You’ve heard of quiet quitting. Now meet the less subtle alternative used by 1 in 5 workers: LOUD quitting

Move over quiet quitting, the next phase of the unsatisfied employee is…loud quitting! Concerning new research undertaken by consulting and research firm, Gallup, has found that nearly 1 out of 5 workers are ‘loud-quitting’ their jobs, at a cost of $8.8 trillion to the global economy.  

Unlike quiet quitting - the work trend that went viral on TikTok around doing nothing more than your agreed role - loud quitting is much less subtle. Not only does an employee only put in the amount of effort required to do their job as agreed, but they’re also actively disengaged with their company. They may even work against their company’s goals because of their attitude and feeling towards their employer. And, as you might imagine, they’re also highly likely to resign and move to another company. 

So why are so many of us feeling the need to loud quit? 

According to Gallup, it comes down to a few key reasons, the most common being leadership. Of the 122,416 respondents questioned, 70% cited management as a reason for their desire to loud quit. While other factors such as lack of trust in the company or being mismatched to a role played a part, it’s clear that if you fix poor management, you fix the majority of loud-quitters’ complaints. 

As workers, how we’re managed has a huge impact on how we do our day-to-day jobs, and how we end up feeling about our employer overall. Like loud or quiet quitting, the act of poor management can be subtle or brazen, from general disinterest and neglect of employees, to actively making them feel miserable. So, just because a manager may not be specifically harassing an employee, it doesn’t mean they’re safe from the act of loud quitting as a result of their behaviors. 

Having looked at its findings, Gallup believes the key to avoiding loud quitting through bad leadership is threefold. To avoid this new trend, managers and company leaders should: 

• Aim to have one meaningful conversation a week with every employee they manage to share feedback
• Give recognition for their work, and discuss goals and priorities
• Allow employees a say in how they collaborate with their teams - for example, by deciding where they work in terms of in-person, remote, or hybrid arrangements. 

In the world of work, small changes go a long way. And, without an open and honest dialogue, it can be tricky to understand exactly what your employees value in a workplace, and what they’re non-negotiables are. If in doubt, always ask! 

At Remotify, we’re all about doing what’s best for all, and helping leaders and companies create amazing places to work. Want to find out more about how we do it? Give our friendly team of experts a call today!