This term refers to the underhanded tactic used by some managers to push employees out the door.

Like “quiet quitting”, it’s believed the expression first appeared on TikTok. It all started with a short video in which United States influencer DeAndre Brown denounces the motives behind this dubious managerial strategy.

The tactic consists of undermining an employee and grinding down their motivation until they have no other choice than to resign, out of boredom or frustration.

The practice of “quiet firing” takes many forms. An employer who wants to encourage an employee’s resignation may, for example, deny them a raise or promotion for several years in a row. The manager may also exclusively assign monotonous tasks to the employee, take away responsibilities, deny reasonable requests for time off, or take credit for something the employee accomplished.

In short, a series of actions are taken so the employee “in the crosshairs” loses motivation and feels like they don’t have a place in the company.

Not a new concept

Although there are many warning signs of “quiet firing”, it is not always easy to detect them. This grinding-down with an exit as the envisioned outcome can, in fact, take place over several months or even years.

In any case, work experts suggest that the best solution for the employee is to take action and talk about the issue before suffering from “brownout” – a decline in energy – or full burnout.

And although the term “quiet firing” is getting attention at the moment on social networks, the concept and its practice are not at all new. For years now, the spectre of a “quiet firing” has been hanging over many employees, regardless of their position or sector of activity.

However, the upheaval that the pandemic brought to workplaces and work routines has pushed many of them to question the relationship they have with their jobs, and to turn the spotlight on the numerous issues of a professional world in search of balance.

The “Great Resignation”, “quiet quitting”, “quiet firing”… these terms are, in fact, drawing attention to one overriding concern: a desire to push managers to rethink their enterprise’s structure in order to improve them – a challenge of the times.