In the age of “quiet quitting,” there’s a flip side that many organizations overlook quiet firing. This happens when an employer, intentionally or not, creates conditions that push employees out without formally terminating them. And here’s the catch: many leaders don’t even realize they’re doing it. Whether it’s consistently denying growth opportunities, giving vague feedback, isolating team members from key projects, or overlooking their efforts these subtle actions communicate one thing loud and clear: You’re not valued here.

Quiet firing doesn’t just damage morale it erodes trust, increases turnover, and can severely impact your employer brand. It typically stems from avoidance managers not having tough conversations, lacking leadership training, or failing to support underperforming employees with the right resources. HR’s role is critical in identifying these patterns early and building structures that promote transparency, development, and dignity in feedback. Instead of nudging people out passively, create a culture where challenges are addressed head on, and every employee knows where they stand and how they can grow.

Because when you ignore the signs, the talent walks away and so does your culture.