As an employee, you have a signed contract with clear terms outlining your rights, responsibilities and expected performance standards. Sometimes, your employer may seek to phase you out as retaliation for reasons such as whistleblowing, advocating for workplace improvements or simply as a cost-saving measure during economic downturns.
Under Massachusetts employment law, you are entitled to protections against retaliation for engaging in legally protected activities. Some signs your employer may be implementing a quiet firing scheme include the following.
Increasingly mundane work
If you notice an abrupt shift in your assignments, with a significant portion of your tasks becoming mundane or seemingly insignificant, it could be a sign that your employer is trying to marginalize your role and gradually ease you out of the organization. Tasks that were once challenging or aligned with your skill set may be reassigned to other colleagues, leaving you with less meaningful work and potentially eroding your job satisfaction.
Isolation from meetings
If your peers are regularly attending meetings or participating in discussions relevant to your role, but you find yourself consistently excluded or left out of these gatherings without valid explanations, it could indicate that your employer is intentionally isolating you from key decision-making processes. Being excluded from meetings where important decisions are made can hinder your ability to contribute meaningfully to projects and stay informed about company developments.
Excessive criticism
Increased criticism despite maintaining previous performance standards or improvements in your work may be a red flag that your employer is setting the stage for your eventual termination. If you find yourself receiving unwarranted or disproportionate criticism on minor issues or if your work is being nitpicked without constructive feedback, it could be a tactic to create a paper trail to justify your dismissal.
If you suspect that you might be the target of quiet firing, consider seeking legal guidance to understand your rights, assess the situation objectively and determine the best course of action to protect your interests and ensure fair treatment in the workplace.
