Advice: The supposedly new trends of “quiet quitting” and “quiet firing” have been around for decades under other names. But just because they’re nothing new doesn’t mean they can’t present real problems.
If you’re a harried employee who suspects your manager is quiet-firing you, is there any way to break the silence and save your job?
In both cases, the solution starts with examining your own assumptions about what it means to be productive and do good work. It also means finding objective, quantifiable ways to measure work output and quality that are clear to both employers and employees.Employers looking at empty offices on Fridays or noticing a distinct lack of after-hours chatter on the intranet may be thinking, “It’s quiet. Too quiet.
Check your mental and emotional state, and get a second opinion from an outside observer who knows you well. Burnout, anxiety and depression have insidious ways of settling in that are visible to everyone but their host.If you think you’re performing as well as ever, but your manager still seems dissatisfied, make clear that you want to succeed. Ask for quantifiable measures of what constitutes good work, so you and your manager can see when you’re hitting those objective marks.
This may not be enough to win over a manager who really wants you out, but if months or years of managerial “
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