Loud quitting provides a soapbox for employees who feel they’ve been treated unfairly or suffer from the effects of a toxic work environment.
Although it causes conflict, it also highlights potentially undesirable working conditions. As a result, it can cause a domino effect of employee churn and make workers feel unsafe.
Here, we look at loud quitting and share response strategies to help manage these events professionally.
The Loud Quitting Revolution
Unlike quiet quitting, loud quitting is a statement exit where employees feel empowered to voice their dissatisfaction with their jobs and employers.
It ensures that as many of their co-workers and managers witness their exit as possible, creating volatile situations where arguments and unnecessary drama can escalate.
Loud quitting is often followed by social media rants that draw attention to what the employee believes to be unacceptable working conditions.
What is the Purpose of Loud Quitting?
Loud quitting provides a venting method for unhappy employees who must air their grievances and define the systemic issues they encounter on the job.
Employees might also feel they can resolve these injustices for the people they leave behind. However, the main purpose is to establish improved work conditions in general by demonstrating people won’t put up with unacceptable workplaces.
Risks of Loud Quitting
Employers increase the risk of loud quitting by turning a blind eye to toxic behavior and unacceptable work conditions, such as:
- Leaving employee grievances unaddressed, including lack of employee accomplishments and recognition, inequality, ongoing conflicts, etc.
- Bullying, fear culture, harassment, and hostility without management intervention or in some cases, management that encourages such behavior
- Lack of support for career growth and professional development
- Ethical concerns that compromise an employee’s integrity, values, and morals
- Poor leadership, including incompetence, poor decision-making, favoritism, taking credit for employee ideas, lack of motivation, disrespectful actions, etc.
- Poor work-life balance with unreasonable workloads, long hours, and the risk of burnout
- Discrimination against race, gender, age, or religion
Loud Quitting Response Strategies
Using the following loud quitting response strategies will help foster a healthier work environment while discouraging future events:
- Remain calm to avoid escalating the situation
- Discuss the loud quitting event with employees to improve communication and discover if the grievances are valid and require attention
- Reassure employees they are safe and you are committed to providing a positive work environment
- Introduce new ways for employees to voice their concerns and discuss their grievances to improve the work environment
- Follow up with an investigation to determine if the allegations are valid and to ensure the issues are resolved with appropriate actions
- Use the incident as a learning opportunity to assess your culture and make improvements
- Assess employee engagement and recognize employee turnover issues to help find ways to improve employee retention
It also helps to improve your offboarding process when conducting exit interviews. Exit interviews provide a forum where employees leaving the company can voice their concerns and discuss issues. Employees need to feel heard to help validate their grievances.
Loud quitting can have long-term effects on employees, as well as your company’s reputation. As a result, it is not something to be ignored. Instead, loud quitting provides an opportunity to make transformative changes that improve workplace dynamics and address organizational issues.
About Focus HR, Inc.
Focus HR, Inc. uncomplicates the people side of business by providing small business owners with outsourced HR, project HR, and Leadership Coaching. For more information, please contact us today! If you liked this post, please subscribe to our blog. You can opt out at any time.