Intersectional & Inclusive Standards for Developers  [[3. Resources/Readwise/Full Document Contents/Articles/Intersectional & Inclusive Standards for Developers|Full Document Contents]] ## Document Notes --- tags: - QuietCutting - SoftwareEngineering - TechLayoffs - JobSecurity Author: [Author's Name] Source: [Author/Book/Article/Website] Reference: [Page numbers/Link] date created: 2024-09-10 19:15 --- # Title: Quiet Cutting in the Tech Industry: Software Engineers Face New Job Insecurities ## Table of Contents: - [[#📝 Summary:]] - [[#📖 Main Content:]] - [[#Document Notes]] - [[#📖 References:]] - [[#🗣️ Paraphrase:]] - [[#📰 Newsletter:]] - [[#✅ Action Items:]] - [[#🧪 Hypotheses:]] - [[#📊 Methodology:]] - [[#❓ Questions:]] - [[#🔮 Future Research:]] - [[#💡 Implications:]] - [[#✅ Logical validity:]] - [[#🎯 Conclusion:]] ## 📝 Summary: As tech companies continue to downsize, a new phenomenon called "quiet cutting" is gaining traction. Quiet cutting refers to the practice of keeping employees on the payroll but reassigning them to different roles or departments, often without the employee’s consent. This practice, different from "quiet firing," is increasingly common among software engineers as companies try to adapt to new technologies, such as generative AI. Although it allows companies to retain staff during transitions, quiet cutting can leave employees in precarious positions, leading to frustration and uncertainty. ## 📖 Main Content: Quiet cutting emerged as a response to shifts in the tech industry, especially as companies face the pressures of automation and restructuring. The term, coined in 2023 by the Wall Street Journal, describes a situation where employees remain employed but are reassigned to different roles or departments. This differs from quiet firing, where companies pressure employees to quit. The article describes Justin Garrison’s experience at Amazon Web Services (AWS), where he was informed his role was being eliminated but could continue working in a limbo-like state until the company decided to formally let him go. This experience is increasingly common as companies try to avoid layoffs, which could generate negative press, while still pushing out high-earning employees. The rise of generative AI and other emerging technologies has forced many organizations to reassign roles rather than hire new staff. A survey conducted by Zetwerk found that nearly 40% of IT professionals had experienced quiet cutting. The article explores the psychological toll on employees, who often feel betrayed or anxious about their job security. Denise Rousseau, an organizational psychology professor, suggests that transparency and empathy from management can help mitigate the negative effects of quiet cutting. She advises managers to be open with employees about the situation and provide support through regular check-ins. Incentives like retention bonuses can also give employees a sense of control over their decisions. Justin Garrison eventually resigned from AWS, citing frustration with how the company handled his departure. He now works at a startup, highlighting the emotional toll and long-term impacts of quiet cutting on employee morale and loyalty. ### 🗒️ Notes: - Quiet cutting refers to reassigning employees to new roles or departments without formal termination. - This practice is becoming common as tech companies face pressures from automation and generative AI. - Nearly 40% of IT professionals have experienced quiet cutting, according to a survey by Zetwerk. - Denise Rousseau suggests that transparency and emotional intelligence from managers can help employees cope with these transitions. - Justin Garrison’s experience at AWS highlights how quiet cutting can lead to long-term frustration and employee turnover. ## 📖 References: - Wall Street Journal, “Quiet Cutting in the Tech Industry” - Survey from Zetwerk, Bangalore-based manufacturing services firm ## 🗣️ Paraphrase: 1. The phenomenon of quiet cutting, where employees are reassigned to different roles within a company rather than being let go, is becoming more prevalent as tech firms face restructuring pressures. This practice often leaves employees in uncertain situations, with some being forced to take on new responsibilities they didn’t choose, causing frustration and job insecurity. 2. Denise Rousseau notes that although quiet cutting can be an ethical response to organizational changes, managers must handle these situations with transparency and empathy. Providing regular updates and support to employees can help alleviate some of the stress and anxiety caused by these transitions. ## 📰 Newsletter: 📉 The tech industry is facing a new wave of workforce challenges as companies turn to "quiet cutting" to navigate layoffs and restructuring. Software engineers are being reassigned to new roles without formal termination, leaving many feeling uncertain and frustrated. With generative AI driving rapid changes, companies are reshuffling their teams, and nearly 40% of IT professionals have already experienced this shift. Managers, take note: empathy, transparency, and incentives like retention bonuses can help keep teams motivated during these tough transitions. #QuietCutting #TechLayoffs #SoftwareEngineers ## ✅ Action Items: As a Developer Advocate, this article highlights the growing need for transparency and supportive management during organizational transitions, especially in open-source communities. The concept of quiet cutting could have a significant impact on contributor engagement, as engineers who feel left in limbo may disengage from open-source projects. My focus should be on advocating for better communication, mental health support, and maintaining a clear pathway for contributors during times of uncertainty in the tech industry. ## 🧪 Hypotheses: - Employees who experience quiet cutting are more likely to leave their roles within six months. - Providing transparent communication and tangible incentives during quiet cutting increases retention rates. ### 📊 Methodology: Surveys could be conducted with employees who have experienced quiet cutting, assessing their likelihood of leaving their roles and their satisfaction with how management handled the situation. Comparing retention rates between companies that offer incentives versus those that do not would provide further insights. ### ❓ Questions: - How can companies balance the need for organizational restructuring with maintaining employee morale and loyalty? - Are there long-term impacts on the tech industry’s talent pool due to the rise of quiet cutting? ### 🔮 Future Research: Further research could focus on how quiet cutting affects different demographics within the tech industry, such as early-career engineers versus senior staff. Additionally, exploring how these practices impact the mental health and productivity of workers would provide valuable insights. ### 💡 Implications: If quiet cutting becomes the norm in the tech industry, it could lead to a more transient and disengaged workforce. Companies may need to rethink their strategies for employee retention and development, especially in an industry where talent is highly sought after. ### ✅ Logical validity: The article provides a compelling analysis of quiet cutting, supported by survey data and expert commentary. The reasoning is sound, and the emotional toll on employees is well-explored, with balanced perspectives from both employees and experts on organizational psychology. **Strong Reasoning Identified**: - **Causal Reasoning**: The author explains how quiet cutting arises from companies’ need to adapt to technological changes while retaining staff, providing a clear link between restructuring pressures and employee reassignment. - **Appeal to Facts/Evidence**: The survey data from Zetwerk supports the claim that quiet cutting is becoming a common practice in the tech industry. ### 🎯 Conclusion: Quiet cutting is an emerging trend in the tech industry, where employees are reassigned to new roles rather than being laid off. While this strategy may help companies navigate technological changes, it often leaves employees feeling uncertain and disengaged. Transparent communication and empathy from management can help mitigate t > [!note]+ Document Notes > tags: > - QuietCutting > - SoftwareEngineering > - TechLayoffs > - JobSecurity > Author: [Author's Name] > Source: [Author/Book/Article/Website] > Reference: [Page numbers/Link] > date created: 2024-09-10 19:15 > > # Title: Quiet Cutting in the Tech Industry: Software Engineers Face New Job Insecurities > <!-- deep-read:sections start --> ## Table of Contents: - [Summary](#summary) - [Main Content](#main-content) - [Notes](#notes) - [References](#references) - [Paraphrase](#paraphrase) - [Newsletter](#newsletter) - [Action Items](#action-items) - [Hypotheses](#hypotheses) - [Methodology](#methodology) - [Questions](#questions) - [Future Research](#future-research) - [Implications](#implications) - [Logical validity](#logical-validity) - [Conclusion](#conclusion) ## 📝 Summary: As tech companies continue to downsize, a new phenomenon called "quiet cutting" is gaining traction. Quiet cutting refers to the practice of keeping employees on the payroll but reassigning them to different roles or departments, often without the employee’s consent. This practice, different from "quiet firing," is increasingly common among software engineers as companies try to adapt to new technologies, such as generative AI. Although it allows companies to retain staff during transitions, quiet cutting can leave employees in precarious positions, leading to frustration and uncertainty. ## 📖 Main Content: Quiet cutting emerged as a response to shifts in the tech industry, especially as companies face the pressures of automation and restructuring. The term, coined in 2023 by the Wall Street Journal, describes a situation where employees remain employed but are reassigned to different roles or departments. This differs from quiet firing, where companies pressure employees to quit. The article describes Justin Garrison’s experience at Amazon Web Services (AWS), where he was informed his role was being eliminated but could continue working in a limbo-like state until the company decided to formally let him go. This experience is increasingly common as companies try to avoid layoffs, which could generate negative press, while still pushing out high-earning employees. The rise of generative AI and other emerging technologies has forced many organizations to reassign roles rather than hire new staff. A survey conducted by Zetwerk found that nearly 40% of IT professionals had experienced quiet cutting. The article explores the psychological toll on employees, who often feel betrayed or anxious about their job security. Denise Rousseau, an organizational psychology professor, suggests that transparency and empathy from management can help mitigate the negative effects of quiet cutting. She advises managers to be open with employees about the situation and provide support through regular check-ins. Incentives like retention bonuses can also give employees a sense of control over their decisions. Justin Garrison eventually resigned from AWS, citing frustration with how the company handled his departure. He now works at a startup, highlighting the emotional toll and long-term impacts of quiet cutting on employee morale and loyalty. ### 🗒️ Notes: - Quiet cutting refers to reassigning employees to new roles or departments without formal termination. - This practice is becoming common as tech companies face pressures from automation and generative AI. - Nearly 40% of IT professionals have experienced quiet cutting, according to a survey by Zetwerk. - Denise Rousseau suggests that transparency and emotional intelligence from managers can help employees cope with these transitions. - Justin Garrison’s experience at AWS highlights how quiet cutting can lead to long-term frustration and employee turnover. ## 📖 References: - Wall Street Journal, “Quiet Cutting in the Tech Industry” - Survey from Zetwerk, Bangalore-based manufacturing services firm ## 🗣️ Paraphrase: 1. The phenomenon of quiet cutting, where employees are reassigned to different roles within a company rather than being let go, is becoming more prevalent as tech firms face restructuring pressures. This practice often leaves employees in uncertain situations, with some being forced to take on new responsibilities they didn’t choose, causing frustration and job insecurity. 2. Denise Rousseau notes that although quiet cutting can be an ethical response to organizational changes, managers must handle these situations with transparency and empathy. Providing regular updates and support to employees can help alleviate some of the stress and anxiety caused by these transitions. ## 📰 Newsletter: 📉 The tech industry is facing a new wave of workforce challenges as companies turn to "quiet cutting" to navigate layoffs and restructuring. Software engineers are being reassigned to new roles without formal termination, leaving many feeling uncertain and frustrated. With generative AI driving rapid changes, companies are reshuffling their teams, and nearly 40% of IT professionals have already experienced this shift. Managers, take note: empathy, transparency, and incentives like retention bonuses can help keep teams motivated during these tough transitions. #QuietCutting #TechLayoffs #SoftwareEngineers ## ✅ Action Items: As a Developer Advocate, this article highlights the growing need for transparency and supportive management during organizational transitions, especially in open-source communities. The concept of quiet cutting could have a significant impact on contributor engagement, as engineers who feel left in limbo may disengage from open-source projects. My focus should be on advocating for better communication, mental health support, and maintaining a clear pathway for contributors during times of uncertainty in the tech industry. ## 🧪 Hypotheses: - Employees who experience quiet cutting are more likely to leave their roles within six months. - Providing transparent communication and tangible incentives during quiet cutting increases retention rates. ### 📊 Methodology: Surveys could be conducted with employees who have experienced quiet cutting, assessing their likelihood of leaving their roles and their satisfaction with how management handled the situation. Comparing retention rates between companies that offer incentives versus those that do not would provide further insights. ### ❓ Questions: - How can companies balance the need for organizational restructuring with maintaining employee morale and loyalty? - Are there long-term impacts on the tech industry’s talent pool due to the rise of quiet cutting? ### 🔮 Future Research: Further research could focus on how quiet cutting affects different demographics within the tech industry, such as early-career engineers versus senior staff. Additionally, exploring how these practices impact the mental health and productivity of workers would provide valuable insights. ### 💡 Implications: If quiet cutting becomes the norm in the tech industry, it could lead to a more transient and disengaged workforce. Companies may need to rethink their strategies for employee retention and development, especially in an industry where talent is highly sought after. ### ✅ Logical validity: The article provides a compelling analysis of quiet cutting, supported by survey data and expert commentary. The reasoning is sound, and the emotional toll on employees is well-explored, with balanced perspectives from both employees and experts on organizational psychology. **Strong Reasoning Identified**: - **Causal Reasoning**: The author explains how quiet cutting arises from companies’ need to adapt to technological changes while retaining staff, providing a clear link between restructuring pressures and employee reassignment. - **Appeal to Facts/Evidence**: The survey data from Zetwerk supports the claim that quiet cutting is becoming a common practice in the tech industry. ### 🎯 Conclusion: Quiet cutting is an emerging trend in the tech industry, where employees are reassigned to new roles rather than being laid off. While this strategy may help companies navigate technological changes, it often leaves employees feeling uncertain and disengaged. Transparent communication and empathy from management can help mitigate the negative effects, but companies must find ways to retain and support their staff during these transitions. <!-- deep-read:sections end --> ## Highlights - In December last year, Justin Garrison, a senior developer for Amazon Web Services (AWS), [wrote a personal blog post](https://justingarrison.com/blog/2023-12-30-amazons-silent-sacking/) alleging that he had been told in September that his role was being eliminated, but that he could continue working and being paid as long as there were tasks for him to help with. Furthermore, he would not become eligible for severance until the company had “exhausted other options” – in other words, until AWS decided it had run out of ways to make use of his labor. By year’s end, Garrison had been in a state of limbo for more than three months. ([View Highlight](https://read.readwise.io/read/01j7f9n9bkrpqrj4bh4552crvr)) - The term quiet cutting was [coined in August 2023 by the Wall Street Journal](https://www.wsj.com/lifestyle/careers/youve-heard-of-quiet-quitting-now-companies-are-quiet-cutting-ba2c326d), to describe the scenario where employees are kept on staff but reassigned to new roles or departments – a mounting reality where [generative AI is forcing many tech companies to quickly pivot](https://www.ft.com/content/9bace2e9-3ecb-4651-a6c0-b16f0226c0e0). ([View Highlight](https://read.readwise.io/read/01j7f9pjsabsb8j494369tck0y)) - This is where their emotional intelligence skills and [empathy](https://leaddev.com/team/empathetic-leadership-inclusive-success), in particular, can really help them steer their team through the eye of the storm,” says Baffour. “This means actively listening to your team members, acknowledging their concerns, and validating their feelings. It's not just about offering solutions but also about creating a safe space where they feel heard and supported.” ([View Highlight](https://read.readwise.io/read/01j7f9qg1nqhe0mvms8fxbdmn4))