The workplace is changing, and with it, the ways we handle conflict, stress, and our professional futures. Two buzzwords have emerged from this shift: quiet quitting and quiet firing. But what do these really mean, and who’s responsible for the growing trend of disengagement in the workplace?
What is Quiet Quitting?
Let’s start with quiet quitting. Despite the dramatic name, it’s not as dramatic as it sounds. Quiet quitting isn’t about resigning or leaving your job entirely; it’s about doing the bare minimum and withdrawing from going the extra mile. Employees who quit quietly still show up, still do their job, but they stop over-delivering or investing emotionally in their work. It’s a response to burnout, lack of recognition, or the sense that their efforts aren't leading to meaningful change.
What About Quiet Firing?
On the flip side, we have quiet firing. This one is a bit more insidious. Quiet firing occurs when employers, whether consciously or unconsciously, make the work environment difficult or unsupportive for certain employees. They may cut back on opportunities, avoid giving important assignments, or offer less praise and recognition, all in an attempt to push someone out without directly firing them. It’s a subtle tactic that leaves employees feeling undervalued, leading them to disengage or even eventually leave on their own.
So, Who’s Really to Blame?
The truth is, the blame doesn’t rest solely on one side of the fence. Quiet quitting and quiet firing are symptoms of a deeper issue in workplace culture that needs to be addressed.
From the Employee Side:
Quiet quitting doesn’t just happen overnight. It usually stems from a pattern of frustration — employees feeling that their hard work isn’t being acknowledged, rewarded, or that their personal and professional boundaries are being disrespected. In many cases, quiet quitting is a sign that an employee no longer feels invested in the company or its success.
From the Employer Side:
On the other hand, quiet firing can be seen as a lack of proper leadership and management. When employers avoid addressing performance issues head-on or fail to create an environment where employees feel supported and recognized, they unintentionally push people toward disengagement. A culture of silence and avoidance breeds resentment. Instead of taking proactive steps to either support or part ways with underperforming employees, employers opt for a passive, unspoken approach, hoping the issue will resolve itself.
How Do You Fix This?
The solution is simple, but not always easy: communication. Open, honest conversations are key to addressing both quiet quitting and quiet firing.
- For Employers: Foster a culture of transparency, appreciation, and feedback. Regular check-ins, employee recognition, and clear expectations can help keep employees motivated and engaged. Addressing performance concerns directly and empathetically can prevent the feeling of being pushed out.
- For Employees: Speak up! If you feel disengaged, share your concerns with your manager or HR. Constructive conversations about workload, recognition, and career development can help you regain a sense of purpose and direction at work.
The Bottom Line
At the end of the day, both quiet quitting and quiet firing are signs of something broken in the work environment. Whether it’s a lack of communication, unaddressed grievances, or mismatched expectations, these issues need to be faced head-on. The ultimate responsibility lies with both the employer and employee to create a thriving, engaged, and respectful workplace where everyone feels valued.
