Loud Quitting: The New Workplace Challenge Employers Can’t Ignore

Almost one in five global employees are “loud quitting,” according to Gallup’s 2024 State of the Global Workplace report.  

Quiet quitting has made waves over the last few years as post-pandemic employees focused on greater work-life balance, which resulted in a reluctance to take on new work responsibilities or “go above and beyond” at their jobs. This personal rejection of the hustle culture by quiet quitters has generated a subset of workers who no longer keep their discontent on the down-low. 

Jim Harter, Ph.D., chief scientist of workplace management and wellbeing for Gallup’s Workplace Management Practice, describes these “loud quitters” as people who “aren’t just unhappy at work – they’re resentful that their needs aren’t being met and they’re acting out on that unhappiness.”

They’re actively expressing their displeasure to colleagues and outside their organizations. Left unchecked, their dissatisfaction can spread, infect others and undermine the companies they work for. 

What Is Loud Quitting? 

Loud quitting is a disruptive trend that involves employees intentionally making a scene on their way out the door or publicly venting their frustrations when they have decided to look for a new job but haven’t found one yet. Characterized by its dramatic and attention-grabbing nature, loud quitting can take different forms. 

Loud quitters are easy to spot because they’re actively disengaged, and they’re not afraid to show it. They tend to share their disenchantment openly and often, which may prompt fellow workers to become disengaged. They also may resist (either quietly or outright) doing tasks they don’t consider necessary.  

This form of loud quitting may involve:  

• Expressing their frustrations to colleagues. 
• Trying to convince teammates to view the company negatively. 
• Creating issues with (or even sabotaging) workflows and projects. 
• Stirring up issues with clients. 

When loud quitters leave their companies, their departures often differ from traditional resignations. Instead of the customary two-week notice and a cordial farewell, employees engaging in loud quitting make their displeasure clear. 

This may involve: 

• Public confrontations when resigning. 
• Badmouthing the company, its practices and management to co-workers, clients, vendors and others in their networks. 
• Posting negative statements on social media. 
• Abruptly departing without notice. 

Loud Quitting vs Quiet Quitting

While quiet quitting involves employees gradually disengaging from their work responsibilities without overtly expressing dissatisfaction, loud quitting takes this disengagement to a more extreme level.

Loud quitters actively make their discontent known, often with public criticism or dramatic exits.

This transition from quiet to loud quitting reflects a growing frustration among workers who feel unheard and unvalued in their roles.

Why Is Loud Quitting Happening?  

Loud quitters may once have been quiet quitters who became increasingly disengaged over time and ultimately got angry about the situation they perceived themselves to be in at work.

But what took them to the level of renouncing their workplaces and airing their grievances on TikTok or Instagram rather than talking productively about their concerns with management or human resources? 

The likely answer: No one listened to them while they were employed. Other possibilities include burnout, being mismatched with the roles they were in, poor or micromanaging supervisors, being underpaid and feeling unappreciated.

The loud quitting trend is a wake-up call for employers to take a second look at whether they are lending an ear to employee concerns.  

RELATED: Signs an Employee is Going to Quit >>

How Loud Quitting Hurts a Company 

An entire workplace can experience the repercussions of loud quitting, especially in a small business. These negative impacts can include: 

• Damage to the company’s reputation

  One of the most immediate consequences of loud quitting is the harm the disgruntled employee can do to a company’s good name. 
  
  This is a particular risk if the departing worker airs grievances on social media, which reaches a wide audience. 
  
  Negative, disparaging posts may steer potential hires away or diminish customers’ trust in your company. 

• Impacts to morale and culture

  Loud quitting can damage morale. Loud quitters sometimes plant seeds of doubt in others about whether the company is trustworthy and has employees’ best interests at heart. 
  
  If those seeds take root, morale and company culture can suffer. 

• Slowed productivity

  The sudden loss of manpower – especially if the departing employee has had an essential role – can disrupt workflow, reduce productivity and create additional stress on remaining team members. 

• Ripple effect 

  When an employee exits in a dramatic way, it can trigger further turnover. Employees may begin to question their own job satisfaction and consider their own departures. 

RELATED: Getting Your Employees to Stay - Creating a Better Workplace >>

How Employers Can Prevent Loud Quitting 

Loud quitting isn’t going away, at least for now. So, employers’ best bet is to prevent loud quitting from gaining a foothold in their companies. 

Here are some ways your small business can combat it: 

• Identify quiet quitters

  Be on the lookout for quiet quitters – people who may be less engaged and less productive than in the past or who are doing the bare minimum, without enthusiasm, to fulfill their job responsibilities. 
  
  Engage with them before they escalate into becoming loud quitters. Find out what their concerns are, listen to their suggestions, work together to find solutions and empower them with tools to be more productive. 

• Educate and mentor

  A workplace mentor can foster an inclusive work environment where employees can feel heard and respected. Employees can be matched with a more senior employee, who can become the ear they often need to communicate their concerns. 
  
  The mentor often can provide perspective and remove roadblocks that stand in the way of solutions. 

• Find the right fit

  Leaders who are involved in recruitment and advancement should carefully match candidates to the roles for which they are hiring. It’s also crucial employees be provided with the necessary tools to succeed in their roles. 
  
  When employees are in jobs that fit their skills and ambitions and when they have the resources required to perform their roles effectively, they are much more likely to remain fulfilled and engaged. 

• Document

  If you’re already seeing signs of disgruntlement or unusual turnover in your company, identify trends by documenting every instance and noting details. 
  
  Conduct exit interviews to gather data that can help improve your workplace. Is there a common issue employees cite as the reason for their resignations? 
  
  Do there seem to be vague rumblings that signal growing discontent? Knowing this information will help you address the root cause and enable you to take steps to address and correct any issues.  

If you are a small business owner wondering how to prevent loud quitting in your workplace, Axcet HR Solutions can help. Our employee relations consultants can help you develop strategies to boost the level of employee engagement and prevent loud quitting from becoming a factor in your company. Schedule a consultation today.