Intending to reduce their workforces, some companies have started "quietly firing" employees by "intentionally creating a hostile work environment that encourages people to leave 'voluntarily.'" Writing for the Harvard Business Review, Ayalla Ruvio and Forrest Morgeson of Michigan State University highlight four warning signs of "quiet firing"—and detail 10 steps an employee can take if they suspect they are being "quietly fired."

4 warnings signs of 'quiet firing'

1. Your work responsibilities are changing

According to Ruvio and Morgeson, an employee could be in the process of being "quietly fired" if their employer is taking steps to alter their job responsibilities, which can include:

• Shifting key tasks to other employees
• Demoting, or changing an employee's job description
• Withholding opportunities
• Establishing unreasonable performance goals
• Assigning undesirable responsibilities that do not align with an employee's role
• Denying a well-deserved promotion

2. Your employer is altering your compensation

In addition, Ruvio and Morgeson note that changes in an employee's compensation can also signal "quiet firing," including:

• Cutting pay
• Limiting an employee's ability to earn more by taking on additional work or overtime
• Skipping expected yearly bonuses or raises

3. Your working conditions are worsening

Employers may also try to "quiet fire" employees by taking steps to make work conditions less desirable, which can include:

• Altering work hours or regular shifts
• Making workloads unreasonable or unmanageable
• Requiring relocation
• Rescinding "perks"

4. Your communication with your manager is different

Another sign an employee is being "quiet fired" is that their correspondence with their manager has changed, which can include:

• Avoiding discussions that involve career trajectory or performance feedback
• Receiving harsh or highly critical feedback
• Cancelling meetings or "[g]hosting"
• Withholding key information related to tasks and responsibilities
• Not crediting an employee for their work

10 steps an employee can take if they suspect they are being 'quietly fired'

1. Make a rational assessment

According to Ruvio and Morgeson, it is important to rationally evaluate your situation if you suspect you are being "quietly fired." This helps employees determine whether they are "overanalyzing the situation," if there are "objective circumstances that can explain" a manager's actions, or if "unfavorable changes" are only targeting a single employee or the entire staff.

"If your workplace has become truly unbearable and is harming your mental health, it may be time to quit — but it's important to make sure you have an accurate understanding of your situation before reacting," they write.

2. Research industry and company standards

To determine whether you are being "quietly fired," the authors suggest gaining an understanding of typical experiences within your workplace or industry.

"To ensure you're up to date on what kinds of changes to your working conditions are or aren't acceptable, it's critical to familiarize yourself with your company's rules and regulations," Ruvio and Morgeson write. "You should also be knowledgeable about the criteria for promotion and raises, as well as the conventions of your particular profession, especially when it comes to pay scales and compensation structures."

3. Record your achievements

Ruvio and Morgeson suggest maintaining written records of any achievements or accomplishments. "Make sure you can demonstrate the value you have added to the company in terms of tangible, quantifiable outcomes," they write.

4. Document any mistreatment

Similarly, Ruvio and Morgeson suggest maintaining written records of any evidence of mistreatment. "That includes emails, evaluation reports, written feedback, etc.," they write. "Also be sure to document different incidents that have made you feel unappreciated, excluded, or undervalued."

5. Maintain open and honest communication

Ruvio and Morgeson suggest having "an open and honest conversation" with your supervisor. "Be as specific as possible, and try to focus on tactical ways that your manager can make things better, rather than simply complaining," they suggest.

6. Consider legal representation 

In some situations, it may be necessary to find legal representation that can help you "assess the severity of a situation and determine the best way to handle it," the authors write.

7. Maintain your mental health

To help an employee deal with the challenges of "quiet firing," the authors suggest "working with a therapist, counselor, or other professional."

8. Quiet quit

While quiet quitting can have some downsides, the authors note that it "can be an effective option to alleviate some of the stress associated with being quietly fired."

9. Pursue legal action

"Quiet firing" is intended to make it more difficult for employees to pursue any legal action—but that doesn't mean it is impossible. "To build a legal case, you will likely need to prove that the company has fundamentally and unfairly altered your working conditions, and that those changes have led to real, demonstrable damages in terms of your income or wellbeing," the authors write.

10. Try negotiating

Before an employee resigns, the authors suggest initiating "a frank discussion with your supervisor indicating your belief that the company is looking to trim its workforce and sharing the terms under which you would agree to leave."

"To be sure, implementing these recommendations can sometimes be easier said than done. In our study, we found that more than 40% of respondents who had experienced quiet firing simply tried to ignore the problem, expressing a reluctance to cause trouble or spark conflict," they write. "But when you know the warning signs to look out for and the steps you can take to address them, you'll have the tools you need to get ahead of the problem." (Ruvio/Morgeson, Harvard Business Review, 11/7)