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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Loud Quitting

Loud quitting can be described as dramatic or public resignation, an employee's decision to resign from the job often involving public display via social media out of frustration or anger. Loud quitting may hamper the employee resigning and the organization's overall reputation.

What is the meaning of loud quitting?

Loud quitting in the workplace is about walking away or resigning from the company, often by displaying their anger or frustration, ensuring that colleagues and superiors can’t ignore their poor experiences; making such an exit involves making strong statements, having arguments or leaving a negative powerful message.

In short, the employee leaving the organization chooses to make the exit noticeable and conspicuous by expressing their discontent or employee grievances openly and loudly.

Listen, recognize, award, and retain your employees with our Employee engagement software  

What are the causes of loud quitting?

Some of the causes of loud quitting may include:

  1. Unresolved grievances
  2. High stress and burnout
  3. Lack of recognition and appreciation
  4. Organizational culture
  5. Ethical concerns
  6. Workload imbalance
  1. Unresolved grievances: Employees may resort to loud quitting when they feel their concerns are not being attended, instead are being ignored or dismissed by the management. When employees believe their feedback is not valued, they tend to make dramatic exit as a last attempt to draw attention towards the issue being faced.
  2. High stress and burnout: A stressful work landscape, excessive workload, unrealistic expectations, or lack of work-life balance can lead to employee burnout. When employees reach their full potential, they may resign dramatically to escape the overwhelming stress.
  3. Lack of recognition and appreciation: A lack of acknowledgement for hard work and achievements makes employees feel undervalued and unappreciated, prompting them to seek attention through a dramatic exit.
  4. Organizational culture: A toxic or dysfunctional culture that disapproves of prioritizing employee well-being or promotes unethical practices can drive employees to leave chaotically.
  5. Ethical concerns: Employees who witness or are asked to engage in immoral practices within the workplace may tap to quit dramatically as an act of protest against the organization.
  6. Workload imbalance: An uneven workload distribution or a perception that some employees are unfairly burdened while others have lighter responsibilities can lead to resentment and prompt a chaotic exit.

What is the difference between loud quitting and quiet quitting?

Loud quitting is an attention-grabbing resignation, and employees choose to express their frustration loudly or leave openly by expressing their emotions, such as emotional outbursts or public criticism of the workplace. Loud quitting can create tension and disruption in the workplace and adverse effects.

Quiet quitting, on the other hand, is a more discreet and private resignation. Employees who choose to quit quietly in a composed and professional manner, without creating any scene and submitting resignation letter to the HR.

Quiet quitting does not involve expressing openly or creating disruptions in the workplace. The employees leave discreetly to avoid burning bridges or maintain a professional relationship.

What are the effects of loud quitting?

The effects of loud quitting are as follows:

  1. Negative impact on team morale
  2. Damage professional reputation
  3. Impact on employer’s image
  4. Increase employee turnover
  5. Management and HR challenges
  6. Difficulties in future job searches
  1. Negative impact on team morale: Witnessing a loud quitting incident can lower the morale of the coworkers and create a sense of uncertainty or discomfort, affecting the team’s cohesiveness and performance.
  2. Damage professional reputation: Employees who quit loudly risk the professional reputation for themselves and the organization, which may create stress among the employees and colleagues.
  3. Impact on employer’s image: A dramatic resignation can reflect poorly on the employer’s image, majorly if the reason behind the grievance is that the employee's discontent is legit and unresolved.
  4. Increase employee turnover: A loud quitting incident can contribute to a negative work landscape and trigger a ripple effect, leading to more employee turnover.
  5. Management and HR challenges: HR and management teams may face challenges in handling the repercussions of loud quitting incidents, including addressing the concerns of remaining employees and mitigating the impact.
  6. Difficulties in future job searches: A dramatic exit from a previous job can make it challenging for employees to secure future employment. Prospective employers may view the behavior as inappropriate and be skeptical about hiring such candidates.

How to deal with loud quitting?

Some steps employers and organizations can take when confronted with a loud quitting:

  1. Keep a steady demeanor
  2. Listen to the employee
  3. Conduct an exit interview
  4. Address grievances
  5. Preserve professionalism
  6. Review company policies and culture
  7. Provide support for remaining employees
  1. Keep a steady demeanor: Stay collected when dealing with a loud quitting situation and avoid escalating emotions or engaging in confrontations that may exceed the situation.
  2. Listen to the employee: Be open to communication and listen to the departing employee’s reason for the actions; even if their approach may not be ideal, be empathetic and identify underlying issues.
  3. Conduct an exit interview: If appropriate, schedule an exit interview to allow the employee to express their concerns and control the environment. This can provide valuable feedback for the organization and address grievances.
  4. Address grievances: Take the feedback received during the interview seriously and address any legitimate concerns raised by the employee.
  5. Preserve professionalism: Encourage the departing employee to leave on a positive note. Offer assistance with their transition and encourage them to maintain a professional demeanor.
  6. Review company policies and culture: Take the opportunity to review company policies, culture, and employee satisfaction.
  7. Provide support for remaining employees: Loud quitting incidents can have an impact on remaining employees. Provide them with support, reassurances, and avenues for communication.

How to stop loud quitting?

Some strategies to help stop loud quitting:

  1. Foster open communication
  2. Address employee concerns promptly
  3. Conduct exit interviews
  4. Promote work-life balance
  5. Offer training
  6. Review compensation and benefits
  7. Recognize and appreciate employees
  1. Foster open communication: Encourage employees to communicate transparently between management and employees. Create channels for feedback, such as suggestion boxes, regular meet-ups, or anonymous surveys, to allow employees to express their concerns.
  2. Address employee concerns promptly: Actively listen to employee concerns and address them promptly and effectively. Show employees that their feedback is valued and that the organization is committed to resolve issues.
  3. Conduct exit interviews: Use exit interviews as an opportunity to collect feedback from departing employees. Analyze the feedback to identify recurring issues and implement changes to address them.
  4. Promote work-life balance: Encourage employees to maintain a work-life balance and provide flexibility when possible, and maintain personal and professional life can increase job satisfaction.
  5. Offer training: Provide training to managers and supervisors on effective leadership, conflict resolution, and how to handle employee concerns in a proper way. A supportive management team can prevent issues from escalating to loud quitting.
  6. Review compensation and benefits: Ensure that compensation and benefits packages are competitive compensation can reduce dissatisfaction and employee burnout.
  7. Recognize and appreciate employees:Acknowledge and reward employees for the hard work and dedication, recognizing achievements can boost morale and help employees feel valued and motivated.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

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