approach to dealing with employee performance and issues, while garnering praise for its discretion and subtlety, has some significant drawbacks from the employee's perspective. In this article, we will delve into the negative effects of Quiet Firing, discussing how it can impact employees, their morale, and their overall experience within an organisation.
The Basics of "Quiet Firing"
Before we delve into the negative aspects, let's briefly recap what "Quiet Firing" is.
"Quiet Firing" is an innovative method of addressing employee performance issues or conflicts discreetly. Instead of resorting to public reprimands, official warnings, or immediate terminations, employers and managers engage in private conversations with employees to discuss their shortcomings and create action plans for improvement. While this approach seems promising for maintaining employee dignity and morale, it's crucial to consider the unintended consequences from an employee's point of view.
Anxiety and Uncertainty:
We spoke to a few individuals who have experienced "Quiet Firing" and concluded that One of the most significant negative aspects is the anxiety and uncertainty it can create. When an employee is pulled into a private meeting or is subject to a series of private discussions with their manager, they may not immediately understand the purpose. The lack of transparency can leave them in a state of unease, wondering whether their job is at risk or if they are in some kind of trouble.
Employees may begin to second-guess their every action and scrutinize their performance to an unhealthy degree. They may fear that any misstep, no matter how minor, could lead to the loss of their job. This constant state of apprehension can significantly impact their mental health and overall well-being.
"Quiet Firing", while aiming to preserve employee dignity, can often have the opposite effect. Employees may feel as though they are walking on eggshells, and this persistent insecurity can erode their self-esteem. They may start to doubt their skills and abilities, even in areas where they excel.
Additionally, the private nature of "Quiet Firing" conversations can make employees feel like they are isolated and battling their shortcomings alone. This isolation can be detrimental to their self-confidence, as they don't have the opportunity to seek support or encouragement from their peers.
Lack of Clarity:
The subtlety of "Quiet Firing" can result in a lack of clarity regarding an employee's performance issues. While constructive feedback is an essential part of "Quiet Firing", it may not always be as specific or actionable as it needs to be. Employees might receive vague comments that leave them bewildered about what, precisely, they need to improve.
Without clear guidance, employees may struggle to make meaningful progress in their roles, which can lead to a sense of frustration and helplessness. They may feel that they are being set up for failure, and this can further damage their morale.
Stifled Professional Growth:
Another negative aspect of "Quiet Firing" is that it can hinder an employee's professional development. Instead of being offered opportunities to grow and learn from their mistakes, employees may be stuck in a cycle of feedback without progress. They may feel like they are trapped in their current roles, unable to advance or take on new challenges.
Employees need constructive criticism, but they also need a supportive environment that encourages them to learn and develop. "Quiet Firing" can inadvertently prevent this by focusing solely on their current performance issues.
Impact on Workplace Relationships:
The discreet nature of "Quiet Firing" can also have a detrimental impact on workplace relationships. Employees may become wary of their colleagues, wondering if anyone else is facing similar issues. This atmosphere of suspicion and secrecy can create a toxic workplace environment, eroding trust and collaboration.
Moreover, the lack of transparency can make employees feel isolated and cut off from their peers, leading to loneliness and a sense of alienation. This can have a significant negative impact on their job satisfaction and overall well-being.
Limited Opportunity for Self-Advocacy:
"Quiet Firing" often places the onus of improvement solely on the employee without giving them an opportunity to advocate for themselves. Employees might have valid reasons for their performance issues, such as a lack of resources, personal challenges, or issues with their role's design.
Without an open dialogue that allows employees to express their concerns and seek solutions, they may feel powerless to address the underlying causes of their performance problems. This lack of agency can be frustrating and disheartening.
Lack of Accountability:
According to our research, in a "Quiet Firing" scenario, the responsibility for improvement is largely placed on the employee, while managers and the organization itself may escape accountability for contributing to performance issues. In some cases, the employee may be bearing the brunt of systemic problems or inadequate management.
This lack of accountability on the part of management and the organisation can lead to a sense of injustice and unfair treatment, further eroding employee morale.
The Sensate Conclusion
Whilst "Quiet Firing" may seem like a more discreet and compassionate approach to addressing employee performance issues, it is not without its negative effects from the employee's perspective. The anxiety, self-esteem issues, lack of clarity, and other challenges that employees face can result in a deteriorating work experience, lower job satisfaction, and even a higher turnover rate. For organizations that choose to adopt this method, it is crucial to be aware of these potential drawbacks and to find ways to mitigate them. Effective communication, support, and transparency are essential to ensure that employees can navigate Quiet Firing without sacrificing their well-being and professional growth.