It’s the new fashionable expression to talk about an old practice in the world of HR. “Quiet cutting” refers to the act of forcing an employee to resign in order to reduce the workforce, without having to justify an economic reason. Many companies resort to this unscrupulous strategy, according to a recent American survey.
Around three-quarters of American employees questioned in a survey by the job search site Monster say they have already seen their employer resort to “quiet cutting”. In addition, 58% of respondents say they have been personally affected by this managerial practice.
Because “quiet cutting” does not only impact the employee pushed towards the exit. Employees who escape a departure plan often feel overwhelmed by negative emotions. They may feel stress, demotivation, professional disengagement and even a feeling of guilt. This has an impact on their productivity, even though the objective of a workforce reduction is to restore the level of performance and competitiveness of a company.
Workers affected directly or indirectly by “quiet cutting” can adopt different strategies to find a little serenity in their daily professional lives. One of them is to adapt. Some 27% of employees surveyed by Monster said they would stay in their job if they learned their employer was planning to insidiously downsize. 10% of them would even redouble their efforts to avoid being in the hot seat.
Conversely, 18% of respondents said they would take the lead in resigning, before being put in the closet. But the vast majority of respondents would be in dialogue: 24% would speak with their line manager and 20% with their company’s human resources.
In some cases, making HR or your manager understand that you are aware of what is happening is enough to improve the situation, or to find a solution that suits both parties. But the damage is often done. “Quiet cutting” contributes to creating a harmful work environment, where distrust reigns. 80% of employees who have been victims say they feel less trust or loyalty towards their employer, while 58% believe that their well-being suffers.
Companies must therefore keep in mind that this practice may prove counterproductive, or even legally reprehensible. Being pushed out can lead to moral harassment, which is punishable in a court of law. If you think you are a victim of “quiet cutting”, do not hesitate to seek advice from a lawyer. This will allow you to know what steps to take and establish a plan of attack for the future.
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