Quiet Hiring, Turnover Contagion and Layoff Survivor Guilt can lead to a culture of fear. Kim, Jason, Amy and Brandi discuss how when people are working out of fear, they start to avoid taking risks. They learn less, they grow less, they innovate less, and they become less than they could be.
The way you treat people when times are tough determines whether you’ll get their best effort, a perfunctory effort, or an effort to sabotage you. When you treat people like cogs in a machine, you’ll get no more than you demand, and you create an incentive to break the machine.
See the show notes >>Radical Candor Podcast Checklist
- If you suddenly find yourself experiencing Quiet Hiring, talk to your manager about how you can leverage your new responsibilities toward your professional development goals. It’s also appropriate to ask how you’ll be compensated for doing additional work.
- When you do have information that affects your team, commit to delivering it as soon as possible in a way that’s kind and clear. Allow the people who are left behind to ask questions and provide answers if you have them. If you don’t know the answer, it’s OK to admit that you don’t know, but be clear that you will deliver relevant news as soon as you have it.
- If you’re a manager, have intentional Career Conversations with each person on your team. Let them know that you’re doing this in good faith and not to use it against them. Based on these conversations try to redistribute the work.
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