Quiet Firing: Unpacking the Silent Workplace Trend with Dr. Neo Pule
Quiet firing is the latest workplace trend that has been quietly gaining momentum, shifting the dynamics between employers and employees. Originally a term coined in Japan, where it referred to the subtle disengagement of employees from their roles, quiet firing has now spread to South Africa and beyond.
The workplace has long been a space of ambition and challenge, but beneath the surface of promotions, deadlines, and office camaraderie, a more covert, and often more damaging, has emerged. Known as quiet firing, it’s a phenomenon that Dr. Neo Pule, a renowned psychologist with over 15 years of expertise, identifies as a quiet yet powerful force in today’s corporate landscape. Unlike direct layoffs or formal dismissals, quiet firing creates a toxic environment in which employees are made to feel undervalued, overlooked, or ignored—pushing them to ultimately resign on their own terms.
MEET THE EXPERT
Dr Neo Pule is a registered counselling psychologist (HPCSA) and holds a PhD in Consulting Psychology. With 15 years of experience, she specialises in Systems Psychodynamics, Group process, Leadership, Individual Psychotherapy and Counselling.
Dr Pule describes ‘quiet firing’ as a subtle yet deeply impactful strategy where employees are pressured out of their jobs without formal termination. She explains, “It operates through a web of psychological and organisational dynamics, often manifesting as a calculated game—whether consciously or unconsciously.”
But what exactly does this look like? For many, it begins with small, seemingly innocent exclusions: being left out of meetings, sidelined during important decisions, or finding responsibilities reassigned without explanation. Over time, these actions chip away at an employee’s confidence, leaving them questioning their value in the workplace.
The Psychological Toll
When asked about the emotional impact of quiet firing, Dr Pule paints a stark picture. She notes that employees often experience gaslighting, a phenomenon where they begin to doubt their perceptions of reality. This, coupled with feelings of exclusion, can erode self-esteem and create a sense of helplessness.
What’s particularly striking is how this strategy not only harms individuals but also stagnates organisations. Dr Pule points out, “Quiet firing denies the organisation an opportunity for growth. By alienating employees, businesses miss out on fresh ideas and innovation, leaving them stuck in outdated practices.”
The repercussions of quiet firing extend beyond the targeted employee. It breeds fear among remaining staff, stifling creativity and fostering a culture of conformity. Dr Pule explains that in environments where stability and predictability are prized, new ideas or younger employees may be viewed as threats. This defensiveness creates a hostile atmosphere, choking the resilience needed to adapt in today’s ever-evolving economic climate.
Spotting the Signs
For those who might suspect they are being quietly fired, the signs are often subtle but telling:
Exclusion from meetings and decisions with plausible excuses that don’t quite add up.
Responsibilities reduced or reshaped in ways that set one up to fail.
A lack of support that makes success increasingly unattainable.
Career stagnation, with no opportunities for growth in sight.
Doubt creeping in, as one begins to second-guess their perceptions.
These indicators create a mental tug-of-war, where employees feel torn between their dedication to their roles and the nagging suspicion that something is amiss.
Surviving quiet firing requires resilience and strategy. Dr Pule emphasises the importance of seeking mental health support. A psychologist can help untangle the emotional turmoil, providing clarity and a plan for moving forward.
Dr Pule also advises caution. While it may be tempting to stand up for oneself, reacting impulsively can backfire, potentially leading to legal or career consequences. Instead, she encourages individuals to focus on setting healthy boundaries and protecting their sense of self-worth.
What Leaders Must Do
On the flip side, managers must confront their role in perpetuating quiet firing. Dr Pule describes it as a sign of emotional immaturity, where discomfort with open dialogue leads to covert tactics. She suggests that leaders seek coaching and psychotherapy to develop healthier interpersonal skills and foster transparent communication.
In fact, effective communication is the key to preventing quiet firing. Whether rooted in organisational dysfunction or personal insecurities, the issue can only be resolved by fostering an environment of openness and accountability.
As remote and hybrid work models become the norm, Dr Pule warns that quiet firing may become more common. The lack of face-to-face interactions can make it easier for such behaviours to go unnoticed, underscoring the need for organisations to prioritise clear and inclusive communication.
Quiet firing isn’t just a workplace strategy—it’s a symptom of deeper systemic issues. Addressing it requires a commitment to growth, empathy, and transparency. For Dr Pule, the path forward lies in rethinking traditional organisational cultures and embracing the evolving needs of today’s workforce. As workplaces continue to adapt, one thing is clear: creating a space where employees feel valued and heard is not just good ethics—it’s good business.
