What companies should not overlook is that this practice has its impact. From the outset, it is a contaminant of the organizational climate, a demotivator for employees and, of course, a driver of staff turnover, which turns out to be more expensive than a job growth strategy.
In addition, today employees prioritize other elements to stay in a company. “They want employers to offer more programs and initiatives that are wellness-focused while also providing flexibility,” says José Luis Aguilera, regional training manager and Right Management brand leader at Manpower Group.
Today, eight in 10 people expect employers to promote training programs or help them keep their skills current, and 76% of workers have higher expectations of employers than they did three years ago, according to data from the recruiting firm.
Employees are really evolving and setting a higher expectation towards the organization, but they are also pointing to higher expectations where they themselves have to drive this professional development, says Aguilera.
What to do if you are a victim of ‘quiet firing’?
If a worker considers that he or she is being a victim of this practice, the first thing to question is what is he or she doing for their own development? What is the company doing about it?
If both answers do not converge at some point, Aguilera emphasizes, the collaborator must take the initiative and identify actions that allow him to discover development opportunities inside and outside the organization.
From this taking of actions, the collaborator is responsible for putting together a development and career plan for himself, either in that organization or another, or through different means that he considers necessary.
“It is a collaborative work, no matter how much the company puts on the table all forms and actions for development, if the collaborator does not take the initiative then he is being co-responsible for his lack of growth, that may be presenting itself in a situation of silent dismissal or quiet firing”, mentions the expert.
But if the company is neglecting the talent or the immediate boss is causing a situation of this nature to occur, Massu proposes taking action on the matter; expose the situation with the human resources area and with the perpetrator’s superior.
This does not mean that the employee is accusing someone or creating ‘gossip’. In Mexico, we are used to being silent when these types of practices take place, says Jessica Carrillo, director of comprehensive well-being at the Tecnológico de Monterrey. But revealing the failures of the organization and the leaders is crucial for the company to correct the errors that result in the drain of its talent.
To expose a case of silent dismissal, Massu points out that it will be necessary for you to reflect and write down the following points: The person who harasses you, or who has left you out of the projects and the relationship they have with you. The moment in which the event occurred, for example, if you were excluded from a meeting in which you had to be present due to your position and functions, or that you were not kept up to date on information relevant or critical to your role.
You should also write down what the person said, did, or did not say or do. It is very important to have witnesses and tangible evidence, you can include emails, voice messages or notes.
“It is advisable to communicate it formally and in writing, clearly and directly and providing sufficient information, as well as describing the incidents in chronological order to facilitate understanding,” says the lawyer.
In the same way, it is advisable to attend to all the responsibilities, activities and functions of your position, since they are the commitments and obligations to which the worker must respond due to the function he occupies. And it is important that, for each responsibility, it is clear what is the expectation to meet, the goal and the final result to obtain.
Sometimes the workplace is like a second home, so there must be conditions of respect that allow everyone to feel good and be able to carry out their daily activities in an optimal way.
If after disclosing the quiet firing acts of exclusion follow the corresponding area, Massu emphasizes that the next action is the complaint. For which it is necessary and extremely important to have evidence.
At the Federal Attorney for the Defense of Labor (PROFEDET) you can receive guidance, advice and free legal representation in situations of discrimination, harassment and harassment at work.
“Finally, let us remember that article 51 of the Federal Labor Law (LFT) mentions the causes of termination of the employment relationship, without responsibility for the worker”, concludes the labor lawyer.