When a Company Wants You Gone

It rarely starts with a pink slip. 

When a company wants you gone—especially after you’ve spoken up, challenged unethical behavior, or simply refused to be mistreated—they won’t always fire you outright. No, they start small. Subtle. Strategic.

First comes the disrespect. You're suddenly left out of meetings you once led. Your input is ignored. Your name disappears from group emails. You go from being “valued” to being invisible—until they need a scapegoat.

Then the paper trail begins. Suddenly, you're getting written up for things that were never issues before—minor mistakes exaggerated, conversations twisted, policies selectively enforced. They start padding your file, building a case in the background so they can point to “performance issues” later.

This is retaliation in disguise—legal camouflage for pushing out an employee they no longer want to deal with. It’s not just a toxic pattern; it’s a tactic. One designed to frustrate you, wear you down, and make you so miserable you leave on your own—so they don’t have to take accountability for forcing you out.

It’s called constructive discharge for a reason. It’s not always loud. Sometimes it’s silent. Calculated. Documented.

If this is happening to you, know this:

You’re not imagining it.

You’re not overreacting.

And you’re not alone.

Companies who do this kind of dirty work might be protecting their own image, but they’re also leaving behind a trail of documentation—and people talk. People remember. And these tactics don’t age well in courtrooms or public opinion.

Keep your records. Stay calm.  And above all: Don’t let them rewrite your story.

-- K