Ghosting Isn’t Just for Dating: The Unethical Practice of Quietly Cutting Hourly Workers
Ghosting employees isn't just unprofessional. It's an act of leadership avoidance that undermines trust, morale, and culture.
Ghosting isn't just a dating trend anymore. It's crept into workplaces, and honestly, it's one of the most gutless moves a boss can make. You know the drill: someone's hours start mysteriously disappearing, their name vanishes from schedules, and they're left wondering, "Did I do something wrong? Or am I just...gone?”
This isn't just bad management; it's downright unethical. The truth? Ghosting usually stems from avoidance - not malice. But that doesn't make it less harmful. It means we need to build braver systems for honest dialogue.
Why This Is a Total Leadership Fail
Cutting hours instead of having an honest conversation? That's cowardice. Period. Leaders are supposed to lead, not hide behind passive-aggressive scheduling.
It's Disrespectful. Your team deserves transparency. If a position is in jeopardy, tell them. Treat them like the adults they are.
It's a Power Play. Quietly pulling hours exploits the fact that hourly workers often have fewer security or backup options. That's not leadership; that's bullying.
It's Lazy. A real leader faces tough conversations head-on. It's not easy, but that's what makes it worth it.
Systemic Enablers – Broken Organization Structures
Many industries that rely on hourly workers have no formal HR infrastructure, making silent offboarding the default, not the exception.
Several systemic issues make this behavior more common:
At-will employment laws
Lack of HR oversight in field-based industries
No performance tracking or evaluation process
How to Do Better
So, what's the alternative? How do you handle terminations with respect and empathy? It's simpler than you think:
Talk Early, Talk Often: Got funding issues? Seeing a dip in work? Bring your team into the loop. Honesty goes a long way.
Be Direct, Not Evasive: Don't make people play Sherlock Holmes with their schedules. Be upfront about what's happening and why.
Offer Help: Whether it's a reference, a severance package, or a sincere thank-you, show that you value their contribution.
The Ripple Effect of Workplace Ghosting
Hourly workers depend on consistent hours to survive, especially in fields like archaeology, hospitality, retail, or any gig economy. No hours? No paycheck. No paycheck? Rent is late, groceries get skipped, and the stress piles up faster than those emails you keep avoiding. But ghosting doesn't just impact income. It erodes dignity, confidence, and stability.
I've seen this play out firsthand. An employee started noticing fewer and fewer hours on their schedule. No explanation, no heads-up. They had rent due, a car payment, and groceries to buy. It wasn't just confusing; it was humiliating.
Here's the kicker: the boss knew they planned to let them go. Instead of showing an ounce of integrity, they took the easy way out and ghosted.
If You Need to Cut Hours, Here's How to Lead with Integrity
Be direct: "This isn't performance-based, but project funding has changed.”
Give notice when possible. Don't let them discover it on the schedule.
Offer support: a reference, bridge gig, or a thank-you note goes further than you think.
Acknowledge the impact: Even if the decision isn’t personal, its effects are. Let them leave with clarity, not confusion.
Leadership Isn't About You – It's About Them
Here's the truth: when you're in a leadership position, your decisions aren't just about you. They're about your people. It's your responsibility to create an environment of trust, not one where folks constantly look over their shoulder, wondering if they're next.
Think about it: if your leadership style leaves people feeling disposable, what reputation are you building? No one wants to work for a company that treats their team like they're nothing more than a line item.
Let's Stop the Ghosting
Let's call it out for what it is: ghosting employees is a coward's move. It's terrible for morale, bad for culture, and honestly, it's just bad business. If you're not ready to have those tough conversations, maybe you're not prepared to lead.
People deserve better. And the best part? When you do it right, your team will respect you, even when the news isn't what they want to hear.
It's time to do better. Authentic leadership means having tough conversations with honesty and respect. Let's discuss creating workplaces where transparency, empathy, and trust are the foundation, not fear.
Have you experienced or witnessed workplace ghosting? How do you think leaders can handle these situations better? Let's start a conversation below.
At Luminspire, we help scaling organizations design people-first communication systems, especially during transitions. Let's talk if you're ready to lead with more courage and clarity.