Loud quitting refers to the trend of employees declaring their resignation on social media, or venting their frustration with their jobs online.
An example of the same can include an employee posting negative things about their employer before sending out a resignation mail. According to Fortune, loud quitters seem more dangerous as they not only express negative emotions about their boss but also drag the organisation down before they leave.
Loud quitting, which can also be known as being actively disengaged, stands in contrast to quiet quitting, which sees people keeping their jobs, but mentally stepping back from the burdens of work -- for example, working only the required number of hours and not making their jobs an important center of their lives.
Now, employees are doing the complete opposite and “loud quitting,” according to Gallup's 2023 State of the Global Workplace Report. As the name suggests, workers are “actively disengaged” on the job and not afraid to show it. Unlike quiet quitters, “loud quitters” are acting out their unhappiness on their way out.
Quiet quitting is when employees continue to put in the minimum amount of effort to keep their jobs, but don't go the extra mile for their employer. This might mean not speaking up in meetings, not volunteering for tasks, and refusing to work overtime. It might also result in greater absenteeism.
Pay discrepancies are one of the leading causes of quiet quitting. The issue isn't that employees don't want to do the extra work but don't feel appropriately compensated for their efforts. More than money, the root of the problem is a lack of respect.
This differs from the “great resignation” in which employees left their jobs in droves. In quiet quitting, employees simply stop putting in the extra effort. They become disengaged and unproductive, but they don't make a fuss about it.
For some, it's come to mean mentally checking out from work and doing the bare minimum to get by. For others, it's about not accepting additional work without additional pay. Many want to untether their careers from their identities.
Quiet quitting then, is often used to cope with burnout. It has been defined in a couple of different ways — some describe it as not actively going above and beyond at work, while others see it as doing only the bare minimum to remain employed.
With the majority of the world's employees engaging in quiet quitting (59%) — only 23% of survey respondents consider themselves to be thriving or engaged at work. Low-engagement workers are costing the global economy an estimated $8 trillion and account for 9% of global GDP, according to Gallup.
Quiet quitting doesn't mean an employee has left their job, but rather has limited their tasks to those strictly within their job description to avoid working longer hours. They want to do the bare minimum to get the job done and set clear boundaries to improve work-life balance.
Quiet quitting can have several negative effects on the employee who is leaving their job without giving notice. Some of these effects include: Damage to professional reputation: Quiet quitting can make the employee look unprofessional and unreliable, which can damage their reputation in the job market.
The most effective way to address quiet quitting is to have an open and honest conversation with employees. You can take the “quiet” out of “quiet quitting,” by airing the issues out in the open. For the employee to feel comfortable enough to be honest, you should clarify that this talk is not a punishment.
If you have nothing to do at work, it means there are few, or no, tasks your employer expects you to complete. While this can occasionally offer a welcome break from fast-paced positions, prolonged periods of inactivity can affect your mood and the fulfillment you feel in your role.
Silence and productivity
article, doing nothing and staying silent has been shown to boost the growth of new brain cells, potentially making you more productive in the future. Taking some time to daydream can enhance your productivity tenfold.
While the concept may sound reasonable, this approach is more harmful than you might think. Quiet quitting isn't just disrespectful to employers and managers in the sense that employees aren't really giving their employers the chance to try and fix their problems — it hurts employees as well.
Your staff might simply be feeling overwhelmed or, having been in the same position for years, be lacking in motivation and starting to tune out. It's best to nip problems of this kind in the bud rather than letting them grow too big.
The term "quiet quitting" went viral last year, describing people who stay in their jobs but mentally take a step back -- for example, working the bare minimum and not making their job the center of their lives.
Twenty-one percent of workers are 'quiet quitting,' choosing to put in only the bare minimum and just doing what they are paid to do.