In recent years, workplace dynamics have shifted dramatically, first with the rise of “quiet quitting,” where employees still show up but are disengaged from the company’s mission. Over the last year or so, “loud laborers” have emerged as a new trend.
Unlike their quieter counterparts, loud laborers are vocal about their workloads and their achievements. Their need for attention can disrupt team cohesion and threaten to overshadow the contributions of other team members.
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Loud laborers are employees who frequently talk about their efforts, making known how much they are working or the sacrifices they believe they’re making for the team.
This term was coined by André Spicer, a professor of organizational behavior and dean of Bayes Business School.
In small business settings, where everyone works closely together, it’s important to recognize, understand and manage this behavior.
Loud laborers usually demonstrate specific, highly visible behaviors, including:
Loud laborers may announce every task or project they’re working on, processing the specifics out loud or providing detailed play-by-play updates others don’t need. This habit can create unnecessary noise and distract coworkers.
Whether it’s sending late-night emails or highlighting weekend work, they want others to see how dedicated they are. Self-promoting loud laborers are driven by the need for visibility over collaboration.
Sometimes, they are hard workers, but often these individuals spend more time talking about their workloads than actually producing work.
They frequently seek validation by steering conversations toward the amount of work on their plates in an attempt to remind managers and colleagues of their value to the organization.
By understanding the traits and types of loud laborers, managers and team members can approach these behaviors more effectively and create a more balanced work culture.
Not all loud laborers express themselves the same way. Here are three common types of loud laboring behaviors:
Some express dissatisfaction with their workload to highlight how hard they’re working or to subtly compare their efforts to those of others. This type can often impact morale, as it may feel divisive or dismissive of colleagues’ contributions.
These individuals frame routine duties as monumental challenges, deemphasizing the value of colleagues’ work.
Loud laborers can be an almost bottomless pit of need for approval, even seeking attention for simply completing the everyday responsibilities of their jobs.
Understanding what may be triggering loud laboring can help small business owners create strategies to address it effectively.
In small businesses, teams are often closely connected and in frequent communication. With fewer team members, individual personalities can shine more brightly, and loud laboring can surface as a way to grab attention within the team.
Many employees engage in loud laboring because their insecurities create a need for regular validation. Dr. Jacqueline Brassey, a workplace mental health expert, says, “Feelings of inadequacy or lack of acknowledgment can drive employees to emphasize their contributions more than necessary.” This behavior can become a way to try to reinforce self-worth and establish job security.
Loud laboring tends to thrive in certain workplaces – those that are highly competitive, for example. When employees are pitted against each other, micromanaged or fearful that management is second-guessing every action, loud laboring can be a response to employees feeling pressured to prove their value.
Without clear structures for recognizing contributions, employees might turn to loud laboring to ensure they are seen and their efforts are appreciated.
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Loud laborers can be more than just annoying. A Monster.com poll shows the effect their constant self-focus may have on other employees: 52% of respondents said working with a loud laborer would make them consider leaving the company.
Of those who have worked with loud laborers:
Loud laboring can create significant distractions within small teams by shifting focus from collective goals to individual achievements. The need for constant visibility or recognition often means time is spent listening to updates that aren’t necessary for everyone, pulling attention away from important objectives and reducing overall productivity.
Frequent vocalization of contributions can lead to tension among team members. Colleagues may begin to feel resentful of the attention the loud laborer commands. As Mental Health America notes, “A focus on self-promotion can lead to lower team satisfaction, as employees want to feel like valued members of a team, not competitors.”
A loud laborer who succeeds in grabbing more recognition than other team members get can cause colleagues to believe they have to clamor for more attention, too.
Like a crowd that gets louder and louder as people try to talk over others to be heard, one loud laborer can escalate the workplace noise by inciting others to behave the same way.
Loud laboring behaviors can also affect customers, especially in small businesses where interactions are more personal. If clients notice a competitive or individualistic vibe among team members, it can create doubts about the business’s ability to work cohesively, which may affect clients’ trust and loyalty.
Addressing loud laboring is essential for building a cohesive and effective team. Small companies should first make sure their cultures aren’t creating an environment that invites loud laboring.
When businesses operate with a culture of trust and regular recognition of employees’ efforts, workers are far less likely to feel that loud laboring is necessary.
If the culture is great and loud laboring still occurs, the issue probably lies with the employee. Managers can tamp down loud laboring noise by:
During onboarding, emphasize teamwork and humility to encourage a focus on collective accomplishments. In team meetings, mention periodically that these are company values.
Business owners can model the right behaviors by giving quiet dedication as much recognition as vocal contributors get.
Regular, structured feedback ensures that both loud laborers and quieter contributors receive legitimate, consistent and appropriate recognition, ensuring every team member feels seen and valued without needing to self-promote.
Celebrate team achievements to shift focus from individual recognition to collective success, enhancing team morale.
Addressing Loud Laboring Through Honest Dialogue and Culture Change
Speak directly to the loud laborer. At the core, loud laboring may flow from an employee’s fear, insecurity or lack of self-awareness. An honest conversation that points out specific, problematic behaviors, explains how the grandstanding is negatively affecting colleagues and explores what’s driving the behavior opens the door to real correction.
By taking these proactive steps, small business owners can foster a balanced, respectful workplace culture—one where collaboration thrives and employees feel valued without having to compete for attention.
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Managing different personalities in a small business is challenging—especially when one loud voice can disrupt team cohesion. Axcet HR Solutions helps small businesses build healthy, high-performing teams by offering expert HR guidance tailored to your culture and goals.
Whether you're navigating tricky employee dynamics or looking to create a more collaborative workplace, our certified HR consultants are here to help.
Let’s work together to build a culture where every employee feels seen—without needing to shout. Schedule a consultation >>