What is Loud Quitting?

What is loud quitting

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In the evolving workplace landscape, employees and employers are adopting new attitudes and behaviors. Concepts such as “quiet quitting” have seen employees reducing their output and subtly exiting their roles. On the other hand, employers have been experimenting with “quiet cutting” and “quiet hiring,” leading to an atmosphere of cautious productivity among employees.

However, a significant shift has been observed in how people choose to leave their jobs. A Gallup poll indicates that approximately 20% of workers across various sectors are growing tired of the quiet exit strategy. This dissatisfaction has led to a more pronounced departure method known as “loud quitting.”

What is Loud Quitting?

“Loud quitting” is a term that emerged during the “Great Resignation” period, which saw a significant increase in employees voluntarily leaving their jobs. Unlike a traditional resignation, where an employee quietly leaves their position, a “loud quit” involves an employee publicly sharing their reasons for quitting, often criticizing their employer or industry. This can happen through various platforms such as social media, blog posts, or even on their way out of the office.

The intention behind loud quitting is not just to announce the departure but also to shed light on workplace issues that they believe need to be addressed. It’s seen as a form of protest against poor working conditions, low pay, lack of advancement opportunities, or other grievances.

What are some examples of Loud Quitting?

Employees are employing various ways to “loud quit.” Some might publicly announce their resignation on social media platforms, expressing their dissatisfaction. Others might spread the news of their imminent departure within their organization. Some might directly confront their boss, declaring they’re done with excessive work hours. These methods make resignation a public statement rather than a private action.

One of the most viral instances of loud quitting happened with Marina Shifrin. She was an employee at a Taiwanese animation company, who quit her job by creating a dance video set to Kanye West’s “Gone.” In the video, she danced around her empty office at 4:30 am, explaining via subtitles that she had sacrificed relationships, time, and energy for a job that only cared about quantity and how many views each video got. The video ended with her announcing, “I quit,” and it quickly went viral and amassed over 19 million views, bringing attention to her grievances about the digital media industry’s work culture.

Another widely publicized instance of loud quitting involved a group of employees from a Chipotle Mexican Grill restaurant in Pennsylvania. The entire staff walked out and left a sign on the door saying, “Ask our corporate offices why their employees are forced to work in borderline sweatshop conditions.” This public display brought widespread attention to their complaints about the working conditions at the chain.

In a more recent case, at least five employees at Goldman Sachs used a PowerPoint presentation to publicly resign, highlighting the 100-hour work weeks and intense pressure they were under. The presentation was shared widely on social media, sparking conversations about work-life balance and the high-pressure environment in finance and banking.

These examples of loud quitting all share a common theme: employees using their resignations as a public platform to highlight workplace issues in the hope of instigating change.

Ways to prevent loud quitting

There are several strategies that employers can utilize to prevent “loud quitting” in the workplace.

  1. One of the most effective ways is to foster open communication within the organization. Managers should proactively initiate conversations when they notice signs of disengagement among employees. This can help them understand the reasons behind the dissatisfaction and address concerns promptly.
  2. Another strategy is to empower employees and ensure fair compensation and benefits. This can foster a positive work environment and dissuade employees from resorting to loud quitting.
  3. Training leaders to prevent unprofessionalism, micromanaging, and workplace toxicity can also be beneficial. Improving leadership skills can lead to better communication and less workplace discontent.
  4. Conducting exit interviews can provide valuable insights into why employees choose to leave. This information can be used to make improvements and prevent future loud quitting.
  5. Promoting work-life balance and creating a supportive work environment can also help maintain a motivated team and prevent loud quitting. Understanding the needs of employees and addressing them timely can prevent them from feeling the need to resort to loud quitting.

In conclusion, preventing loud quitting requires a multifaceted approach that includes open communication, fair compensation, empowering employees, and promoting work-life balance.

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