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Quiet Quitting Vs. Quiet Firing-Why Quiet Quitting isn’t the Effective Solution

By | Dijana Milunovic | Content Writer

Quiet quitting has become breaking news in the business world after making a debut on Tic Toc and started gaining traction. Soon after, everybody started talking about quiet firing as an effective strategy for battling quiet quitters. The numbers show that 1 in 3 managers use quiet firing practices while 83% of employees say that they have witnessed or faced quiet quitting at their workplace. 

Even though some business leaders may think that quiet firing may drive quiet quitters to leave and make room for new employees ready to go above and beyond at work, these passive-aggressive practices may be counterproductive. The fact is that a quiet firing strategy can increase the number of quiet quitters, driving down your employee productivity and brand reputation. 

 More importantly, HR professionals will struggle to attract and retain top talent in the tight market in the wake of the Great Resignation and the looming global recession.

For all these reasons managers should abandon harmful quiet firing practices and tackle employee disengagement by taking effective steps towards a healthy and productive workplace. 

You may believe that you’re not using quiet firing practices to battle low employee engagement, but is this true?

Let’s see what the most obvious signs of quiet firing are and how can you replace these passive-aggressive practices with more people-focused and effective ones. This will help your employees become engaged in your work again so that you maintain your reputation and productivity rates high. 

6 Signs Indicating Quiet Firing 

If you’re doing even one of the things from this list, you should question your leadership style because you’re guilty of quietly firing your team members.

  • You tend to overlook specific employees when it comes to promotions or pay raises, while others advance at a faster rate.
  • You don’t give detailed and frequent performance feedback to these employees.
  • You tend to assign employees tasks that are below their competencies or skill set, or shifts that separate employees from the rest of the team.
  • You don’t offer training or learning sessions to all employees depriving them of professional growth opportunities.
  • You avoid hosting one-on-one meetings with specific employees where you can learn more about them and their life outside work.
  • You openly criticize these employees in team meetings, failing to recognize their efforts even when recognition is well-deserved.

This is just a short list of the most common quiet firing practices that managers use to drive employees to leave before they terminate their contracts. And all these practices are harmful and discriminatory, and they can backfire, leaving immeasurable damage to your brand reputation. 

Instead of using these passive-aggressive tactics to battle quiet quitting, try to work with your employees and identify reasons for their disengagement. Then change your approach to the problem and help your quiet quitters to become highly productive again. 

Provide Frequent Feedback and Regular Check-Ins

Managers who resort to quiet firing are poor communicators who struggle with leading difficult conversations or any conversation at all. If you want to get to the bottom of the quiet quitting trend in your company, you need to foster open communication with your employees. 

This said, your team members expect frequent feedback regarding their performance. Because they want to celebrate their successes and work on their weaknesses so that they can improve and advance in their roles.

Advanced apps like an employee tracking system can be of great help in creating detailed employee performance reviews. This employee monitoring tool will show you how your employees use every moment at work, tracking their online activities and comparing their productive time to unproductive and idle hours spent at work. 

You can use this information to pinpoint specific weak spots and offer additional training and guidance to underperformers. Or you can show your employees how to be more time efficient using different time-management techniques.

By delivering detailed feedback often you’ll show your employees that you care about their performance and that you appreciate their contribution to reaching company goals. Also, you’ll show that you care about their personal and professional development. For all these reasons your employees may become more motivated and satisfied with their work.

Encourage Honest Communication

Effective and respected leaders foster open and straightforward communication. So instead of reaching for discriminatory practices, try to talk openly about the burning issues with your employees. This can be a challenging part of leadership but you can overcome this challenge with advanced technology. 

Data collected via the app for monitoring employee computer use can identify potential performance fluctuations or gaps so that you can address these issues immediately working on potential solutions on the spot.

Employee monitoring data provide accurate and detailed insight into every employee’s workflow helping you lead honest conversations and make well-informed decisions.

Get to Know Your Team Members on a Personal Level

Building trustworthy relationships with your teams include getting closer to your employees on a more personal level. There is much more to life than work and often employees’ life circumstances can interfere with their performance at work.

 Instead of immediately labeling specific employees as quiet quitters, try to find the reasons behind their unusually poor performance. Some of them may be single parents or need to take care of a sick family member. Offering support and understanding instead of passing judgment on your employees in their time of need can go a long way when it comes to employee engagement and satisfaction.

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