Understanding The Psychology Behind Quiet firing

By Author: Imperfect
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Most managers today are familiar with quiet quitting—when employees mentally disengage while still showing up to work. But fewer leaders reflect on quiet firing, a subtler and often more damaging phenomenon.

Quiet firing occurs when managers fail to offer consistent guidance, feedback, recognition, or growth opportunities, indirectly pushing employees to leave. Psychologically, this creates confusion, self-doubt, and emotional exhaustion in employees, often without a single direct conversation.

Quiet Quitting vs. Quiet Firing: What’s the Difference?
Quiet Quitting- This is an employee’s psychological withdrawal due to burnout, lack of purpose, or poor work-life balance. For example, an employee may stop taking initiative after repeated late nights go unnoticed.

Quiet Firing- This happens when leadership withdraws support. For instance, a manager stops offering feedback or excludes an employee from meetings, hoping the individual will eventually resign. In extreme cases, it can feel like gaslighting—making the employee question their competence or worth.

Signs You May Be Experiencing ...
... Quiet Firing
1. Constant Criticism Without Praise- When feedback turns into relentless nitpicking, it slowly erodes self-confidence and creates anxiety around performance.

2. Sudden Exclusion- Being left out of meetings, emails, or team events sends a strong psychological signal: you don’t belong here.

3. Lack of Clarity-Not receiving important updates or information can make employees feel invisible and disconnected.

4. No Future Conversations– When career growth, development, or progression is never discussed, employees often assume there is no future for them in the organization.

5. Stagnant Compensation-Repeatedly being passed over for raises or promotions reinforces feelings of being undervalued.

Three Leadership Mistakes That Lead to Quiet Firing
1. Absence of Feedback and Goal Conversations- Without regular check-ins, employees lose direction and motivation. A simple weekly conversation about priorities can significantly boost engagement.

2. Withholding Development- Employees thrive when they see a future. When managers avoid discussing growth due to uncertainty, employees mentally check out.

3. Lack of Individualized Recognition– Recognition isn’t one-size-fits-all. A timely “thank you” or acknowledgment of effort can psychologically anchor employees to their work and team.

The Ripple Effect on Teams and Organisations

Quiet firing doesn’t just affect one individual—it silently reshapes team culture. When employees witness disengagement from both sides, trust erodes, morale dips, and productivity suffers. Psychologically safe environments are built on open, honest communication—not avoidance.

When Letting Go Is the Healthier Choice

If clear expectations, consistent feedback, and genuine support have been provided and performance still doesn’t improve, parting ways may be necessary. The difference lies in how it’s done—with transparency, dignity, and respect. Leadership is not just about outcomes—it’s about impact. Silence, absence, and inconsistency speak loudly in the workplace. Are your actions inviting growth, or quietly pushing people away?

If you’re a leader, manager, or employee struggling with workplace stress, burnout, or self-doubt, support can help. Sometimes, understanding the emotional undercurrents is the first step toward meaningful change.

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