Vickie Price Discusses Ongoing Trend of Unrest and Low Employee Engagement

In contrast to last year’s practice of quiet quitting in which people stay in their jobs but mentally check out, loud quitting occurs when people are unhappy with something work related and as a result, they act out in a disruptive or “loud” manner.

Loud quitters want everyone to know about their unhappiness and tend to undermine co-workers, managers and the organization as a whole in an attempt to be heard. Inappropriate social media posts, angry outbursts and negative emails are the types of behaviors commonly exhibited by loud quitters.

Obviously, loud quitting can significantly impact an organization’s operations. Those who choose not to leave may be asked to take on additional work to cover the gap left by the loud quitter (especially if they left unexpectedly or without notice). Reputational damage may also be a concern if the departing employee posts on social media and/or spreads their negativity to others. The end result is that loud quitting can be a distraction that results in lost productivity, poor morale and/or increased turnover.

Whether it’s quiet quitting, loud quitting, or the next new buzzword yet to be determined, this apparent trend of unrest and low employee engagement leads to a loss in business and ultimately profitability.

In fact, according to Gallup’s 2023 State of the Global Workplace Report, employee engagement, while higher in 2022 than in previous years stands at only 23%.

Think about that – less than ¼ of the workforce is actively engaged. The same report found that 51% of currently employed workers are watching for or actively seeking a new position. This apparent lack of commitment can be devastating to an organization, especially those struggling with finding competent and qualified talent.

These numbers, while somewhat shocking, can and probably should serve as a wake-up call for leaders to step up and create environments in which employees will be motivated to do their best work.

Here are some tips and techniques that managers may find helpful:

• Clearly communicate expectations and provide employees with the resources they need to meet those expectations.

• Get to know your people and let them know that you care.

• Ensure people are doing the work that they love and that they have the training and tools to thrive.

• Provide opportunities for personal and professional development.

• Ask for feedback and act on it when appropriate.

• Make employee wellbeing a priority.

• Praise in public and discipline in private.

• When you get to the point where you’ve done all you can to help someone be successful and it’s still not working out, cut the cord quickly, compassionately, and respectfully.

In addition to the above, we encourage all organizations to review their employee handbooks and ensure they have clear guidelines relative to acceptable workplace behavior, social media posts, and required notice periods.

For more on loud quitting, check out the segment: "Loud Quitting and Its Impact on the Workplace", which recently ran on WTVR's "Virginia in the Morning."

Your OneDigital HR consulting team can provide both individual and organizational support during times of disruption and uncertainty in the workplace.