Your manager has not provided you with relevant feedback in a long time, you are not being challenged or given extra opportunities and tasks, or you may get the impression that your manager is avoiding you. These types of issues occur in every company. Some can rectify the situation, while others may leave the organization. CNBC reports that 83% of workers have witnessed or experienced a quiet firing.
What is Quiet Firing?
The phrase ‘quiet firing’ has been going viral on the internet for some time. In today’s work culture, it is highly difficult to find the right coworkers and even more so, managers. Some managers and supervisors do not genuinely care about their employees, and some are so demoralizing that they try to prevent their employees from obtaining opportunities that could help them advance their careers. This is the purpose of quiet firing. This term refers to the managerial practice of discouraging certain employees from pursuing specific projects or positions. They attempt to obstruct these employees and even hinder their chances of being promoted or receiving a pay raise. In a recent LinkedIn news poll, over 20,000 respondents found that 48% of employees have seen quiet firing in the workplace.
Why do Employees Face Such Behaviour From Managers?
When they can’t be honest with them, managers try to terminate their employees quietly. Managers try to isolate an individual from the team rather than give them honest feedback if they believe they cannot deliver the required level of productivity. Managers who lack the self-assurance to provide their employees with honest evaluations are more inclined to terminate such employees quietly. Instead, management ought to sit down with the employee, have a direct, calm conversation with them, and help them see where they are making mistakes in carrying out their duties and obligations.
How Can Employees Prevent Quiet Firing
Open Conversation
At the root of “quiet firing” is poor communication, suggests Jessica Kriegel, Chief Scientist of Workplace Culture at Culture Partners. The first thing employee should focus on is to resolve conflicts directly. Employees can talk with managers and let them know they are open to feedback. Speaking with leadership or managers might open up much-needed channels of communication. It automatically creates a good impression when an employee asks for feedback. Even if an employee performs poorly, the manager should happily converse with them and provide meaningful feedback. If talking to managers does not work, they can try going to the higher management to discuss their situation. This might also help employees to round out the case.
Quality of Work and Project Deadline
Quality of work plays a vital role in how managers evaluate employees. When employees work from home, there is often a communication gap between managers and employees. Communication gaps can lead to unsatisfactory work performance and quality. Employees might not understand the complete requirements of the project during online communication, or may later hesitate to ask questions regarding project guidelines. Deadlines help employees collaborate toward achieving a shared goal, and keep complex, multistage projects on track. Not meeting project deadlines can create a wrong impression. Recent research shows that about 34 % of employees miss deadlines when working remotely.
Use Activity Monitoring Software
Activity monitoring software can help employees keep track of their work, where they are spending time, and which projects they are working on. Activity monitoring software like CloudDesk can help employees self-assess and improve their productivity level during work hours. CloudDesk provides activity monitoring insights that dramatically improve performance and empowers employees to achieve bigger goals. It can track web/app usage, break, idle, and meeting time. It also stores all the data in the cloud storage, so employees can later use the data to voice their concerns to HR or as evidence against their manager.
Prevent Quiet Firing With CloudDesk
Employees are completely demotivated after being fired quietly, which creates a hostile work environment. Because their prior employer indirectly compelled them to quit, they lack the confidence and self-esteem to begin working in another place of business. Employees can now evaluate their daily work with the help of CloudDesk and use that information if there is a problem down the road. Get a 14-day free trial of CloudDesk today.
