🔍 What It Is, What It Does, and How to Fix It

In today’s workplace, the term “quiet quitting” has made headlines — referring to employees doing the bare minimum because they feel disengaged or undervalued. But there’s another, often overlooked side of the coin: quiet firing.

What Is Quiet Firing?

Quiet firing happens when an employer, intentionally or unintentionally, makes a job so unrewarding or unpleasant that the employee feels forced to leave. This might include:

• Being passed over for promotions or raises without feedback
• Being excluded from important meetings or projects
• A lack of communication, recognition, or support
• Constant micromanagement or unrealistic expectations
• No clear path for advancement

In short, it’s when an employer creates an environment where an employee doesn’t feel welcome, needed, or valued — pushing them to quit rather than be formally let go.

What Quiet Firing Does to Your Business

You may not realize it, but quiet firing sends a loud message to the rest of your team:

• Morale drops: Employees sense the tension and wonder if they’re next.
• Turnover increases: Workers leave not just for better pay — but for better treatment.
• Your reputation suffers: Former employees (and current ones) talk. Sites like Glassdoor and social media amplify those experiences.
• Your best talent walks away: The people you want to keep often have the most options elsewhere.

Even if it’s unintentional, quiet firing damages trust — and trust is hard to rebuild.

How to Fix It

If you suspect quiet firing is happening in your business — or you want to make sure it doesn’t — here’s where to start:

1. Communicate Clearly and Often

Don’t leave employees in the dark about their performance, opportunities, or expectations. Regular check-ins and feedback build clarity and reduce confusion.

2. Invest in Training for Managers

Sometimes quiet firing stems from poor leadership, not malice. Equip your managers with people skills — not just task management.

3. Create Transparent Growth Paths

If someone isn’t advancing, they should know why — and what they can do about it. Silence feels like a dead end.

4. Recognize Contributions

People don’t just want a paycheck — they want purpose. Acknowledging good work (big or small) helps people feel seen.

5. Encourage Open Dialogue

Create a culture where employees feel safe giving feedback — even upward. Psychological safety leads to retention and innovation.

6. Look at the Data

Are certain teams experiencing higher turnover? Are exit interviews pointing to management style or lack of opportunity? Don’t ignore the patterns.