by Bonnie Dilber
The “Quiet Quitting” thing is funny to me. I think the real conversation should be around “Quiet Firing” as it‘s rampant.
You don‘t receive feedback or praise.
You get raises of 3% or less while others are getting much more.
Your 1:1s are frequently cancelled or shuffled around.
You don’t get invited to work on cool projects or stretch opportunities.
You’re not kept up-to-date on information that is relevant or critical to your work.
Your manager never talks to you about your career trajectory.
This happens ALL THE TIME.
It works great for companies….eventually you’l either feel so incompetent, isolated and unappreciated that you’ll go find a new job, and they never have to deal with a development plan or offer severance. Or your performance will slip enough due to the lack of support that they’ll be able to let you go.
Instead of worrying about “quiet quitting”,I’d encourage companies to look at their management practices and identify places where people are being “quiet fired” by poor managers who don’t want to do the work to support, train, and coach their teams.
“Quiet Firing”commentary by Meg Torelli
I read this article on Linkedin . When reading, it stroke a chord in me. I have been a victim of “quiet firing” my entire adult career life. I started working on Wall Street as a Commodity Trader. I physically worked on the exchange floor with mostly men. On today’s standards most of them would be cancelled, Then I just laughed along and regarded it as part of the job. I went to work for a large, boutique financial company. I had ambitions to move up with this firm, but regardless of how well I performed, when it came time for advancement a man who was not the brightest got that position. Not too long into his promotion he was fired for making an expensive mistake.
When I became a teacher, which is a profession that has many smart women I was expecting a different level of respect and encouragement. What I found was that the education field is filled with nepotism. Which means that leaders are not always chosen because they are the best and the brightest. No, they were chosen, because they knew someone.
My point is that failed leaders resent your ideas, motivation and competence. Rather than encourage you they try to ignore you, because they see you as a threat. “Quiet Firing”, which has existed since the beginning of work happens due to poor leadership.
The New York City Department of Education opened up its own Leadership Academy. Once you completed this program you could become an Assistant Principal or Principal. As per many teachers I know these leaders came out believing that their leadership style will be authoritarian. So those leaders basically do whatever and never think about the people who need to orchestrate these ideas.
I went for my second Masters at Fordham University. For 2 years I learned about leadership and spent $30,000. I did this because I had experienced such bad administration, that I knew I could do better. The leadership that was taught at Fordham was distributed leadership. You encourage your subordinates to lead in areas that they have special skills. This encourages teachers to feel more trusted and self confident. As a result better and more creative ideas are enacted.
Bad leaders equate to “Quiet Firing”. Let’s hire good leaders that aren’t intimidated by others. The more workers are shown trust and respect from their administration the better they will feel about their work. For this reason we should not be surprised by “Quiet Quitting”.
1 thought on “Is Quiet Firing a Thing Too?”
One factor in the workplace that should not be overlooked is managements’ felt obligation to be politically correct (PC). Management employs PC to look good and prevent challenges, legal or otherwise. My point is, when it’s said that often those that get ahead are not necessarily the best, the brightest, or most deserving due to nepotism or the old boys’ network, add to the list PC in hirings and promotions.