a question: I was in my work for about a year, and things were going well until recently. My manager was joking about me at the meetings, leaving me from important talks and giving me unnecessary harsh deadlines.

I feel the individual and I am ready to resign. What is your news?

answer: Although what you describe is what you describe, it seems that it may be “calm”, a technique that managers may use to make the work environment so unpleasant that you resign instead of being forced to shoot you actually.

Remember when everyone was talking about the direction of “quitting quiet smoking”? This described a phenomenon, as the employees intended it intentionally from their jobs, and they did the naked minimum, and ski until they found another position. What you describe is the opposite; The employer has separated from you in the hope that you will find something else.

Read after that: How to build confidence in your network

Why company employees “quiet fire”

The launch of the employee is a process that takes time, legal and emotional. There are sometimes costs included, such as separation, privileges, or any other compensation for dismissal if the change occurs due to a decrease in the workforce, integration, acquisition or change in the work burden. To avoid these costs, some companies believe that they are “cheaper” if the employee is left instead of placing it through the termination process.

Although quiet shooting is technically illegal, it is offensive, emotionally manipulated and can discredit the company for years to come.

How are the company employees “quiet fire”

Think of quiet shooting as a form of negative management. It includes unfavorable behavior and can qualify:

• Establishing unrealistic working conditions (such as the excessive excessive travel of the employee with young children or who attend a night school).
• Unhealthy changes in working conditions (requires a return to the personal work of employees who will have to travel long distances, remove the main privileges that the employee used to work suddenly or reset work tasks to less qualified employees, and thus emphasize the team).
• Withholding support or providing non -communication on goals, job progress, situation and other major elements for the performance of the employee who inspires the ongoing motivation and success.

While some of these changes can be explained (budgets can be explained, their size, or changes in the employee’s department’s philosophy or performance, can be explained, some of these sudden adjustments can indicate the “regular” work station to the employer’s desire to remove employees.

The costs of “calm shooting”

The consequences of this practice are many. As mentioned in this Forbes An article, “Prick shooting is trivial, immoral, and signs of weak leadership appear. This may affect the employee’s mental health, as well as destroying the company’s reputation.”

As for the employee, ideas of insufficient, ineffective and isolation can lead to the individual feels that they feel alone and unplanned, embarrassing that they are “targeted” and may cause questioning their entire professional choices.

What to do if you think this happens to you

Before you leave the task and get out of the back door, stop temporarily. Did something happen in the market, industry, company, or with your boss, can explain these changes? Did your performance decrease (legally)?

Talk to a teacher. Sometimes it is difficult to see what is happening objectively, because you are in the middle. The guide can help you separate a truth from emotion and may shed light on alternative explanations for what you face.

Documenting the changes you see and feel. How many times are the meetings scheduling and stopped calling? What are the main projects that are reset? What are the new requests that are made from you and that you feel unfair or unfair?

While moving in this situation – assuming that you may be right, and the company hopes to leave – overcome your CV and update your personal online files (LinkedIn and other job sites). Do not announce that you are looking to move (not yet), but updating them with current results, achievements and prizes.

If the situation continues, discuss this with your manager. Let them know what I experienced and noticed and know if there is another explanation. Be careful in putting assumptions and accusations and causing them to feel the defense. Start the emotionally neutral conversation if there is another interpretation.

If the result is that you should leave the company, try to do so with the grace as much of the grace and professional efficiency. Just because they acted inappropriately, it does not mean that you should.

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