What is quiet firing?
The expression “quite firing” describes how manager fail to adequately provide coaching, support and career development to an employee, resulting in the employee feeling pushed out of the organisation and ultimately leaving,
Considering the extent to which managers can fail to support their teams, a recent survey was undertaken to investigate how workers feel they are treated in the workplace. After surveying 2,179 people, it was found that 32% of the UK have experienced bullying disguised as banter and over 35% of women in the UK workplace have experienced bullying disguised as banter
Constructive dismissal cases in the employment tribunal arise when an employee feels that they have been forced to leave their employment – potentially due to unlawful behaviour in the workplace. Often in constructive dismissal cases, the subject of bullying is raised; and often, employers seek to explain the behaviour by describing it as “banter”.
Whilst some may consider banter to be light-hearted, making jokes at the expense of an employee, can lead to being made to feel uncomfortable in the workplace and potentially make them feel that they have no choice but to leave. If an employee is being made to feel they are not wanted and resigns, this could be considered “quiet firing” and can be viewed as constructive dismissal if the employee has more than 2 years’ service and the behaviour breaches the implied term of trust and confidence in the employment relationship.
If it’s time to ensure that your managers are properly supporting and coaching their teams, contact us to discuss our range of management training options on firstname.lastname@example.org