How employers can prevent quiet quitting - Quote by Joachim Diercks
Posted: Tue Feb 11, 2025 6:24 am
The countertrend: Quiet Firing
Quiet firing occurs when managers fail to adequately coach, support, and professionally develop an employee, resulting in employees leaving the organization. In the worst cases, quiet firings occur when managers allow employees to have bad or toxic experiences at work in order to push them out.
Eva Stock thinks that quiet firing is "the lowest of the low and unfortunately quite popular in large corporate environments. Managers in particular often fall quite softly into it because nobody wants to face the consequences. Such a separation at management level usually costs a lot. For employees, the whole thing is simply even more humiliating and it can destroy entire sweden telegram data teams because everyone else inevitably finds out what is going on. I think quiet firing is nothing other than a grey area of bullying and the inability to deal with conflict. I think it is very important to give opportunities for development, but then also to have the courage to pull the ripcord if it doesn't work out."
Although the cost of losing a leader is high, companies must consider this option. Training, shadowing, and HR support can help develop leaders. However, some people are simply not meant to lead a team: companies must identify these people and either try to move them internally to another team (not at a leadership level) or part ways with them.
Quiet firing occurs when managers fail to adequately coach, support, and professionally develop an employee, resulting in employees leaving the organization. In the worst cases, quiet firings occur when managers allow employees to have bad or toxic experiences at work in order to push them out.
Eva Stock thinks that quiet firing is "the lowest of the low and unfortunately quite popular in large corporate environments. Managers in particular often fall quite softly into it because nobody wants to face the consequences. Such a separation at management level usually costs a lot. For employees, the whole thing is simply even more humiliating and it can destroy entire sweden telegram data teams because everyone else inevitably finds out what is going on. I think quiet firing is nothing other than a grey area of bullying and the inability to deal with conflict. I think it is very important to give opportunities for development, but then also to have the courage to pull the ripcord if it doesn't work out."
Although the cost of losing a leader is high, companies must consider this option. Training, shadowing, and HR support can help develop leaders. However, some people are simply not meant to lead a team: companies must identify these people and either try to move them internally to another team (not at a leadership level) or part ways with them.