For some time now, the job market has been talking about quiet quitting, also known as silent dismissal. But did you know that this approach ended up generating other phenomena, such as quiet firing and quiet hiring?
While the first is a silent dismissal by the company, the second is a silent hiring, improvement.
Quiet hiring is a new recruitment method that seeks to improve internal talents that are already standing out to enable their career advancement.
In this way, the manager identifies those professionals who have taken on additional responsibilities and stood out from the rest, starting to nurture these employees, recommending them for promotions and ensuring their growth within the organization.
According to a study by Personnel Psychology, high-performing professionals deliver 400% more results than the average employee.
In this scenario, while employees who donate more are rewarded, those who adhere to quiet quitting may be missing an important chance to advance in their careers.
On the other hand, quiet firing is the opposite of quiet quitting. The practice consists of the company silently excluding employees and failing to involve and engage them, to get them to resign on their own.
When this type of posture is assumed, the leaders stop giving feedback to the professional and even delegating tasks to him, which creates an unsustainable climate and makes the employee, little by little, lose the motivation to continue in the company and pass to seek new opportunities.
The main reasons that lead the manager to act in this way are the immaturity in leadership and the fear of increasing the turnover rate of the company. Furthermore, this is a frequent practice when the company wants to fire a low-income employee, but does not want to pay the termination costs, so it does not take the initiative to dismiss the employee and creates a favorable climate for him to resign.
But the unanswered question is: can quiet firing be considered harassment?
With all letters, y e s! Discriminating against and excluding an employee in the work environment can be considered moral harassment and bring legal consequences for the company.
Therefore, quiet firing is not the right way to deal with a low-income employee, since, in addition to harming the organizational climate, the practice can also bring severe damage to justice.
The tip for dealing with this type of situation is to always act transparently and in dialogue with the employee, to understand how he feels and what the company can do to make the work environment healthier.
A culture focused on employee well-being and the promotion of healthy work environments is a way to avoid quiet quitting and quiet firing. When professionals feel respected and valued, they tend to dedicate themselves more, which certainly has a positive impact on business results.
