Understanding 'Silent Layoffs'
Unlike traditional, publicly announced job cuts, silent layoffs are a quieter, more subtle form of workforce reduction. Companies, instead of issuing formal termination notices, may use indirect methods to push employees out. This practice, also known
as 'quiet firing', often involves a pattern of behaviour that makes a role untenable, encouraging the employee to resign. The reasons behind this trend are complex, stemming from post-pandemic over-hiring corrections, economic slowdowns, and a strategic shift towards AI-led productivity. Estimates suggest that India’s IT sector could see up to 35,000 such job cuts in 2026 alone, with many happening through performance reviews and role restructuring rather than official announcements. This allows companies to reduce headcount without the negative press of a large-scale layoff.
The Rise of AI Productivity Anxiety
Simultaneously, the integration of Artificial Intelligence into the workplace is creating a new kind of pressure. While AI tools promise to boost efficiency, they also bring heightened expectations and job insecurity. Many employees report feeling like they are 'botsitting'—spending significant time supervising, correcting, and feeding context to AI tools, which can offset productivity gains. This contributes to a rise in stress, burnout, and the feeling of being in a constant state of hyper-alertness. The fear that AI could replace certain roles is a significant concern for many Indian tech workers. This anxiety is compounded by the fact that many companies are trimming their workforce while simultaneously investing heavily in AI, signaling a clear shift in priorities.
Step 1: Recognise the Warning Signs
The first step to protecting your career is to recognise the signs of quiet firing. These are often subtle and build over time. Be alert if you notice a sudden withdrawal of responsibilities or if you are moved from core projects to maintenance tasks with little explanation. Other red flags include being excluded from key meetings or client calls you once attended, a sudden halt in both positive and corrective feedback, and a lack of career development conversations. A more formal sign can be placement on a Performance Improvement Plan (PIP). While a PIP is officially a tool to help you improve, it is sometimes used to create a paper trail for termination. If you're put on a PIP, it’s crucial to understand the expectations clearly and document every interaction.
Step 2: Make AI Your Ally, Not Your Adversary
The best defence against AI-driven redundancy is to embrace the technology. Instead of fearing replacement, focus on becoming the person who knows how to leverage AI for higher-value work. India is seeing a major push towards AI upskilling, with many companies providing training. Proactively seek out these opportunities. Focus on acquiring skills that AI cannot easily replicate, such as critical thinking, complex problem-solving, and strategic planning. Learn prompt engineering to get the best results from generative AI tools. While many roles are changing, demand is soaring for professionals with skills in AI, cloud computing, and cybersecurity. By skilling up, you shift from being someone whose tasks can be automated to someone who directs the automation.
Step 3: Reinforce Your Career Defences
In a volatile job market, proactive career management is essential. Don't wait until you see warning signs to act. Consistently document your achievements, successful projects, and positive client feedback. This creates a strong evidence base of your value to the company. Maintain a strong professional network both inside and outside your organisation. This can provide support, information, and potential job leads if you need them. Keep your resume and professional profiles updated with your latest skills and accomplishments. Regularly browse job portals to understand what skills are in demand and what salary benchmarks are for your role. This career hygiene keeps you prepared for any eventuality and ensures you are not caught off guard by sudden organisational shifts.
