What Is Quiet Firing? (and What to Do About It)

Have you ever wondered how anti-flea drops work for pets? (There’s a point here, we promise.)

The drops contain chemicals that get absorbed by the pet’s bloodstream. Then, when a flea takes a bite, the poison goes to work. Instead of the pet owner having to remove each flea manually, the drops create such a hostile environment the fleas leave on their own.

Quiet firing works in the same way.

While you’re certainly not a flea, you might have experienced — or currently be experiencing — a toxic work environment yourself. Even worse? Your manager might have created an environment that’s unpleasant enough that you quit just to save them the hassle of firing you outright.

If you suspect this is happening to you, here’s what you can do.

What is quiet firing?

Quiet firing happens when an employer creates a hostile work environment that leads to an employee losing interest, engagement, and motivation — and ultimately quitting.

‎Hostile work environments may be created deliberately. For example, a manager might announce a change in pay, role, or responsibilities; communication might falter; or the work environment might become less supportive.

That said, quiet firing can also result from negligence. Managers who fail to implement strong leadership strategies, for example, may inadvertently create hostile environments that damage employees’ job satisfaction and well-being. Unfortunately, only 37% of managers strongly agree that they focus on employee development.

Why would an employer do this?

The short answer is this: Quiet firing helps companies avoid the financial, legal, and social costs involved in firing an employee. It’s also effective. One study found that 63% of people left a job with no advancement opportunities, and 57% moved on due to a perceived lack of respect.

Let’s look into this a bit more.

Why managers quiet fire their employees

While some managers use quiet firing as a tool, others do it without realizing they’re doing it. They may target an employee for dismissal and try to take an easier route to get them to leave, or they may not have the tools it takes to keep their best talent on the books.

Here are the most common reasons managers opt for a quiet firing approach:

The employee is underperforming

Sometimes, there’s no way around it: The employee simply isn’t pulling their weight or fulfilling the responsibilities required of them.

Signs an employee is underperforming include the following:

• Missed deadlines
• Decreased quality of work (or increased frequency of errors)
• Reduced output
• Unprofessional conduct
• Less communication with colleagues and superiors
• Increased absenteeism or tardiness
• Lower motivation and engagement

Managers may get tired of these behaviors but not want to address them directly — which leads to quiet firing.

The manager favors another employee

Managers may knowingly or unknowingly pick favorites.

An employee becomes subconsciously prioritized when specific tasks and projects are assigned to different team members. These adjustments may lighten their own workload or ensure they’re given only the best assignments.

Unless a manager is aware of this tendency and takes steps to avoid it, that employee will benefit from the best work (and get the credit for it).

When others receive less work or less desirable tasks, have few favorable interactions with the manager, and get little praise, a hostile environment can result.

If you’re a manager who wants to avoid favoritism and ensure equity, turn to Motion. Organize and track complex projects for your team through AI. Set your project and task priorities, and Motion will automatically assess workloads and assign each team member their daily tasks.

The manager wants to avoid conflict

Some managers struggle with conflict and seek to avoid it at all costs. Rather than having a difficult conversation, they might quiet fire an employee to avoid awkwardness or strife.

They might even deny an issue exists at all and wait for the employee to leave on their own accord.

In remote and hybrid environments, managers can use digital communication to avoid sensitive situations. Since interacting online doesn’t generate the same connections as in-person communication, avoiding tough conversations is easier.

The manager wants to avoid the legal consequences of firing

Firing employees is expensive, and the knowledge transfer sessions involved in offboarding are time- and labor-intensive.

There’s also the issue of severance pay. Depending on where you’re employed, dismissed employees could be entitled to severance pay equal to one or two week’s remuneration for each year worked with the company or a set number of months’ salary.

Given these financial implications, upper management may encourage a more covert approach to trimming their workforce.

How to tell if you’re being quiet fired

The signs of quiet firing can be subtle. It may happen so slowly (or unexpectedly) that you worry it’s all in your head.

If you’re an employee wondering whether your employer is trying to push you out the door, here’s what to look for:

Fewer or less desirable work responsibilities

While work might not be your primary passion, it probably comes with responsibilities and activities you enjoy.

Employers who are quiet firing reduce the satisfaction that comes from a job well done. For instance, they might remove opportunities for you to contribute to your team or specific projects.

‎For example:

• Your regular duties and projects are being reassigned.
• You’re no longer receiving new or challenging opportunities.
• You feel overworked or are being given unreasonable workloads.
• You’re being asked to meet unreasonable performance targets or deadlines.
• Managers have increased the red tape around your projects or are micromanaging your work.
• You’re being assigned unpleasant tasks that don’t fall under your role’s obligations.
• You’re being blocked or ignored for well-deserved job promotions.
• Management promises are increasingly being pushed back or delayed.

Working conditions

Your employer might be making your working environment less pleasant or comfortable, creating frustration, resentment, and a lack of engagement.

For example:

• Your working hours have changed unexpectedly and without your input.
• You’ve been switched out of regular shifts.
• You’ve been forced to relocate to a new office, department, city, or state.
• Long-held perks are disappearing.
• Your requests for PTO are repeatedly being ignored or outright denied.

Compensation

It’s reasonable to expect fair compensation for the work you do. In most industries, employees also expect opportunities to earn more.

Reducing the amount of your monthly paycheck or annual income is one way your employer may try to persuade you to leave the company of your own volition.

For example:

• You’ve received an outright pay cut.
• Your manager is preventing you from working overtime.
• Your yearly bonus has been withheld.
• Your company is refusing to provide your annual raise.

Communication

Your employer may be making you feel uninformed, incompetent, and unappreciated. As a result, you start disengaging from your work and colleagues, leaving you unhappy and isolated. You begin to crave validation and friendly interactions so much that you start to seek these things elsewhere.

For example:

• Your supervisor is constantly criticizing your efforts and results personally, publicly, or both.
• You’re not being provided with consistent, actionable performance feedback.
• You feel that your performance evaluations have been unfair.
• You’re being excluded from critical conversations.
• Meetings, check-ins, and 1:1s are being canceled regularly.
• It takes days for you to receive responses to emails and messages — if you get them at all.
• You’re not being given credit or recognition for your work (or others are being credited for it instead).

With Motion, you can set recurring 1:1 meetings with your team members. If an emergency crops up, Motion will automatically reschedule the task to ensure it gets done.

If any of these signs hit close to home, read on to see what you can do about it.

What to do if you’re being quiet fired

While being a target of quiet firing isn’t fun, it doesn’t necessarily mean the end of the road. If you want to stay with your company, here’s what you should do:

1. Look at the situation objectively

Before you say or do anything drastic, take a deep breath. Look objectively at your working situation. Are you really being quiet fired?

You might realize that everyone in your department is experiencing the same unfavorable changes in treatment.

There may also be a valid explanation for recent management decisions. If your boss didn’t recommend you for a promotion, it might be because a colleague of yours was better suited (and more experienced) for the position.

Look at your recent performance if you haven’t received favorable project assignments. Was your latest project completed on time and of a high quality?

Taking emotions out of the mix ensures your understanding of the situation is unbiased. This better positions you to make an informed and rational decision moving forward.

If this evaluation still leaves you with legitimate concerns, then it’s time to support them.

2. Record everything

If you suspect you’re being quiet fired, get it on paper. Take note of every interaction, environment, and treatment change you experience.

Write down your observations with as much detail as possible, including who was involved, where it took place, and what happened. Explain the context of each interaction and date each entry.

Your written records could include emails, evaluation reports, informal verbal feedback, contracts, or any other documents that show changes in correspondence, treatment, compensation, or job description.

However, don’t focus only on the negative. Record your achievements and accomplishments. Again, be specific here. Note what you did, how you did it, and why it was a positive contribution to the company.

Noting the positives shows the quantifiable and tangible outcomes that prove you’re a valuable asset and top contributor.

3. Get informed

Speaking of written records, review your company’s mission, vision, and values. Know its rules, regulations, and expectations for employees.

Also, know the criteria for raises, bonuses, promotions, and other advancement opportunities. Check your initial job description and current employment contract to ensure you’re fulfilling your obligations.

Again, try to look at the situation as objectively as possible.

4. Initiate open communication

While it can be challenging to open up communication with managers and employers, it’s worth trying to meet and discuss your concerns.

Be specific while describing the changes you’ve felt, including the dates, documents, or interactions leading to your concerns. Maintain a calm and professional demeanor, and keep an open mind. You may discover that management has valid reasons for the changes you’ve experienced, such as company-wide trouble or blindspots.

Eliminate the guesswork and struggle to find common meeting times with Motion. The app uses AI to find the ideal meeting times for both of you.

An open, honest approach also allows managers to hear your perspective and determine whether changes should be made.

5. Make improvements

If you find out that you were the target for quiet firing related to poor job performance, then it’s time to take stock and adjust where possible.

Here’s what you can do:

• Find a mentor in the company who can give you guidance.
• Join professional organizations to build connections and a support network.
• Engage in employee development opportunities within your company and industry.
• Use Motion’s Task Manager feature to create the perfect schedule. Motion’s AI helps you maximize your productivity by assigning your tasks around your other priorities.
• Use Motion’s deadline management feature to help you stay on top of your due dates and ensure you complete your tasks on time.
• Implement robust time management strategies to ensure you work smarter, not harder. For example, Motion protects work blocks and reminds you to focus with a simple banner.

However, don’t allow managers to gaslight you into believing it’s entirely your fault they’ve mistreated you. Stay objective and remember the areas where you have performed well. If they’re blaming you for your actions but won’t allow you to make amends or take steps to improve, then they probably aren’t being as honest as they want you to believe.

As you move forward, take the steps needed to protect your well-being and your physical and emotional energy.

6. Seek legal advice

Many quiet firing situations are resolved without the need for aggressive action.

For example, if you suspect you’re a quiet firing target, you can start updating your resume and seeking other opportunities while still bringing in a paycheck.

That said, consider legal action if the situation becomes egregious or too severe to be ignored. Consult with an attorney or union representative to gain an outsider’s perspective on the severity of your situation and whether investing additional energy and money is worth your time.

Here are a few things to remember:

• Know the employment laws specific to the country, state, and city you work in.
• Provide proof that the company has fundamentally and unfairly altered your working conditions to get you to quit.
• Demonstrate the changes that have led to quantifiable damage to your well-being or income.

7. Negotiate

If your company is trying to quiet fire you and you decide to leave your job, you’re in a position of power. They don’t want to fire you, but they want you to go.

Instead of simply turning in your resignation, negotiate with the company. Share the terms under which you’d agree to leave, including a clear timeline. For example, request six months of severance pay, a written recommendation, job placement support, or any other benefits important to you.

Turn to Motion to help you shine in the workplace

Although the term might be new, quiet firing has been around for decades and shows no signs of disappearing.

But being quiet fired doesn’t have to mean the end of your career. Take steps to improve your job performance, including leveling up your time management skills.

With Motion, you can organize your schedule in seconds to accommodate existing work tasks (or find time for job interviews).

Motion’s AI-powered task manager examines your appointments, time blocks, and meetings and inserts your tasks into the remaining available time. The result is an optimized calendar that you can update with simple drag-and-drop functionality.

If you’re ready to boost your productivity, try Motion for free today.