We’ve all heard about Quiet Quitting—when employees slowly disengage from organizations, doing the bare minimum to stay employed. Now, a new workplace trend is making waves: Quiet Firing.
Unlike its name, this practice is far from silent in its consequences.
Organizations may think they’re being kind by avoiding direct conversations about performance or fit, but in reality, they’re creating toxic workplace cultures that lead to resentment, burnout, and ultimately, higher turnover.
Let’s dive into what Quiet Firing is, why it’s harming businesses, and—most importantly—what leaders should be doing instead.
Quiet Firing happens when managers or organizations subtly push employees out instead of directly addressing concerns (just shy of constructive dismissal).
This can look like:
🔹 Withholding growth opportunities – No promotions, no raises, no challenging project
🔹 Excluding employees from key decisions – Making them feel isolated or undervalued
🔹 Failing to provide meaningful feedback – Letting someone stagnate instead of helping them improve
🔹 Micromanagement or neglect – Either breathing down their neck or ignoring them completely.
At its core, Quiet Firing is passive-aggressive offboarding—instead of letting someone go with dignity and clarity, companies make their work experience so uncertain that they choose to leave.
Think it’s cheaper than a severance package? I can assure it, it is often not the case.
Why is it bad for your bottom line?
When employees see their peers being quietly pushed out, they start wondering: Am I next? Instead of focusing on performance and innovation, they become risk-averse, disengaged, and afraid to speak up.
Employees value transparency and fairness. If they see leaders avoiding tough conversations, trust in management declines. Over time, this creates low morale, skepticism, and a lack of loyalty to the company.
In today’s digital age, Glassdoor reviews, LinkedIn posts, and word-of-mouth can expose toxic workplace behaviors. If your company develops a reputation for quietly pushing employees out, it will struggle to attract top talent.
If you’re tempted to quietly fire someone, consider these better alternatives:
✅ Have Honest, Direct Conversations
Difficult discussions may feel uncomfortable, but they are necessary for growth—both for the employee and the organization. Provide clear feedback and expectations.
✅ Offer Support & Development Opportunities
Instead of withholding growth opportunities, provide coaching, mentorship, or upskilling options. If an employee isn’t meeting expectations, help them get there before considering termination.
✅ Improve Offboarding & Retention Strategies
Not every employee is the right fit long-term, and that’s okay. That being said, offboarding should be handled with respect and transparency, not passive neglect.
Leaders should ask:
🔹 Are we setting employees up for success or failure?
🔹 Are we communicating performance expectations effectively?
🔹 Are we avoiding difficult conversations out of discomfort?
Let’s Talk About It: Time for a Workplace Audit
If you’re concerned that Quiet Firing may be happening in your organization, it’s time to take action.
Our team of fractional HR experts can help you audit your current retention and offboarding programs to ensure they support both your employees and business goals.
Let’s build a workplace where growth, transparency, and respect define your leadership culture—not silence and disengagement.
📩 Get in touch today to start creating a healthier, more productive workplace.
