Quiet Hiring—Opportunity or Dumpster Fire? 5 | 5

Radical Candor: Communication at Work

Radical Candor

Careers, Relationships, Society & Culture, Business

4.7 • 740 Ratings

🗓️ 8 March 2023

⏱️ 44 minutes

🔗️ Recording | iTunes | RSS

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Summary

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. Learn more about your ad choices. Visit megaphone.fm/adchoices

Transcript

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0:00.0	Hello, everybody, and welcome to the Radical Cander Podcast.
0:10.3	I'm Kim Scott, co-founder of Radical Cander and author of Radical Cander and Just Work.
0:15.7	I'm Jason Roseoff, CEO and co-founder of Radical Cander.
0:18.5	I'm Brandy Neal, writer and producer of the Radical Cander podcast. And I'm Amy Sandler, your host for the Radical Cander. I'm Brandy Neal, writer and producer of the Radical Cander
0:21.4	podcast. And I'm Amy Sandler, your host for the Radical Cander podcast. I do want to say I am recording
0:28.3	this. I am at a goat farm. I spent the morning with some kids and goats. What I brought was my
0:35.3	microphone. What I did not bring was my very special dongle. So if I
0:38.9	sound a bit different today, that is the backstory. And we'll see if we have any friends join us for
0:45.8	this podcast. Goats, you mean? Goats, chickens, goat friends. Excellent. On our last episode,
0:52.9	we talked about the emotional and financial effects of layoffs on folks
0:57.7	who've lost their jobs, and we shared our own personal stories.
1:00.8	And now we're going to talk about what happens to the people left behind.
1:05.5	So we want to explore a few different terms you may have been reading about or hearing about.
1:12.8	These are quiet hiring, turnover contagion, and layoff survivor guilt. Jason, can you kick us off
1:21.0	with a definition of quiet hiring? Sure thing. Quiet hiring, which means, at least in this context, that those who've
1:30.6	retained jobs after a layoff will be doing a lot more work because the work still needs to get
1:36.3	done and the people who are doing it before are no longer there. Kim, the second term, turnover
1:41.6	contagion. Turnover contagion.
1:44.6	It's a phenomenon that occurs when an increased number of employees resign after a round of layoffs.
1:51.4	Thanks, Kim.
1:51.9	And we're going to unpack each of these.
1:53.3	The third one we're going to talk about is layoff survivor guilt, that feeling guilty to still be working for an organization that just conducted a mass
	...

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