Published on June 7th, 2023
Loud quitting, as the term implies, does not mean to enter the workplace and scream about quitting your job. When aiming for loud quitting, an employee loudly informs their boss that they are seeking better opportunities elsewhere.
Quiet quitting on the other hand is a much more passive approach towards your job. Loud quitting and quiet quitting have become buzzwords in the workplace today and it is time to understand the differences between them.
Quiet quitting and loud quitting are two different ways that employees can express their dissatisfaction with their jobs.
|Aspect||Quiet Quitting||Loud Quitting|
|Behavioral communication||Disengagement||Complaining, job searching, badmouthing|
|Intent||To preserve mental health or to avoid conflict||To get a raise, promotion, or other change|
|Impact on employer||Can be detrimental in the long run||Can be disruptive in the short term|
|Impact on employee||Can be a healthy way to cope with dissatisfaction||Can damage relationships and reputation|
There are many reasons why employees might choose to quiet quit or loud quit. Some of the most common reasons include:
Loud quitting is a negotiation tactic where an employee expresses their displeasure with their job in a demonstrative way, in the hopes that their boss will offer them a raise or promotion to keep them.
According to The Guardian, one way to execute a loud quit is by subtly expressing dissatisfaction, highlighting achievements to the boss, and emphasizing the potential for greater opportunities elsewhere. It is most effective to carry out a loud quit directly with the relevant individuals—namely, one's bosses. Attempting to do so in front of colleagues may backfire, as it can be perceived as disruptive, leading employers to be less receptive to demands.
It is advisable for employees to refrain from discussing their intentions with colleagues and approach loud quitting as a compromise, avoiding a self-centered approach. Before initiating conversations about salary raises or promotions, those who choose to loud quit should consider how such requests would benefit their bosses and the organization.
There are many signs that can indicate that an employee is disengaged. Some of the most common signs include:
If you notice any of these signs in an employee, it is important to talk to them about it. Find out what is causing their disengagement and see if there is anything you can do to help. Disengaged employees can be a drain on your team, so it is important to address the issue early.
Here are some additional tips for identifying disengaged employees:
These HR trends are reshaping the way organizations and employees navigate resignations, and they underscore the importance of fostering a healthy work environment. Employers need to proactively address workplace issues, listen to their employees' concerns, and create a culture that encourages open dialogue. By doing so, they can mitigate the risk of both quiet quitting and loud quitting, ultimately fostering a more engaged and satisfied workforce.
Check out HireQuotient’s EasySource - an automated talent sourcing tool, to find and engage with candidates who fit your requirements and minimise the risk of quiet quitting or loud quitting.
Radhika Sarraf is a content specialist and a woman of many passions who currently works at HireQuotient, a leading recruitment SaaS company. She is a versatile writer with experience in creating compelling articles, blogs, social media posts, and marketing collaterals.
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