Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Are you quietly being fired? Are you thinking about driving
into work today? What's this boss going to have me do? Now?
Does he want me to quit? Why does he just
pull the trigger and fire me so I can get
some severance here? Marreth Elliott Powell joins US now a
workplace expert. So how does one know if the boss
is secretly wanting me gone? Good morning?
Speaker 2 (00:19):
Well, I could say it's a good morning if you
head into the office today and you're not being included
in some important meetings. If your workload gets a little less,
or all of a sudden, you get some projects you
really don't want to do. It seems like the grunt work.
Those could be some signs that you are being quietly fired. Hm.
Speaker 1 (00:37):
So does that mean that they ultimately will fire you
if you don't decide to leave because it's too miserable.
What if you turn the tables on and quietly quits
and stay there until they do.
Speaker 2 (00:48):
I think if you turn the tables and quietly quit,
they may just have reason to put you out the door.
I think you've got to determine, if those signs are there,
whether you want to hold on to this job or
whether it's time to a little networking and find something else, right,
I mean.
Speaker 1 (01:02):
If you're not wanted, then you know, what about just
confronting the boss, you know, right right out of the
gate and saying, look, from what I'm seeing here, do
you want me gone here? We're not working out? Is
it cool to go in and just.
Speaker 2 (01:14):
Call them out on I think I think I wouldn't
call I think I think it is definitely cool to
go in and have the conversation. I don't know that
I would call them out because they may deny the behavior.
I think what I would say is I would go in.
I would tell my boss how much I love this job,
tell them the things that I feel like I've done
really well, and ask for feedback and input on what
you could do to improve and what else he or
(01:35):
she needs to see from you in order to be successful.
So it's very smart to take the bull by the horn,
so to speak, and go in and just have the conversation,
but do it in a more delicate way.
Speaker 1 (01:44):
Yeah, you don't want to get confrontationally right and pin
them in a corner. You know, animals trapped in corners
tend to bite and scratch, so you don't want that feedback.
But In the meantime, while you're trying to figure it
out and navigate peacefully and smile, you probably a good
idea to start to get and your LinkedIn connections are
ramped back up.
Speaker 2 (02:02):
Huh absolutely. I think even if you're not being quietly fired,
I think it's smart to have your LinkedIn connections up,
your networking in place. Always have an option because things
can change in a moment's notice. This is a very
uncertain marketplace, and what look like a lucrative opportunity or
a great opportunity this year may not be the same
next year. Always always have your options open.
Speaker 1 (02:22):
Yeah, Plan B is always a good idea. You're right,
and in so many different scenarios. You know where it
used to be, Hey, I worked for a company thirty
years you get the gold watch, nice litt pension on
the way out the door. Today it just seems so
much more active and volatile, not just like the stock market.
One day, it's like, oh, okay, everything's cool at work.
Next thing, you know, hey, come on and we want
to talk to you, and there's the HR person sitting
(02:43):
there with you, going, oh great, what is this? You know,
it just seems that people don't bat an eye in
making changes these days. Is it more frequent now than
it's been?
Speaker 2 (02:53):
Absolutely? And I think it's more frequent because it has
to be. It's a very different marketplace. You know, when
people work for thirty or forty years, there were one
or two competitors they had to deal with in town.
We were not good dealing with a global marketplace. We're
not dealing with virtual hires. You didn't have a lot
of private equity invested in companies. It's a very different
landscape that It isn't good or bad. It's just different,
(03:14):
you know, and you need to move with it.
Speaker 1 (03:17):
While we're talking about that, I think, you know, this
COVID thing really kind of messed people up in so
many different arenas. But I think the workplace and the
relationship between employees and employers has shifted so many different
times since twenty nineteen that now it's like, you know,
what do you mean you want me to come back
and work for five days a week. I'll come in
two days a week and I got to have my
(03:39):
free time on the other three days. And I mean,
is that still being negotiated? Is that still a factor
the work life balance? If you will? On the employee
and employer's discussion in hiring, or is it now getting
to the point where, like employers are saying, look, I
need somebody committed five days a week, show up, let's go.
Speaker 2 (03:57):
Well, I think it's again, I think it's I think
it's a different marketplace. I mean, when we all worked
five days a week in the office, we didn't have
meetings on zoom. We weren't all over the country or
all over the world. My boss couldn't text me at
eight o'clock at night. So I don't know that it's
being negotiated. I think the new workplace is being looked
at in the sense of if I'm going to require
(04:19):
you to be contacted at eight o'clock at night or
I answer an email at nine, then what flexibility can
I give you during the week. And then I think
is also the matter of you we have to have
people in Like is it always a necessity? Now three
days a week is probably a necessity. We've got to
get people in there, we've got to build relationships with them,
connects and trust and mentor and train. But I think
(04:41):
it's I think it's depending on the business's open to negotiation.
Speaker 1 (04:45):
Yeah, and if you're an employee, you make yourself more
noticeable to the boss and get it and get a proactive,
you know, lifestyle about yourself and be engaged more. I
would think as well. Thank you so much. I appreciate
your Meredith
Are you quietly being fired? Are you thinking about driving
into work today? What's this boss going to have me do? Now?
Does he want me to quit? Why does he just
pull the trigger and fire me so I can get
some severance here? Marreth Elliott Powell joins US now a
workplace expert. So how does one know if the boss
is secretly wanting me gone? Good morning?
Speaker 2 (00:19):
Well, I could say it's a good morning if you
head into the office today and you're not being included
in some important meetings. If your workload gets a little less,
or all of a sudden, you get some projects you
really don't want to do. It seems like the grunt work.
Those could be some signs that you are being quietly fired. Hm.
Speaker 1 (00:37):
So does that mean that they ultimately will fire you
if you don't decide to leave because it's too miserable.
What if you turn the tables on and quietly quits
and stay there until they do.
Speaker 2 (00:48):
I think if you turn the tables and quietly quit,
they may just have reason to put you out the door.
I think you've got to determine, if those signs are there,
whether you want to hold on to this job or
whether it's time to a little networking and find something else, right,
I mean.
Speaker 1 (01:02):
If you're not wanted, then you know, what about just
confronting the boss, you know, right right out of the
gate and saying, look, from what I'm seeing here, do
you want me gone here? We're not working out? Is
it cool to go in and just.
Speaker 2 (01:14):
Call them out on I think I think I wouldn't
call I think I think it is definitely cool to
go in and have the conversation. I don't know that
I would call them out because they may deny the behavior.
I think what I would say is I would go in.
I would tell my boss how much I love this job,
tell them the things that I feel like I've done
really well, and ask for feedback and input on what
you could do to improve and what else he or
(01:35):
she needs to see from you in order to be successful.
So it's very smart to take the bull by the horn,
so to speak, and go in and just have the conversation,
but do it in a more delicate way.
Speaker 1 (01:44):
Yeah, you don't want to get confrontationally right and pin
them in a corner. You know, animals trapped in corners
tend to bite and scratch, so you don't want that feedback.
But In the meantime, while you're trying to figure it
out and navigate peacefully and smile, you probably a good
idea to start to get and your LinkedIn connections are
ramped back up.
Speaker 2 (02:02):
Huh absolutely. I think even if you're not being quietly fired,
I think it's smart to have your LinkedIn connections up,
your networking in place. Always have an option because things
can change in a moment's notice. This is a very
uncertain marketplace, and what look like a lucrative opportunity or
a great opportunity this year may not be the same
next year. Always always have your options open.
Speaker 1 (02:22):
Yeah, Plan B is always a good idea. You're right,
and in so many different scenarios. You know where it
used to be, Hey, I worked for a company thirty
years you get the gold watch, nice litt pension on
the way out the door. Today it just seems so
much more active and volatile, not just like the stock market.
One day, it's like, oh, okay, everything's cool at work.
Next thing, you know, hey, come on and we want
to talk to you, and there's the HR person sitting
(02:43):
there with you, going, oh great, what is this? You know,
it just seems that people don't bat an eye in
making changes these days. Is it more frequent now than
it's been?
Speaker 2 (02:53):
Absolutely? And I think it's more frequent because it has
to be. It's a very different marketplace. You know, when
people work for thirty or forty years, there were one
or two competitors they had to deal with in town.
We were not good dealing with a global marketplace. We're
not dealing with virtual hires. You didn't have a lot
of private equity invested in companies. It's a very different
landscape that It isn't good or bad. It's just different,
(03:14):
you know, and you need to move with it.
Speaker 1 (03:17):
While we're talking about that, I think, you know, this
COVID thing really kind of messed people up in so
many different arenas. But I think the workplace and the
relationship between employees and employers has shifted so many different
times since twenty nineteen that now it's like, you know,
what do you mean you want me to come back
and work for five days a week. I'll come in
two days a week and I got to have my
(03:39):
free time on the other three days. And I mean,
is that still being negotiated? Is that still a factor
the work life balance? If you will? On the employee
and employer's discussion in hiring, or is it now getting
to the point where, like employers are saying, look, I
need somebody committed five days a week, show up, let's go.
Speaker 2 (03:57):
Well, I think it's again, I think it's I think
it's a different marketplace. I mean, when we all worked
five days a week in the office, we didn't have
meetings on zoom. We weren't all over the country or
all over the world. My boss couldn't text me at
eight o'clock at night. So I don't know that it's
being negotiated. I think the new workplace is being looked
at in the sense of if I'm going to require
(04:19):
you to be contacted at eight o'clock at night or
I answer an email at nine, then what flexibility can
I give you during the week. And then I think
is also the matter of you we have to have
people in Like is it always a necessity? Now three
days a week is probably a necessity. We've got to
get people in there, we've got to build relationships with them,
connects and trust and mentor and train. But I think
(04:41):
it's I think it's depending on the business's open to negotiation.
Speaker 1 (04:45):
Yeah, and if you're an employee, you make yourself more
noticeable to the boss and get it and get a proactive,
you know, lifestyle about yourself and be engaged more. I
would think as well. Thank you so much. I appreciate
your Meredith
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