The workplace has been undergoing the emergence of new trends. After the rise of “moonlighting”, “Great Resignation”, and “quiet quitting”, now “loud quitting” has taken center stage.
For leaders and managers, loud quitting can signal major risks within an organization that are important not to ignore. Conversely, quiet quitters are often your greatest opportunity for growth and change. They are waiting for a leader or a manager to have a conversation with them, encourage them, and inspire them.
A few changes to how they are managed could turn them into productive team members.
Loud quitting is a workplace trend that involves an employee making a scene or openly expressing perceived negative aspects of their working experience before or during resignation. This phenomenon grew out of The Great Resignation, similar to quiet quitting.
In the case of Loud quitting the employees in the workplace rather than simply disengaging or quietly resigning, the workers cause conflict or actively call out working conditions.
In this phenomenon, the employee leaves their job boldly and expressively, ensuring that colleagues and superiors can’t ignore their experience.
According to the State of the Global Workplace 2023 Report by Gallup, The report showed a majority of the world’s employees are “Quiet Quitting.” 23% are Thriving at work that feel (Engaged), 59% are Quiet quitting (Not engaged), and 18% Loud quitting (Actively disengaged).
- Thriving at work: These employees find their work meaningful and feel connected to the team and their organization. They feel proud of the work they do and take ownership of their performance, going the extra mile for teammates and customers.
- Quiet quitting: These employees are filling a seat and watching the clock. They put in the minimum effort required, and they are psychologically disconnected from their employer. Although they are minimally productive, they are more likely to be stressed and burnt out than engaged workers because they feel lost and disconnected from their workplace.
- Loud quitting: These employees take actions that directly harm the organization, undercutting its goals and opposing its leaders. At some point along the way, the trust between employee and employer was severely broken. Or the employee has been woefully mismatched to a role, causing constant crises.
The recent “State of the Workplace” survey by Gallup, which surveyed over 120,000 global employees in 2022, reveals that almost one in five, or 18%, of employees worldwide are either loudly quitting or actively disengaged.
