Quiet Cutting: The Silent Career Killer
As an executive coach and talent development consultant, I’ve seen many workplace trends come and go over the years. But there’s one emerging trend that deeply concerns me – what is now being called, “quiet cutting.”
You’ve likely heard of “quiet quitting,” where employees do the bare minimum required in their jobs. Quiet cutting is the flip side of that coin – it’s when companies slowly reduce an employee’s responsibilities, resources, or opportunities without officially laying them off.
This stealthy practice can take many forms:
- Gradually removing key projects or accounts from an employee
- Excluding them from important meetings or decisions
- Reducing their team or budget
- Withholding raises, bonuses, or promotions
- Relocating their workspace away from the core team
The goal is often to make the employee so frustrated or demoralized that they quit on their own – saving the company from having to do a formal layoff or pay severance.
Why Quiet Cutting Happens
There are a few reasons companies may engage in quiet cutting:
- Avoiding layoff costs and negative PR
- Pushing out employees who are seen as underperforming
- Making room for new hires without expanding headcount
- Slowly phasing out roles that are no longer needed
While these may seem like convenient solutions for employers, quiet cutting is ultimately harmful to both employees and organizations.
The Impact on Employees
For workers on the receiving end, quiet cutting can be psychologically devastating. They may struggle with:
- Confusion and self-doubt (“Am I imagining this? Am I just not good enough?”)
- Loss of confidence and motivation
- Anxiety about their job security
- Financial stress as opportunities for advancement disappear
- Damage to their career trajectory and resume
Many victims of quiet cutting end up leaving their jobs feeling dejected and questioning their own abilities – when they were set up to fail.
The Damage to Organizations
Companies that engage in quiet cutting may think they’re being shrewd, but this practice can seriously backfire:
- It creates a culture of distrust and insecurity
- Productivity and morale suffer across the organization
- The company develops a bad reputation, making it harder to recruit top talent
- They may lose good employees who were simply in the wrong role
- There’s a risk of wrongful termination lawsuits
How to Protect Yourself
If you suspect you’re being quietly cut, here are some steps you can take:
- Document everything. Keep a record of changes to your role, exclusion from meetings, etc.
- Have an honest conversation with your manager. There may be a legitimate explanation.
- Look for internal opportunities to add value in new ways.
- Network within your company to stay visible and connected.
- Keep your skills sharp and resume updated – always.
- Know your rights. Consult an employment lawyer if you suspect discrimination.
- Take care of your mental health. Don’t let it erode your self-worth.
A Call for Ethical Leadership
To the business leaders and managers – I urge you to reject quiet cutting as a management tactic. It’s unethical and shortsighted and ultimately harmful to your organization.
Instead:
- Be transparent about organizational changes and challenges
- Have honest conversations with employees about performance issues
- Provide opportunities for skill development and role transitions
- If layoffs are necessary, handle them ethically and compassionately
Remember, your employees are human beings with lives and families – not just numbers on a spreadsheet. Treating them with respect and dignity will pay dividends in loyalty, productivity, and reputation.
Moving Forward
As we navigate the ever-changing world-of-work, let’s commit to building workplace cultures based on trust, open communication, and mutual respect. By rejecting harmful practices like quiet cutting, we can create environments where both individuals and organizations can truly thrive and do their best work.
Have you experienced or witnessed quiet cutting in your workplace? I’d love to hear your thoughts and experiences in the comments below.
