One of the more popular terms used in the last few years is “quiet quitting.” Younger generations of workers are quietly quitting. Quiet quitting in the mindset of not doing more for a job than what is reasonably asked from an employer, such as volunteering extra work hours, picking up other employee’s shifts or working on weekends. An employee’s objective when they quietly quit is often to do the bare minimum to keep a job.
Typically, employees do not quietly quit without a reason. Many will begin doing the bare minimum at their job because their work environment is toxic, which can mean an employer or employee is demanding or abusive, the workplace is unsafe or employees are asked to do too much. Employees who quietly quit often do it out of self-preservation and may also look for new employment.
However, there may be a reason why an employee’s work environment is toxic. They could be a target of “quiet firing.” Here is what you should know:
You may be a target of “quiet firing”
“Quiet firing” is an employee’s attempt at making an employee miserable at their workplace in hopes that they quit. Quiet firing could be vindictive, retaliatory, discriminatory or a response to an employee’s quiet quitting. If the employee quits, the employer may not have to pay them severance or unemployment. Some common quiet firing tactics include:
- Giving poor performance reviews
- Limiting an employee’s duties
- Overloading an employee with work
- Keeping an employee away from their peers
If an employee suspects they were the target of quiet firing, then they may need to learn about their legal options and pursue compensation.