What are ‘Loud Quitting’ and ‘Quiet Quitting’?

3 Minutes
The dynamics of employee-employer relations are undergoing significant transformations

In today's rapidly evolving business landscape, the dynamics of employee-employer relations are undergoing significant transformations. The traditional concept of loyalty and staying with a company for years has given way to a more fluid workforce.

However, it is important to note that the phenomenon of resignation, whether loud or quiet, is not as prevalent as it seems. Rather than focusing solely on literal resignation, this article explores the concept of Loud Quitting as a metaphorical representation of employee empowerment and its potential to reshape the employee experience and empower organisations.

Loud Quitting is an emerging trend in which employees openly and publicly express their dissatisfaction with their jobs and their intentions to leave the company, in contrast to the traditional Quiet Quitting, in which employees exhale only the bare essentials during working hours and leave their jobs without directly expressing their frustrations.

According to Gallup's 2023 State of the Global Workplace report, 18% of employees surveyed fall into the category of Loud Quitters, indicating that they are actively disengaged at work. This is compared to the 59% of employees who fall into the category of Quiet Quitters, who are simply not engaged. The report further highlights that low employee engagement costs the global economy an estimated £8.8 trillion, accounting for 9% of global GDP.

Factors contributing to Loud Quitting include employees feeling mismatched to their roles, a loss of trust in their employers, and, most significantly, poor management practices. Gallup's research reveals that managers account for approximately 70% of the variance in team engagement. To address these issues and promote employee engagement, managers should aim to have meaningful conversations with their employees on a regular basis, providing feedback, recognition, and discuss goals and priorities. Additionally, employees value having a say in how they collaborate with their teams, including decisions on in-person, remote, or hybrid working arrangements.

Loud Quitting can have serious consequences for companies:

  • Company Reputation: A dramatic departure can damage a company's reputation, especially if it gains media or social media attention. This affects public perception, customer trust, and the company's image.
  • Employee Morale: Loud Quitting can negatively impact the morale of remaining employees, especially if it stems from internal issues like harassment or poor working conditions. This creates a climate of dissatisfaction and distrust among employees.
  • Talent Loss: Prominent employees leaving dramatically can influence other talented individuals to follow suit, resulting in a loss of valuable skills and expertise. This hampers productivity and disrupts ongoing projects.
  • Impact on Customers: If an employee's departure is related to misconduct or dissatisfaction with the company, it can shake customer confidence and lead to a loss of business. Customers may question the company's ethics and seek alternatives.
  • Replacement Cost: Loud Quitting causes operational disruptions and requires resources to address the situation. Hiring and training a replacement is time-consuming and costly, impacting productivity and organisational continuity.
  • Legal Conflict: Dramatic departures can lead to legal action, such as defamation or breach of contract lawsuits. This exposes the company to litigation, financial burdens, and reputational damage.

Pros and Cons of Quiet and Loud Quitting for Employees

Pros of Quiet Quitting:

  • Avoids direct conflict, preserving relationships.
  • Possibility of reconsideration and re-engagement with the company.

Cons of Quiet Quitting:

  • Lack of constructive feedback for the organisation.
  • Risk of repetition and ongoing dissatisfaction.

Pros of Loud Quitting:

  • Highlights systemic problems within the organisation.
  • Stimulates organisational change and positive improvements.

Cons of Loud Quitting:

  • Potential negative impact on professional reputation.
  • Possible repercussions on the job market and future employment opportunities.

Effects on the workplace

Both Quiet and Loud Quitting have significant impacts on the workplace. Quiet Quitting can result in a lack of constructive feedback and ongoing problems, while Loud Quitting draws attention to systemic issues, allowing the organisation to make positive changes.

Mitigation Strategies

To mitigate the negative effects of both Quiet and Loud Quitting, HR managers and leaders can adopt the following strategies:

  • Promote a culture of open feedback.
  • Provide opportunities for development and growth.
  • Ensure competitive compensation.
  • Implement work-life balance policies.

It is important for organizations to recognize the impact of both Quiet and Loud Quitting on their workplaces. While Quiet Quitting may result in missed opportunities for improvement due to the lack of feedback, Loud Quitting can actively undermine organisational goals and damage the brand's reputation. However, by understanding the causes and addressing management practices, organisations can create an environment that fosters engagement, reduces employee dissatisfaction, and minimises the occurrence of both types of quitting.

How mojo can support

In this context, mojo emerges as a powerful solution that revolutionises HR strategies and empowers organisations to create an engaged and motivated workforce. Mojo offers a comprehensive suite of features, including streamlined feedback and communication channels, personalised employee development and growth programs, data-driven decision making, and the cultivation of a positive work culture. With seamless integration and customisation options, mojo aligns with an organisation's unique needs and branding, making it the go-to solution for transforming HR practices.

By adopting mojo, organisations can effectively address the challenges of Quiet and Loud Quitting, fostering a culture of open communication, continuous improvement, and employee empowerment. With mojo, organisations can unlock the full potential of their workforce, driving higher employee satisfaction, engagement, and long-term success.

Unlock the power of mojo today and empower your workforce like never before. Together, let's create a workplace where employees thrive, engagement soars, and success becomes the new norm. Get in touch now via: mojo@brandexperiences.com.

For more Employee Experience definitions, view this page.

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