Today’s workplace suffers from an employee engagement problem. Only 23% of 120,000+ employees surveyed for Gallup’s recent State of the Global Workplace report being engaged at work. 62% say they’re not engaged, and 15% note they’re actively disengaged.
Since the pandemic, employee engagement levels have decreased, which led to the trend of quiet quitting making waves on social media and in the workplace starting in 2021. More than half of the world’s workers are quiet quitting at present, but one in five are loud quitting, according to Gallup research.
While neither approach is ideal, loud quitting causes more downstream waves due to the fact that it’s — well — loud.
Read on to learn more about what loud quitting is and how to prevent it.
Loud Quitting vs. Quiet Quitting
First off, let’s define the terms. While they both include the word quitting, the employees quiet quitting and loud quitting aren’t tendering their resignation — at least not yet.
Loud quitting refers to employees who are actively disengaged and dissatisfied with their jobs, and are airing their grievances. They may complain directly to family and coworkers or on social media sites. These employees do less than the bare minimum at work and may even refuse a manager’s request.
Quiet quitting is when employees reduce their work participation down to the bare minimum. They often stop interacting with colleagues and managers, and show less enthusiasm at work. While they may still fulfill their job duties, their lack of engagement signals a withdrawal from the workplace, often in response to feeling undervalued, overworked, or disconnected from the company’s mission.
What Causes Loud Quitting?
Loud quitting happens when workers are dissatisfied and disengaged. Common reasons for employees to be unhappy at work include:
- Lack of work-life balance: 65% of employees surveyed for a Harvard Business Review (HBR) article noted they want more control over which people they work with, projects they complete, and hours they hold.
- Uninspiring leadership: Almost all workers surveyed by HBR say they want to work for a leader who inspires them, but only 36% do.
- Lack of clarity in goals: Nearly all workers say they perform better when they know how their work contributes to the bigger picture. Yet only half of survey respondents ages 25-45 felt they could connect daily tasks to strategic initiatives.
- Inadequate compensation and benefits: When employees feel they are not being fairly compensated for their work, especially if they see others receiving better pay or benefits for similar roles, it can lead to feelings of resentment and frustration.
- No room for growth: Employees who see no clear path for growth or advancement within the company may become disillusioned with their jobs.
What are the Signs an Employee is Considering Loud Quitting?
If you know the signs of a disgruntled or disengaged employee, you have an opportunity to intervene and turn the situation around. The signs an employee may be considering loud quitting include:
- Behavioral changes: A previously passionate employee may start displaying apathy and participating less in team meetings. They may start taking frequent sick days or showing up late to work.
- Performance decline: The quality and quantity of work will likely begin to suffer. Productivity decreases, deadlines are missed, and finished projects will no longer meet company standards.
- Reduced communication: A disengaged employee may reduce their communication with colleagues and managers, becoming less responsive to emails or calls. They might avoid team activities or collaborative projects, preferring to work in isolation.
- Increased conflict:Disgruntled employees may have more conflicts with coworkers or supervisors, displaying a confrontational attitude or difficulty working in teams.
If you notice any of these signs, address them with the employee. Approach the employee privately and express your observations in a non-confrontational manner. Ask open-ended questions to understand their perspective and listen actively to their concerns.
See if there’s anything you can offer the employee to help them thrive at work, such as training opportunities, mentorship, or flexible work options. At the same time, it’s important to ensure the employee understands their role and how it contributes to company goals. If there’s no viable solution to resolve the issues through conversation and support, consider implementing a performance improvement plan.
How to Prevent Loud Quitting
The negativity of one employee loud quitting can quickly spread through the workplace, creating an uncomfortable, or even toxic, environment. To avoid a negative impact, it’s best to prevent loud quitters in the first place.
Preventing loud quitting starts with building a healthy company culture. Promote a positive work environment with these tips:
Build Strong Relationships
Provide opportunities for teams to get to know each other, both in a professional capacity and casually. Encourage collaboration by organizing cross-departmental projects where team members can work together toward common goals, allowing them to build trust and respect through shared successes.
Consider hosting casual, optional activities that promote team bonding, such as team lunches, puzzle breaks, book clubs, or intramural sports teams. These low-pressure environments enable employees to connect over shared interests, fostering stronger relationships that enhance teamwork and collaboration within the workplace.
Solicit Employee Feedback
Engaging employees and soliciting feedback regularly matters. Ensure managers conduct regular one-on-ones with their reports and engage in active listening. You can also introduce pulse surveys, or single question check-ins that help gauge employee sentiment.
Paycor Pulse empowers company leaders to automatically send surveys on a regular basis, helping ensure their employees are heard. The platform enables leaders to quickly create analysis summaries, making it easier to spot opportunities for improvement.
Take Action
Don’t just ask employees for their opinion as lip service. Use their feedback to make meaningful changes in the workplace. For example, if feedback reveals that employees are struggling with work-life balance, you could introduce flexible working hours or establish “no meeting” days to give employees uninterrupted time to focus on their tasks.
Make it a point to communicate the actions you are taking based on employee feedback. This transparency builds trust and shows a commitment to fostering a positive work environment.
When employees see their input leading to real improvements, they are more likely to feel valued and remain engaged.
Encourage Career Development
Provide opportunities for growth and development within the company. Encourage employees to pursue training and development programs, mentorships, or new challenges within their roles. Employees who see a clear path for advancement and know their growth is supported are more likely to stay engaged and motivated.
Clarify Goals and Expectations
Ensure employees have a clear understanding of their roles, responsibilities, and how their work contributes to the company’s broader objectives. Regularly communicate the organization’s vision, mission, and strategic goals to all employees. Use tools like objectives and key results (OKRs) or key performance indicators (KPIs) to help employees see how their daily tasks align with the company’s long-term goals.
Enhance Compensation and Benefits
Conduct regular market research to ensure your compensation packages are competitive. Consider offering additional benefits, such as health and wellness programs, professional development opportunities, or performance-based bonuses.
Recognize and Reward Hard Work
Recognition plays a vital role in employee engagement. Regularly acknowledge employees for their hard work, achievements, and contributions to the team. Whether through a formal reward program, public acknowledgment, or a simple thank-you note, recognizing effort reinforces positive behavior and boosts morale.
Overall, focus on creating a workplace in which everyone feels heard, supported, challenged, and valued.
How Paycor Helps
In addition to Paycor Pulse, Paycor’s Talent Development solution offers a number of tools that empower leaders to build a positive work culture where employees contribute, thrive, and succeed together. From a Learning Management System to development tools for leaders, the software enhances employee growth, skills, and recognition. Request a product tour today.