TikTok has become an unstoppable machine for creating terms with which to name different behaviors and phenomena, and it was on this social network that after a summer in which ‘quiet quitting’ became the recurring concept to talk about workers who, far from seeking perfection, limit themselves to being correct, the influencer DeAndre Brown was one of the first to talk about silent dismissal. “There’s a lot of talk about ‘quietly resigning,’ but very little is talked about quietly firing, which is when you don’t give someone a raise in five years even though they keep doing everything you ask,” he writes on LinkedIn. Human Resources expert Bonnie Dilber.
“It is a type of ‘mobbing’ of a lifetime”
Why are so many companies joining this practice? “There are companies that prefer to exert active or passive pressure and that it be the worker himself who leaves of his own free will. There may be economic reasons behind it, but there may also be a reputational aspect, because it is unusual for an employer not to want the market to know that they have actively fired a person. Actually, it’s a kind of ‘mobbing’ lifelong”, comments Noelia de Lucas, National Sales Director at HAYS Spain, a company that recently carried out a survey that indicated that only 48% of millennials feel motivated at work. According to data from the HAYS 2022 Guide, only 27% of workers who admit to being unmotivated in their current job indicate that they would like to be promoted by their company.
“I am observing that we are used to managing positively, but it is infinitely less easy for us to give learning feedback. It is also difficult for us Spaniards to compartmentalize. We have entered a culture of management, we receive criticism badly and we take it as destructive. We abandoned the first resistance”, assures Noelia de Lucas.
The influence that worker well-being has on productivity is immense
“There is also the aspect that many companies have not yet understood the enormous influence that the well-being of workers has on productivity. They have a very technical and not very psychological vision, ”adds Rafael San Román, an Ifeel psychologist.
How to spot silent layoffs
“He gets no feedback or praise, gets raises of three percent or less, while others get much more, and his jobs are often canceled or shuffled,” Bonnie Dilber wrote in explaining how to identify a case of silent dismissal. .
As we have mentioned, another of the signs that ‘quiet firing’ is coming into play is the recurrent absence of feedback from the superior, something that affects self-esteem of the worker, who can lose hope and even fall into depression. “If he is a boss who does not give feedback to anyone, it is assumed that it is his way of working and it is simply understood, he is a bad boss. Under generality it is assumed, but if it is something that happens specifically with you, it puts you in an isolation in which we humans tend to blame ourselves. It affects not only the workplace, but your life in general,” says Noelia de Lucas.
“In the end, both companies and workers are harmed”
“We must not forget that it is also a matter of recognition. The worker has no prospect of growth, they are not given material tools nor are they offered conditions to optimally develop their work and put the maximum of their potential at the service of their tasks. This influences the state of mind -which is low- and the motivation, which decreases… The feeling of being wasted arises, self-esteem as professionals suffers and all this ends in a vicious circle, because the worker is ill, they are not linked to the company and its results are not as good as they should be… In the end, both the companies and the workers are harmed”, says ifeel psychologist Rafael San Román.
The results shown in the ‘Labor Market Guide 2022’ ensure that 54% of respondents say they feel unmotivated at work, and 77% of professionals say they would like to change jobs. What is certain is that workers have something very clear: they want to be paid in many ways, and not only with the economic salary. The emotional salary It refers to a series of rewards that go beyond monetary ones, but let’s not fool ourselves: companies always think about profits. The good news? Betting on the well-being of the workforce will revert to better results.
“The greatest value of companies is their human capital”
“The greatest value of companies is its human capital, therefore, not taking care of it has repercussions in terms of productivity and efficiency. A happy worker who feels cared for by his company, he is a more productive, more creative person, with greater problem-solving capacity and more assertive with his colleagues. He is, in short, a person who does his job better and who can also contribute to a greater extent to the growth of the company”, says Aída Rubio, Director of the Psychology Service and Health Psychologist at TherapyChat. Therefore, dear businessmen, if you are reading us, here is some advice: if you want more benefits, it is essential to advocate for the happiness and well-being of workers… Although smiling with a few more numbers in the account does not hurt either, eh?