Navigating Uncertain Waters: The Reality of Being Managed Out

Employees being "managed out" has emerged in recent decades as a subtle yet significant process that can have a massive impact on employees. Managing someone out is a term that captures the strategy some employers use to encourage an employee to leave their position voluntarily, rather than through direct termination or redundancy. This approach can be wrapped in layers of tact and assurances and is full of complexities for the employee, affecting their career and their wellbeing. Employees must recognize the signs of being managed out, understand the nuances, and know how to navigate this challenging scenario. So, let's get into it.

What Is Managing Someone Out?

Managing someone out is a process in which an employer creates a work environment or situation that encourages an employee to resign voluntarily. This is not about outright firing or laying off but rather a more discreet method of parting ways. It's often used when there's a mismatch between the employee and their role or between the employee and the company culture, when there are performance issues that don't quite merit termination, or a change in the company direction leaves certain positions or skill sets obsolete.

I've seen managing out done properly, with kindness and compassion, and I've seen it done horribly, with cruelty that (at the minimum) borders on gaslighting and abuse. I'll be addressing strategies for releasing employees more compassionately in another post, but for today, let's just focus on the general term.

Why Do Companies Manage Out Employees?

There are many reasons why companies and managers opt for managing someone out. For some companies (and some managers), it's a way to avoid the unpleasantness and legal complexities of firing someone. Nobody likes to have to fire someone. Leaders may imagine managing someone out as a more dignified way to handle employees who are not fitting in, underperforming, or unable to adapt to new roles or changes within the company. By encouraging them to leave voluntarily, companies aim to mitigate potential conflict and maintain a positive work environment (of course, when someone's being managed out, it creates anything but a positive work environment).

How to Tell If You're Being Managed Out

Recognizing the signs of being managed out can be challenging, as it can be very nuanced. Key indicators include:

Diminished Responsibilities

Your tasks are gradually taken away, making your role seem less essential. You have less opportunity to demonstrate your capabilities and to achieve wins.

Exclusion from Meetings and Projects

You're left out of key meetings or discussions about projects you would normally be involved in.

Negative Feedback Loop

There's a noticeable increase in negative feedback, often focusing on subjective or vague areas rather than specific performance metrics. You also might notice that there are no more discussions about your future with your organization.

Lack of Support

You experience a sudden withdrawal of support from your manager or colleagues, making your work environment increasingly difficult.

Seemingly Impossible Tasks

You're given tasks that you can't possibly succeed at and are given little guidance as to how you might be successful.

Additionally, if you're being managed out, you may have been placed on a PIP (performance improvement plan), noticed an uptick in micromanaging, been switched to a different leader (this itself is not a concern, but combined with other signs listed above, could be worrisome), or you may notice that you feel isolated and alienated from your colleagues.

The Hidden Cost and Consequences

Being managed out has far-reaching consequences. It can erode an employee’s self-confidence, making them question their professional worth and abilities. This loss of self-belief can be debilitating, affecting their ability to perform in current and future roles. Moreover, the professional isolation that comes with being sidelined or excluded can damage one's professional reputation and networking opportunities, making it harder to secure future employment. And this last one is the most insidious.

What to Do If You're Being Managed Out

If you suspect you're being managed out, you can take proactive steps to navigate this difficult situation:

Seek Clarity

Have a conversation with your manager to discuss your observations and seek feedback on your performance. It’s important to understand the specifics of any concerns about your work. Don't ask, "Am I being managed out?" Do ask, "What can I do to improve?"

Take Responsibility

I always encourage my clients to take some time for self-reflection. Is there any truth to what your manager is telling you? Where can you genuinely improve? This will be important whether you stay or leave this job. It's important to reflect with honesty and try to assess your blind spots. This can be a useful time to ask a coach for help, simply because a coach can help you identify your blind spots and assist you in navigating a very difficult time.

Document Everything

Keep detailed records of your work, the feedback you received, and any instances that suggest you’re being managed out. This documentation can be valuable for internal discussions or if you need to seek external advice. Keep your documentation in a file on a non-work computer or in a cloud that you can access on your own.

Assess Your Options

Think about whether you want to stay at the company and fight for your position, or if it’s an opportunity to seek new challenges elsewhere. Sometimes, a fresh start can offer unforeseen opportunities for growth and satisfaction.

Update Your Resume and Network

Begin preparing for your next move by updating your resume and reaching out to and growing your professional network. Whether you decide to leave voluntarily or are eventually asked to leave, being prepared will help you transition much more easily.

Seek Professional Advice

If you feel you’re being unfairly targeted or if there are legal concerns regarding your potential exit, scheduling a consultation with a legal professional specializing in employment law could be appropriate.

View It As A Learning Experience And Move On

Because the experience of being managed out can be so detrimental to your mental health and self-confidence, you can certainly decide to learn from the experience and leave on your own. It can be very difficult to turn things around once you've gotten to the point where someone wants to manage you out, so you may get a better ROI if you leave. Plus, when you leave a role, there's always potential to level up in your next job, even if you're leaving under less-than-ideal terms.

Being managed out is a complex and often distressing experience, marked by uncertainty and a sense of professional vulnerability. By understanding what it means, how it works, and how to tell if it's happening to you, and by proactively managing the situation, you can navigate through this period with resilience and grace. Remember, it’s not just about the immediate challenge but also about setting yourself up for future success, dignity, and fulfillment in your professional journey.