In the media industry, job security is often fragile. The fast-paced nature of media organisations and the constant changes in digital platforms can lead to sudden staff changes.
Employees may not fully understand why they were let go. Here are six common ways a media employee can end up losing their job without ever realising it.
1. Forceful Resignation
Forceful resignation is one of the most discreet ways an employee is let go. Instead of being directly fired, an employee is subtly pressured into resigning. This could include constant micro-management, exclusion from key projects, or persistent criticism from supervisors.
The employee may feel unwelcome or that their position is no longer tenable. Under pressure, they might choose to resign, thinking it’s the only option. However, the company may have pushed them toward this decision intentionally.
Why it works: The resignation looks voluntary, making the termination process smoother and avoiding an official firing.
2. Department Closure
A media company may shut down entire departments as part of restructuring or shifting focus. Employees in those departments may not fully understand why their roles were eliminated. They might think the closure is simply part of broader business decisions, not related to their performance.
Why it works: Employees believe their termination is due to restructuring, not personal performance.
3. Team Stops Communicating and Sidelining
Employees who are gradually excluded from their team may not see it coming. They might be left out of meetings, project updates, or casual conversations. Over time, this isolation makes them feel disconnected, pressured, and unwanted.
The lack of support and communication can make the work environment uncomfortable. The employee may eventually feel that resignation is the only option.
Why it works: The employee believes the strained environment is temporary, not realizing it’s part of a plan to encourage them to leave.
4. Cost-Cutting Measures
In the media industry, companies often reduce staff to cut costs. If the company is struggling financially, layoffs or terminations may be presented as necessary for survival. Employees may not realize that their job loss is part of a larger financial strategy. The decision might be framed as a need for “streamlining” or “increasing efficiency.”
Why it works: The employee thinks their termination is a financial necessity, not the result of personal performance issues.
5. Layoffs — Immediate Termination at the Gate
Layoffs are one of the most abrupt ways to end an employee’s job. An employee may be told to leave immediately with no warning. They might be asked to leave the premises right after being informed that their position has been eliminated.
Layoffs often happen unexpectedly. Employees are left to figure out why they were let go, often without clear explanations.
Why it works: The employee is shocked and confused, and the sudden nature of the layoff leaves little room for understanding the real cause.
6. Performance-Based Termination
Media employees can be let go under the guise of “poor performance.” However, the reasons for this termination can be more complex. Reviews might highlight small issues or lack clear feedback. Employees may face unrealistic expectations they can’t meet. When they’re eventually terminated, it’s framed as a result of their poor performance, though they may never have been given the proper tools to succeed.
Why it works: The employee may blame themselves, unaware that the company’s expectations were set too high or that feedback was withheld.
