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78
Person Makes Boss’s Life Harder After He Gets Fired Without A Word: “He Sputtered And Stammered”
Interview With Expert
Firing an employee is probably one of the most unpleasant parts of leading a team or an entire organization. That’s why some look for easier options on how to do it, which unfortunately sometimes ends up being the quiet firing alternative. It’s when a manager creates less than ideal work conditions to make the employees quit themselves.
This person had to go through it after they couldn’t pick up a shift for their part-time job. However, they didn’t let the boss off the hook so easily and decided to rebel a little when they got asked to return their uniform.
Scroll down to find the full story and conversation with Angela Tait, HR and talent management expert, who kindly agreed to tell us more about quiet firing.
RELATED:
Having to fire an employee is far from pleasant
Image credits: DC_Studio/Envato (not the actual photo)
That’s why this manager decided to do it without telling the employee
Image credits: seventyfourimages/Unsplash (not the actual photo)
Image credits: Icy-Computer-Poop
“It creates a toxic work culture, lowers morale, and increases legal risks for the company”
Image credits: Getty Images/Unsplash (not the actual photo)
“Quiet firing—the practice of subtly pushing an employee out by withholding opportunities, reducing responsibilities, or making their work environment uncomfortable—is generally not an appropriate or ethical approach. It creates a toxic work culture, lowers morale, and increases legal risks for the company,” told Angela Tait, HR and talent management expert, to Bored Panda.
Some managers resort to letting go of their workers this way because they lack the confidence or skills to have direct performance conversations and want to avoid confrontations, says Tait. Additionally, they might think that a direct termination might expose the company to lawsuits and cause disruption, leading to bad press. Or they may be simply lacking the proper HR guidance and never went through training to handle performance management effectively.
“However, quiet firing is a passive and often harmful approach that can damage company culture and employer reputation in the long run,” once again notes Tait.
An employee might be experiencing quiet firing if they notice these signs, says Tait:
• Lack of feedback or communication: no performance reviews, minimal interaction with management.
• Reduced responsibilities: tasks and projects are reassigned to others without explanation.
• Isolation: being excluded from meetings, decision-making, or team activities.
• Lack of career growth: no promotions, raises, or learning opportunities despite strong performance.
• Unrealistic expectations: being given impossible deadlines or performance standards to push them toward failure.
“Treating employees with respect and professionalism leads to a healthier work culture”
Image credits: Getty Images/Unsplash (not the actual photo)
If an employee starts sensing that they’re being quietly fired, Tait recommends them to document everything. “Keep records of changes in workload, performance reviews, and communication with managers.” They should also try to seek feedback by asking to have a direct conversation with their manager about clear performance expectations.
If this doesn’t help, the person should engage HR, advises Tait, so they can provide some more clarification. In case there’s nothing that can be done, it might be a good idea to look into other roles within the company or outside of it. “If the writing is on the wall, it may be time to start searching for a new role elsewhere while maintaining professionalism,” says Tait.
Since quiet firing can create a toxic work environment, managers should take a proactive and transparent approach instead, recommends Tait:
• Provide clear feedback: regular performance discussions ensure employees understand expectations.
• Offer coaching and support: additional training, mentoring, or performance improvement plans (PIPs) can help underperforming employees succeed.
• Have open conversations about fit: if an employee isn’t thriving, a candid discussion about alternative roles or a transition plan can be beneficial.
• Use structured performance management: if an employee consistently underperforms, document concerns and follow a structured termination process if needed.
“Ultimately, treating employees with respect and professionalism—even in difficult situations—leads to a healthier work culture and a stronger employer brand,” Tait concluded.
The author spend some time chatting with readers about how ridiculous his previous manager was
Other readers also shared their unfortunate firing stories
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What do you think ?
Schmebulock 8 months ago
What amazing revenge! They did not get their $5 vest back, then I assume this caused the boss to be fired and the company to go out of business soon after.
brandyy17 8 months ago
i hate to say it but this is way too common in hotel jobs. 3 seperate jobs i had as a waitress for hotel venues. all 3 just stopped calling me for shifts out of no where. id call theyd say no available shifts and so i moved on to the next. happened again with the 2nd one so i moved on to the 3rd. now with the 3rd i was there a year then all the sudden got a call from the 2nd hotel asking me to come in. he called while i was walking into work lol. wen i told him that he yelled at me saying he needed me cuz they were short staffed. i reminded him its been a year since i worked there and i called for at least 2 months looking to b on the schedule and got told there was nothing. he hung up and never heard from him again. the 3rd hotel eventually did it too but i didnt care as much since me and my parents were moving 45min away and i dont drive due to epilepsy. i tried other just but eventually just decided to apply for diability since working late nights wasnt good for my sleep schedule making it harsh on my epilepsy. also had arthritis and an anxeity disorder. i was approved immediately and ever since ive recommended anything but hotel work to friends looking for jobs
Two_rolling_black_eyes 8 months ago
Even in at will states, if your employer reduces your hours to zero, you are considered fired/laid off and eligible for unemployment. They have the right to do it but they can't have it both ways. Attempts to claim you are still an employee is illegal and the employer can be found liable for their practices.
Ashley 8 months ago
Hotel work can be good. I worked in a hotel that was a non-Union hotel. The bosses treated us like c**p. (“Approved” a day off b/c parents came to town. Changed the schedule with zero notice, expected me to drive two hours back, all to heat frozen apps for 30 people. And yelled at me because I showed them the picture of the schedule that showed my day off.) Then, there are Union hotels. Been working at one for 11 1/2yrs. Union did a lot for us during COVID. Only downside….nearly impossible to fire anyone. (Including incompetent people.)
Solandri 8 months ago (edited)
I've had the same thing happen in reverse. We did a round of new hires (landscaping at a hotel/resort), and one guy worked for a couple hours, then never showed up for any of his other shifts. Tried contacting him at the phone and address he gave us when hired and they were fake. After 2 months of no shows, the landscaping manager was begging us to replace him because he was short-handed. So we hired someone else, and next labor report we noted that he had "quit". Few months later the state called questioning his employment status. Apparently he filed for unemployment, and us marking him as "quit" made him ineligible for a few cents of unemployment from us. I sent them copies of all the schedules and his time cards, and explained he voluntarily no-showed every shift for 2 months and his contact info was fake. Maybe a bit petty, but I try to follow the rules to the letter when it comes to the government. State still decided in his favor and said we fired him.
Schmebulock 8 months ago
What amazing revenge! They did not get their $5 vest back, then I assume this caused the boss to be fired and the company to go out of business soon after.
brandyy17 8 months ago
i hate to say it but this is way too common in hotel jobs. 3 seperate jobs i had as a waitress for hotel venues. all 3 just stopped calling me for shifts out of no where. id call theyd say no available shifts and so i moved on to the next. happened again with the 2nd one so i moved on to the 3rd. now with the 3rd i was there a year then all the sudden got a call from the 2nd hotel asking me to come in. he called while i was walking into work lol. wen i told him that he yelled at me saying he needed me cuz they were short staffed. i reminded him its been a year since i worked there and i called for at least 2 months looking to b on the schedule and got told there was nothing. he hung up and never heard from him again. the 3rd hotel eventually did it too but i didnt care as much since me and my parents were moving 45min away and i dont drive due to epilepsy. i tried other just but eventually just decided to apply for diability since working late nights wasnt good for my sleep schedule making it harsh on my epilepsy. also had arthritis and an anxeity disorder. i was approved immediately and ever since ive recommended anything but hotel work to friends looking for jobs
Two_rolling_black_eyes 8 months ago
Even in at will states, if your employer reduces your hours to zero, you are considered fired/laid off and eligible for unemployment. They have the right to do it but they can't have it both ways. Attempts to claim you are still an employee is illegal and the employer can be found liable for their practices.
Ashley 8 months ago
Hotel work can be good. I worked in a hotel that was a non-Union hotel. The bosses treated us like c**p. (“Approved” a day off b/c parents came to town. Changed the schedule with zero notice, expected me to drive two hours back, all to heat frozen apps for 30 people. And yelled at me because I showed them the picture of the schedule that showed my day off.) Then, there are Union hotels. Been working at one for 11 1/2yrs. Union did a lot for us during COVID. Only downside….nearly impossible to fire anyone. (Including incompetent people.)
Solandri 8 months ago (edited)
I've had the same thing happen in reverse. We did a round of new hires (landscaping at a hotel/resort), and one guy worked for a couple hours, then never showed up for any of his other shifts. Tried contacting him at the phone and address he gave us when hired and they were fake. After 2 months of no shows, the landscaping manager was begging us to replace him because he was short-handed. So we hired someone else, and next labor report we noted that he had "quit". Few months later the state called questioning his employment status. Apparently he filed for unemployment, and us marking him as "quit" made him ineligible for a few cents of unemployment from us. I sent them copies of all the schedules and his time cards, and explained he voluntarily no-showed every shift for 2 months and his contact info was fake. Maybe a bit petty, but I try to follow the rules to the letter when it comes to the government. State still decided in his favor and said we fired him.
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