Workplace culture is evolving, but not always for the better. Quiet firing is a passive yet damaging management approach in which employees are deliberately neglected rather than directly terminated. Instead of offering coaching, leadership, or growth opportunities, managers create an environment where employees feel undervalued and unsupported, ultimately leading them to resign out of frustration.

Quiet-firing is different from quiet-quitting. In the latter context, the employee feels disenchanted with the job and their own ability to maintain a good work-life balance. It is a psychological withdrawal and disinterest that the employee experiences. The employee does not leave the organization but has stopped putting in their best.

Worst-case Scenario

In the absolute worst case, quiet-firing occurs in a toxic manner. The manager vitiates the work environment and makes life difficult for the employee. Either too much work is given, or none at all, or the manager’s communication becomes abusive. When things happen this way, it must be understood as gaslighting in the workplace.

Such extreme behavior by managers sullies the organization’s reputation. It can eventually impact business performance when key employees quit and customers follow suit.

Silent Killer

A large population of managers have the right intentions, though they are nice folks to hang out with. But they are so caught up with either organizational politics or their own life challenges that they fail to lead their teams anymore. This results in employees feeling lost and uncared for. So, when managers occupy key positions but are absent from engaging actively, employees working with them start looking outside for opportunities. There is nothing said between people. Yet, soon, people start quitting. 

This is why quiet-firing is often described as “Silent Killer” or “Silent Firing“. Each employee who is a victim of quiet-firing could have actually been a huge asset and a good performer if the manager had provided them with leadership and mentorship. The employee’s exit from the organization could have been totally avoided. 

What are the Signs of Quiet Firing?

Let’s explore the common challenges created by absent managers and learn how to prevent them.

Managers are Disinterested in Their Employees’ Growth

A recent Gallup survey found that only one in three employees have had a conversation with their manager about career goals in the past six months. Without regular check-ins, employees receive little to no performance feedback or progress reviews, leaving them feeling overlooked and unmotivated.

This lack of engagement from managers significantly impacts employee morale and job satisfaction. When employees feel unseen, their productivity and enthusiasm decline, leading to disengagement and higher turnover rates.

However, the solution is simple: Regular one-on-one check-ins. Managers who conduct weekly reviews and engage in meaningful discussions with their employees see a noticeable boost in team productivity and motivation. Employees feel valued, supported, and more driven to contribute to the organization’s success.

Managers Withhold Development Opportunities For Employees

According to Gallup survey reports, 37% of managers feel they haven’t actively contributed to their employees’ development, while 25% of employees believe their managers fail to support their career growth. This disconnect leads to disengagement, frustration, and a lack of motivation in the workplace.

The best way to address this issue is through proactive career planning. Managers should work closely with employees to create a clear career growth roadmap with well-defined review milestones. Regular check-ins on progress not only provide guidance but also boost motivation, making employees feel valued and empowered.

Once again, the solution is practical and straightforward: Develop a structured career growth plan and commit to periodic reviews to foster engagement, drive performance, and enhance job satisfaction.

Managers Don’t Recognize Employees’ Contributions

Employees lose motivation when their efforts go unnoticed. In fact, a Gallup survey found that 37% of employees feel unrecognized at work, leading to frustration and disengagement. Although the silent firing is unfortunate, it is still preventable.

Recognition is a fundamental human need. When employees feel unappreciated, they start to believe their contributions don’t matter, which can push them toward quitting or even resigning. Managers must actively foster a culture of appreciation through a well-structured rewards and recognition program that is consistent, fair, and meaningful. Regular acknowledgment of employee efforts boosts morale and enhances overall team performance.

However, recognition alone isn’t enough. The key to preventing quiet firing is frequent and meaningful conversations between managers and employees. Effective leadership isn’t complicated, but it requires prioritization. To avoid this, managers must do a few things.

• Engage in regular one-on-one discussions to understand employee aspirations and challenges.
• Develop a structured career growth plan with clear goals and review milestones.
• Provide constructive feedback and continuous support to help employees progress.
• Acknowledge contributions in a timely and transparent manner to reinforce motivation.

By fostering open communication, career development, and recognition, managers can reduce attrition, enhance workplace engagement, and create an environment where employees feel valued and motivated to stay.

Withholding Financial Benefits

Bonuses and raises do more than just reward employees; They boost morale and foster loyalty among top talent. However, when managers intentionally withhold salary increases, bonuses, or other financial perks, it can be a subtle way of pushing employees out. Denying raise requests or making false promises about future compensation can create frustration, leading employees to seek better opportunities elsewhere.

Beyond withholding raises, quiet firing through financial means can also include:

• Delaying or blocking promotions despite strong performance.
• Unfair salary discrepancies where similar roles receive unequal pay.
• Cutting back on benefits or perks without justification.
• Setting unrealistic performance goals that make earning bonuses nearly impossible.

When financial rewards are used to discourage rather than motivate employees and make them feel undervalued and disengaged. Organizations must ensure transparent, fair, and merit-based compensation practices to retain and inspire talent. A culture that values employee contributions drives engagement, boosts productivity, and strengthens long-term commitment.

Micromanagement and Task Manipulation

One subtle way managers push employees out is by overloading them with mundane tasks, limiting their responsibilities, or micromanaging their every move. When employees are forced to focus on administrative or low-value work, it can signal a lack of trust or confidence in their abilities.

Some clear signs of quiet firing through task manipulation include:

• Being consistently assigned repetitive or unchallenging tasks instead of meaningful projects.
• Having key responsibilities reassigned without explanation.
• They were excluded from projects or decision-making processes in which they were previously involved.
• Experiencing excessive micromanagement, limiting autonomy and creativity.

Additionally, if managers remove duties an employee enjoys or reassign their work without justification, it can demoralize and disengage them. Employees thrive when they feel trusted and valued, so stripping them of responsibilities without reason may push them to seek opportunities elsewhere.

To foster a positive and high-performance workplace, leaders must delegate work fairly, provide growth opportunities, and empower employees rather than stifle their contributions. Trust and meaningful work drive engagement, while micromanagement and monotony fuel quiet quitting.

Is Your Manager Quietly Checking Out?

In some cases, managers themselves fall into quiet quitting. When a manager loses interest in their role, their enthusiasm drops, their involvement dwindles, and they disconnect from their team. This lack of engagement often leads to quiet firing, where employees are neglected, left without guidance, and subtly pushed out.

This is where executive leadership must step in. Senior leaders need to stay vigilant and identify signs of managerial disengagement, which are as follows.

• Avoiding difficult conversations or addressing team concerns
• Minimal involvement in employee development
• Failure to recognize and reward efforts
• Make a passive approach to performance management

Once these symptoms appear, leadership must initiate open and constructive conversations with disengaged managers. By addressing their concerns, realigning them with the company’s mission, and providing the necessary support, organizations can reignite managerial commitment and prevent the cycle of quiet quitting from trickling down to employees.

Objective Evaluation

Though Managers make their best efforts, some employees still struggle to perform. Should they resort to quiet firing or simply let underperforming employees leave? The answer lies in objective evaluation, a crucial managerial skill that separates great leaders from ineffective ones.

Instead of passively pushing employees out, managers must assess potential and performance fairly. This involves asking key questions:

• Does the employee have the skills and resources needed to succeed?
• Are they receptive to feedback and willing to improve?
• Will they benefit from mentorship, training, or a structured growth plan?
• Or is there a fundamental lack of motivation that hinders progress?

A good manager takes a thoughtful, case-by-case approach to performance management. This evaluation must be private, unbiased, and non-delegable. It is a leader’s responsibility that cannot be passed on. By making informed decisions, managers can support potential employees while ensuring that the organization maintains a high-performance culture.

Build a Culture to Prevent Quiet Firing

At its core, quiet firing is a symptom of an organization’s culture. When the workplace lacks energy and engagement, employees at all levels lose motivation. This leads to widespread disengagement—managers may quiet-fire, employees may quiet-quit, or both may occur simultaneously. The result is a ripple effect that weakens productivity, morale, and overall company performance.

To prevent this, CEOs and leadership teams must remain proactive. They should foster a culture of open communication and ensure that employees feel valued and heard. Leaders must lead by example, actively demonstrating the organization’s core values rather than just stating them.

When leadership is agile, engaged, and committed, issues like quiet firing can be minimized. A thriving workplace is built on strong leadership, meaningful conversations, and a culture prioritizing employee growth. This is how organizations can drive performance, retain top talent, and create a motivated workforce.