Loud quitting is the newest workplace trend and is a form of employee disengagement where employees try and play risky mind games to squeeze more money out of employers.
This might involve mentioning they are not happy in the office and that they are applying for other jobs in the hope for a pay rise.
This trend is troubling as it signals employees are not happy as well as a disconnect between the employer and employee regarding expectations when it comes to promotions and pay. It is in a manager’s best interest to recognise and prevent loud quitting and correct it as soon as possible.
Jonny Edser at Wildgoose has listed their tips for preventing and combating loud quitting:
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Listen to your employees
Often, employees who are loud quitting have usually expressed concerns previously that their managers have failed to fix or ignore. Loud quitting is likley to occur after employees feel their managers are oblivious or apathetic to their concerns.
Listening to employees and validating their concerns can go a long way in preventing employees getting to the stage where they need to loud quit. If employees feel like they are being listened to, understood and feel like their manager has their best interests in mind, they are less likely to feel the need to apply for other jobs.
Don’t wait until an annual review to discuss issues around pay. It is important to have regular meetings and conversations with employees around issues such as pay.
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Communicate their value
It’s super important for employers to let employees know just how important they are to the organisation and how much you truly value their contributions. As team members, it is really important that you show appreciation for their work and this will motivate them to continue to create value in the organisation.
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Prepare for conversations and make them understand the bigger picture
When employees are disappointed with their pay, it’s usually due to a lack of information. They may not be aware of how the organisation is performing, or why they may not be eligible for a pay rise at the moment.
You should explain and help employees understand the industry standard and how you are ensuring they are paid in-line with this. You might also want to explain the decision- making behind how the choice was made so that the employee understands you are being fair.
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Work together with employee to develop a development plan
If an employee is asking for a promotion but they are not ready in their career progression for that next step, then it is important to communicate why this might be and how they can develop to get there. Employees are generally motivated by self-development, this can also help build employee motivation. If employees understand why a pay rise is not viable at the current moment but are given objectives to work towards this may help avoid any loud quitting.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
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