Comments on: Quiet Firing: The Dark Side of Quiet Quitting https://www.mindtools.com/blog/quiet-firing-the-dark-side-of-quiet-quitting/ Essential skills for an excellent career Mon, 27 Nov 2023 16:28:22 +0000 hourly 1 https://wordpress.org/?v=6.5.3 By: Zala Bricelj https://www.mindtools.com/blog/quiet-firing-the-dark-side-of-quiet-quitting/#comment-3758 Wed, 12 Oct 2022 10:10:45 +0000 https://www.mindtools.com/blog/?p=33595#comment-3758 In reply to Andrew Harbor.

Hi, Andrew, thank you for your feedback and the story you shared. I am sorry to hear what happened to you. I can imagine what a difficult situation and a negative outcome for you it must've been. I think it all depends on the situation and many factors that attribute to the "quiet firing". It's always better for everyone involved if our communication and collaboration are transparent and based on integrity and treating all your employees fairly, but this is often sadly not the case. Sometimes, as in your case (or when looking back at the situation), when trust is broken and when there is no mutual respect, it's best to part ways - if amicably great, if not, then seeking possible legal advice to protect your rights and to depart and move on as graciously as possible. Some organizations will reflect and learn from such examples and some might not. Personally, I would make sure to tie all loose ends at work, close all projects I've been working on, and communicate with integrity and professionalism until the end and try to keep up my boundaries (and not emotions get ahead of me - and maintain the professionalism of not being in the wrong for what had happened). I think it would make for an easier way out/transition for me. But, as I mentioned, every case is different and unique. I wish you all the best and hope you find a job where the workplace culture and valuing the employees is of the highest priority.
Zala - MT Coach

]]> By: Andrew Harbor https://www.mindtools.com/blog/quiet-firing-the-dark-side-of-quiet-quitting/#comment-3757 Wed, 12 Oct 2022 00:39:08 +0000 https://www.mindtools.com/blog/?p=33595#comment-3757 I’m interested in your or anyone’s thoughts on a related phenomenon - I’m not sure if there’s any commonly used terminology for it but basically the “loud” version of this. Doing much of the same things, but making little or no attempt to do so subtly or hide intention - to make the employee so miserable that they quit rather than simply firing them. I’ve had this experience, and it was clearly in response to the fact that I initiated a grievance after being put on probation due to “excessive absences” that had in fact been documented as approved (in one case, the absence was due to being hospitalized following a car accident). When I stuck around to carry out the grievance process as far as company policy allowed (I intended to quit once it had concluded regardless of the result), they apparently got tired of waiting and fabricated an excuse to fire me. This is of course an extreme example but I’m sure there are cases all along the spectrum. In cases like mine where the employer is clearly engaging in misconduct, do you have any advice on how to handle the situation? Even if labor laws are being violated the legal process may just not seem to be worth the time and effort (and money, if things don’t end up going in your favor).

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