In the modern workplace, ‘quiet firing' tactics - where managers subtly push employees to resign through isolation and reduced opportunities rather than direct termination - are on the rise, leaving professionals feeling undervalued and forcing them to recognise the warning signs before their careers suffer irreparable damage.
When Sibongile Kgope returned to the office post-Covid, she soon found her responsibilities shrinking and career progression stalling without explanation.
She was experiencing "quiet firing"- a tactic Advaita Naidoo, Africa MD at Jack Hammer Global, describes as "an indirect process through which a leader withholds opportunities or support, leading employees to feel undervalued and disengaged."
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Career coach Luyanda Duma explains, "Quiet firing happens when an employee is subtly nudged out, making them feel they should leave on their own terms, while in reality, they're being pushed out from behind the scenes."
This practice helps managers avoid awkward conversations, paperwork, and potential severance costs.
Key warning signs
- Being overlooked for promotions or development opportunities
- Tasks suddenly reassigned to others without explanation
- Exclusion from meetings and team events
- Negative feedback without guidance for improvement.
"It was traumatising, and it affected my mental well-being," shares Sibongile, who took nearly a year to find another job after leaving her toxic work environment.
How to protect yourself
If you suspect you're being quietly fired, Advaita recommends:
- Insist on regular check-ins with your manager
- Document your achievements and positive feedback
- Set clear boundaries around your responsibilities
- Maintain open communication about expectations.
For those who can't immediately leave due to financial constraints, establishing boundaries, seeking support from HR or trusted colleagues, and engaging in stress-relieving activities outside work can help preserve mental health while navigating this challenging situation.
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Companies seeking to prevent quiet firing should encourage transparent feedback and provide leadership training.
As Advaita emphasises, "Creating a workplace where employees feel valued and supported, even in challenging times, is the foundation for retaining and nurturing top talent."
