Quiet Firing and Quiet Quitting: The Hidden Risks in the Workplace and How to Prevent Them

What Are Quiet Firing and Quiet Quitting?

In recent years, two terms have gained prominence in the corporate world: Quiet Quitting and Quiet Firing. Both reflect toxic workplace dynamics that can undermine productivity, engagement, and organizational culture.

• Quiet Quitting refers to employees who only do the bare minimum required to fulfill their job responsibilities without going the extra mile. They do not officially resign but disengage from any additional effort.

• Quiet Firing occurs when managers deliberately reduce opportunities, recognition, and support for an employee, subtly pushing them to leave the company without formally firing them.

Both phenomena negatively impact employees and organizations alike.

The Risks of Quiet Quitting

Although Quiet Quitting can be seen as an act of self-preservation by employees, it carries serious consequences:

For the Employee:

• Lack of professional growth and skill development;

• Low motivation and job satisfaction;

• Difficulty in gaining recognition and promotions;

• Potential long-term impact on professional reputation.

For the Company:

• Decline in productivity and innovation;

• Reduced team engagement;

• Higher turnover rates due to lack of interest;

• Weakened organizational culture.

📊 Statistics: A 2022 Gallup study found that 50% of workers in the U.S. identified with Quiet Quitting behavior, highlighting a significant challenge for companies seeking to maintain employee motivation.

The real issue with Quiet Quitting is not just that an employee is doing the bare minimum, but why they no longer feel motivated to contribute more.

The Risks of Quiet Firing

Quiet Firing may seem like a convenient strategy for managers looking to avoid the discomfort of formal termination. However, its repercussions can be severe:

For the Employee:

• Feeling undervalued and frustrated;

• Increased anxiety and stress due to lack of feedback and opportunities;

• Negative impact on self-esteem and motivation;

• Potential need to leave the company without a structured plan.

For the Company:

• Loss of valuable talent due to inadequate support;

• Deterioration of workplace morale;

• Legal risks and reputational damage;

• Difficulty in attracting and retaining qualified professionals.

📊 Statistics: A Harvard Business Review survey revealed that 64% of employees who experienced Quiet Firing left their jobs within six months after realizing the lack of support and recognition.

How to Prevent Quiet Quitting and Quiet Firing

1. Encourage Transparent Communication

Both leaders and employees need an open channel to discuss expectations, challenges, and concerns. Regular feedback sessions and one-on-one conversations are essential to maintaining alignment.

2. Foster a Culture of Recognition and Growth

Employees who feel valued are more likely to stay engaged. This includes recognition for achievements, career growth opportunities, and well-structured development plans.

3. Practice Active and Empathetic Leadership

Managers should act as facilitators of their teams' development, investing time in understanding individual needs and avoiding practices that lead to Quiet Firing.

4. Balance Workload and Expectations

Preventing burnout and setting realistic expectations are crucial factors in maintaining engagement. Quiet Quitting is often a response to excessive workload and a lack of work-life balance.

📊 Statistics: According to a Microsoft report, 54% of employees who feel overwhelmed tend to reduce their engagement at work, increasing the risk of Quiet Quitting.

5. Establish a Culture of Continuous Feedback

Feedback should be constructive, regular, and focused on development rather than just corrections. When an employee is underperforming, managers should help them identify areas for improvement before giving up on them.

Conclusion

Both Quiet Quitting and Quiet Firing are reflections of structural problems in people management. To prevent these issues, it is essential to foster a healthy work environment with clear communication, recognition, and growth opportunities. Companies that value their employees and managers who adopt empathetic leadership are far more likely to maintain productive, engaged, and motivated teams in the long run.