Got Quiet Cutting at the Office? It could be a ‘hidden weapon’!

Jakarta –

The pandemic has given birth to many new terms in the world of employment. After the phenomenon of quiet quitting emerged for reasons of workers’ mental health, now a new jargon has emerged called quiet cutting.

Quiet cutting is a term that is contradictory to quiet quitting. When quiet quitting became a campaign for workers to work normally, a company response emerged that tried to take control again by using quiet cutting techniques.

Quiet cutting is a form of assigning workers to new positions with the hope that they will eventually quit so that the company can save on severance costs. Sound familiar?

This is starting to become more common in US companies. The company actually shifted someone’s position because they fired him and replaced him with a new person. According to The Zetwerk survey, it was found that nearly 24% of employers made silent cuts for reasons, performance management (73%), cost savings (42%), reorganization (33%), and employee turnover (16%).

So, what is the realization like in Indonesia?

According to the general chairman of Indonesian Human Resources (ISPI), Ivan Taufiza, quiet cutting is a long-standing phenomenon of the tip of the iceberg in employment. Quiet cutting has many forms and has long been practiced in various companies in the context of reorganizing or terminating employees.

“There are so many forms. There are those whose jobs are reduced. So, in one position he could execute 10 action, budget 1 billion. this is cut in half. This is also part of quiet cutting,” explained Ivan in the Reject Poor podcast, written on Saturday (25/11/2023).

According to Ivan, the practice of quiet cutting is permissible and does not violate the law as long as it is agreed to by both parties. For him, blind cutting without proper analysis and strategy will actually be detrimental to the company and is considered counterproductive.

“So, all of that is contractual. I mean, that’s the way it is for both parties. If one party doesn’t agree, even if the action is favorable, even though the action is in accordance with the law. If one of them doesn’t agree, that’s fine dispute,” he explained.

He also explained that good communication is the key to the smooth running of the strategy quiet cutting. This strategy is considered high risk, but if carried out with proper execution it will actually become a symbiotic mutualism between the company and employees.

“The fact is that when people are transferred, communication is also smooth, understandinghis too clear equipped with other programs or actions that are developed. “On the field, he actually performed well,” he explained.

In conclusion, both companies as decision makers and employees as victims of decisions must follow this practice carefully. It is hoped that open communication with supporting programs can be a solution for both parties.

Complete information on this topic can be heard on the Reject Poor podcast by clicking on the widget below.

(eds/eds)