One of the newest phenomena in the world of work is “loud quitting”: a powerful means for employees to express frustration, raise awareness or influence change in the workplace, but also a potential trigger for controversy and impact on future employment opportunities. Understand the phenomenon and how you, as an employer, can avoid it here.
What is Loud Quitting?
Loud quitting - or “loud quitting” - refers to the act of one or more employees publicly and dramatically quitting their job, often by making a scene or using social media as a platform for their resignation. Unlike traditional resignation, which is usually done privately and perhaps only shared with close colleagues, loud quitting is a more public act.
The trend is rooted in the current debate on work/life balance. For many loud quitters, the loud resignation is about making the public aware of inappropriate working conditions in order to change the norms and culture surrounding the pressurised and competitive workplace.
Social media offers a space for employees to share their criticisms, frustrations and dissatisfactions with the company or industry they have chosen to leave with a wider audience.
But how widespread is this phenomenon? Nearly 1 in 5, or 18 %, of global employees are loudly quitting or actively reducing their engagement in their work, according to a new Report from Gallup with more than 120,000 global employees.
Why do people choose loud quitting?
There are several reasons why some employees choose to practice loud quitting. Firstly, it may be due to a feeling of frustration about their working conditions. By publicising their resignation, they want to bring attention to the problems or challenges they have experienced in the workplace. It could also be an attempt to create change or influence the company's reputation by publicising their story.
Another reason for choosing “loud quitting” may be a desire to increase personal branding or create opportunities for new career paths. Publicising your resignation can attract the attention of potential employers, industry professionals or media who may be interested in hearing more about your story or offering new opportunities.
What are the consequences of the phenomenon?
If one or more employees in a company decide to “loud quit”, it can have a number of far-reaching consequences for both the company and the terminating employees.
1. Consequences for the employee
While loud quitting may seem like an effective way to express yourself or create change, it's important to consider the potential consequences. Publicising your resignation could create controversy or conflict with former employers or colleagues. It can also have an impact on your future employment prospects, as potential employers may worry about how you will handle any future conflicts or disagreements. At the same time, you'll reduce your chances of getting a recommendation or good reference.
That's why it's crucial that employees considering loud quitting carefully consider the potential consequences and weigh the pros and cons. It may be a good idea to speak to a career counsellor, mentors or trusted people in your network for advice and perspective before making a decision. In addition, it's important to make sure you don't violate any legal agreements such as confidentiality, non-compete and non-solicitation agreements.
If you as an employee haven't already had a constructive conversation with your manager about making changes to the things that are causing dissatisfaction, this is also a good place to start.
2. Consequences for the company
The behaviour of loud quitters can have a very negative impact on the company. In the worst cases, employees can create an unpleasant public scene, share negative comments online, refuse to perform assigned tasks during the notice period and engage in disruptive and potentially sabotaging behaviour. This can also damage productivity, increase the workload of other employees and affect the company's culture and reputation.
Therefore, as a business leader, you should try to prevent the trend from finding its way into your organisation. We have 3 tips for this below.
3 tips to avoid employees “loud quitting”
To avoid employees choosing to make a fuss about their resignation, business leaders can focus on the following:
1. Establish regular feedback sessions
By engaging in ongoing dialogue with employees about their experience of being at work - professionally and socially - you have the opportunity to track any dissatisfaction well in advance. This gives you a better chance of solving the problem and avoiding redundancies.
2. Focus on mental health
Organisations should prioritise employee wellbeing and offer support and resources to support their mental health.
3. Recognise your employees
Praise employees when they do well. When employees receive praise, they often feel more recognised. It can also make them feel that any extra effort they've put in during a busy period has been worth it.
Sources: Forbes.com, Gallup.com
