“Mental exit” — when an employee only goes to work physically
The silent denunciation comes pfattening and manifests itself in trifles. The employee stops coming up with their own ideas, avoids team projects or just “sits down” meetings. It has no overlap and no initiative. He reacts to feedback inattentively, without interest in improvement. His absenteeism is rising, more often he goes to work late.
A silent denunciation is not an official announcement of departure. It is a person's inner decision that he doesn't really count on the company anymore and his relationship with the work, the team and the values of the company disappeared. For the time being, the employee who gives the silent notice remains in the team physically, but mentally is gone. He is not yet convinced about leaving, but he also sees no reasons to stay. And that's a big challenge for HR. Can he get such an employee back?
The phenomenon of silent statements began to inflect for the first time in 2022 and concerns more and more companies in the Czech Republic. Although not always a reason to “ring the alarm”, it should be a warning signal — especially for HR and managers. Why? Because a quiet statement is often the first step towards the real one, where it is often too late for any intervention.
Unlike burnout or acute conflicts, silent resignation does not have to mean a sudden drop in performance. If they do not recover in time, it is usually a step towards a quiet resignation or an outright exit. In addition, it weakens the team, morale and relationships in the long run.
Silent statement: a defense against disinterest or undervaluation
To perceive a silent statement as a sign of laziness or a bad attitude is short-sighted. It is often a defensive response to an environment in which one does not feel appreciated or heard. In practice, silent dismissal can occur even where the employee ceases to believe that he can make a differencebecause the corporate culture is more of a directive than a partnership one.
The most common causes of silent termination include:
- burnout — Expectations exceed the possibilities of the employee in the long run,
- lack of recognition — the work remains without feedback or thanks,
- poor communication — lack of open space for dialogue and sharing of needs,
- unclear goals and expectations It is not clear what constitutes success.
- At the consultations, they are silent more than usual, do not come up with any new ideas, respond to feedback passively. To blame for such behavior of the employee may be a tacit statement, which often precedes the real one. How to recognize her and why is she being talked about more and more loudly? Read the practical guide for HRists and keep good people on the team.
— the employee does not feel part of the team or the direction of the company.
HRist as the lone firefighter of a fire? Prevention and involvement of management are important
A quiet statement is a signal to the company that something in its relationship with people is not working well. It's not just an employee problem — it's the role of HRISTA that should be crucial active creator of atmosphere, trust and open culture. A good staffer does not wait until it is too late, he perceives hints of a quiet statement in advance.
What can HR, together with managers, do to catch the silent notice in time and prevent a real departure?
- Building a culture of open feedback Create an environment where it is normal to talk about dissatisfaction before it grows into frustration.
- Lead managers to regular open interviews — The manager is the first to change direction if he has enough confidence and courage to deal with things.
- Have an open door and an open mind The “open door” policy does not only mean a physically open office, but also a willingness to listen and respond.
- Use empathic language — Remember that informal, human communication does more than learned phrases.
As HRista, you can be key player in preventing silent disconnection — if you consciously take this role as yours.
5 tips from practice on how to spin with a silent statement
Prevention and work with a silent statement is not about “tough measures”, but about a systematic approach to people and relationships. What can you as a HRISTe do specifically?
- Set up regular feedback, not just performance evaluations once a year, but short, candid one-on-one conversations that will improve personal relationships and often reveal more than formal evaluations.
- Use questionnaires and satisfaction surveys, anonymous pulse surveys or regular engagement surveys.
- Introduce whistleblowing tool as a safe channel for feedback as well as notification of problems.
- Offer e-learning modules — development programmes available at any time.
- Take advantage HR reporting and reports and work with data to help you capture changes in a timely manner.
A valuable helper and A barometer of the atmosphere in the company is also a modern HR system. You can use it not only to manage the agenda, but also as a tool that gives you a better overview of what is really happening in the team. Personnel system Pinya HR helps you track trends, promote education, and catch the first signals that would otherwise fit easily.
Trust is the best prevention of silent testimony
A quiet denunciation does not come from day to day. And you also can't stop with one measure or training. The best prevention is to maintain an atmosphere in the company where people they have space to talk, they feel respected They feel they are an important part of the team. If there's one thing that really pays off, it's investing in building trust — in the team, in relationships, in everyday communication. And here HR has its irreplaceable place. Not as someone who just extinguishes fires, but as an important partner who knows how to detect problems in time and prevent them sensitively, for example with the help of a modern HR system.
