Business Management Advice from Consultant Corey Shader: What Is Quiet Firing and Why Is It Bad for Your Business?

In the last few years, quiet quitting has been widely discussed in business media, as some employees have shifted to not going the extra mile and only doing the minimum that’s required of them. Consultant Corey Shader says another similar practice has emerged as well, and it’s one that is not good for any business.

It’s called quiet firing, and it can have disastrous effects on not just the employees it’s directed at, but the entire employee base, too. In the end, if not avoided, quiet firing can have long-term negative ramifications for all businesses.

Below is a further explanation of what quiet firing is, and why it can be so damaging for employers.

What is Quiet Firing?

Quiet firing is a term that describes managers who don’t provide the proper support, training, development and/or coaching to their employees, which ultimately results in those employers being pushed out the door.

It can be done directly, with intent, or it can be done indirectly, through bad management practices. Either way, it’s a passive action that managers take that creates a hostile work environment for the employee, so much so that they decide to quit on their own.

Before the employee actually quits, though, they often transition to quiet quitting. In other words, when employees don’t feel respected, they often scale back their own production to just do the minimum before they ultimately quit.

How Companies Practice Quiet Firing

There are many different ways that companies might practice quiet firing. One example is when managers don’t help their employees set goals, help them track their progress toward those goals and/or don’t give proper feedback along the way.

Managers who are overly critical but don’t praise their employees often also show signs of quiet firing. They are creating an environment where employees don’t feel valued.

Some managers may not be inclusive, keeping their employees out of the loop on important topics, hoarding the important responsibilities and, as a result, getting all the credit for themselves when things go right. Then, when things go wrong, these managers are quick to blame their employees for the failures.

Managers need to give individual attention to their employees and invest in their growth and success. After all, the overall success of the company is predicated on how well each employee performs.

Why Quiet Firing is So Bad

Even if the employee who is the target of the quiet firing no longer deserves their job, quiet firing is not the way to go about the situation. Corey Shader says that this practice can have widespread negative effects on the entire employee base.

Employees are observant, and they talk to each other. If one person is being treated unfairly and is being quiet fired by their manager, then it’s very likely that others know about it, too. This word can spread like wildfire throughout a company, leading other employees to wonder if they’re next.

A toxic culture is never a good thing at a business, no matter whether it’s directed at one person or a small group or the entire organization. All businesses should work hard to recognize whether their managers are engaging in quiet firing, and take necessary steps to prevent it.

About Corey Shader

Corey Shader is a self-made entrepreneur, consultant, investor, real estate developer, and founder of several companies, notably Insurance Pipeline. Operating primarily out of Ft. Lauderdale, Corey’s endeavors span across the nation, consulting for start-ups, and sitting on the board of digital media and senior healthcare agencies. As a consultant, Corey helps young businesses develop sales funnels and maximize profitability. Shader takes pride in challenging others to push themselves to be their very best — he believes in constant self-improvement, inspiring others through sharing his own life experiences.