In August 2020, a record number of 4.3 million people quit their jobs.
In 2022, global unemployment is projected to stand at 207 million people.
In Mexico, the unemployment rate stood at 3.2 percent in 2022.
The labor market in the world has been recovering after the Covid-19 pandemic, for which many terms that were not used or known before have been emerging, especially in the conversation carried out by the digital pulse on LinkedIn. This is the case of the term “silent dismissal” that very few know, but perhaps many employees in the world have experienced it or are suffering from it.
According to data from the International Labor Organization (ILO)forecasts global unemployment to stand at 207 million people in 2022, exceeding its 2019 level by some 21 million.
Likewise, the ILO detailed that the Latin American and Caribbean region resumed economic growth in 2021, but the reactivation of labor markets was limited and relied heavily on informal work, resulting in 10 percent unemployment.
In Mexico, the National Institute of Statistics and Geography (INEGI) reports that in the second quarter of the year, the unemployment rate stood at 3.2 percent, a reduction of one percentage point compared to the 4.2 percent registered during the same period in 2021.
What is silent dismissal?
The world of work has changed in recent years and all this is due to the new normality left by the Covid-19 pandemic and also to the digitalization of the world.
Currently, there are many terms that were not known in the past, but with the arrival of social networks they have spread to the point of becoming viral throughout the world. Among these terms is the silent dismissal that arose in the tendency to speak of silent resignation.
While silent resignation is rejecting the idea that employees should go further, “silent termination” is essentially the opposite. This phenomenon was explained by an expert in Human Resources, on the LinkedIn social network and that has gone viral because of how real it can be in the world of work.
Maybe he’s not “quietly giving up”, it could be that he’s being “quietly fired,” he says Bonnie Dilber’s posta recruiter.
“There is a lot of talk about ‘quietly resigning,’ but very little is said about ‘quietly firing,’ which is when you don’t give someone a raise for five years even though they keep doing everything you ask,” he said. he reads in his text that he already registers more than 18 thousand likes.
The human resources expert explains that silent firing can also be seen when employers quietly reduce the amount of work an employee is given or avoid progress talks until workers are so frustrated that they quit.
“Silent firing happens all the time and is rampant, so it should be the center of the conversation rather than quietly resigning,” he adds.
Also, in his LinkedIn post, Dilber listed the signs that an employee is being quietly fired, which is often related to mismanagement of the company.
“He gets no feedback or praise, gets raises of three percent or less, while others get much more, their jobs are frequently canceled or shuffled,” he wrote.
A report by Job Openings and Labor Turnover Survey (JOLTS), highlighted that a record number of 4.3 million people quit their jobs in August 2020, demonstrating the considerable advantage workers have in today’s economy, where they demand higher pay, better working conditions and more flexible work arrangements.
For its part, a Randstad study reports that the leading company in human resources services, more than half of the employees are considering quitting their job to look for a new one. 59 percent feel that their companies see profits and profitability as more important than the well-being of employees.
In this sense, the specialist highlights that the employees who are being victims of this are not invited to work on projects either. “large”. Other signs of the silent dismissal are not being connected to information critical to your job.
“It works great for companies…eventually you will feel so incompetent, isolated, and unappreciated that you will go find a new job, and they will never have to deal with a development plan or offer severance,” Dilber wrote.
Given that, his post received more than 20,000 reactions and several hundred comments, many of whom agreed or said they had experienced this in their workplace.
“This happened to me. I was sidelined, isolated, ignored, and doors slammed in my face during important meetings I should have been a part of as a manager,” one user wrote. “It was traumatic and embarrassing to constantly ask what was going on,” he added.
Other comments highlight that both trends may just be a sign that there should be more transparency between employers and employees.
“In both scenarios, it’s a bad relationship that has gone on too long, but sheer inertia keeps it going,” another comment reads.
Dilber suggested that companies should look at their management practices and identify places where people are being “quietly fired” by poor managers who don’t want to do the work to support, train and train their teams, rather than worry about those who quit. silently.
In conclusion, the conversations that arise about the world of work show everything that has changed and this is due to the fact that the new generations do not last more than three years in a job. Professional growth and greater flexibility are the most important reasons to change jobs, although other reasons continue to be added to the list.