2023: the year of the “loud quitter”

Move over quiet quitting, there’s a new resignation trend in town.

Amid the record levels of stress and yearning for engagement in the workplace that Gallup’s State of the Global Workplace Report documents, a new movement has entered the chat: loud-quitting.

While quiet quitting was the buzzword of 2022, loud quitting is the very vocal equivalent of 2023. According to the report, nearly one in five employees are actively disengaged and voicing their unhappiness as they engineer their way out of their jobs.

Acting in line with their name, "loud quitters" openly display their disengagement and dissatisfaction in the workplace. Unlike "quiet quitters," who silently disengage, these employees actively engage in behaviors that undermine the organization's goals and challenge its leadership. Gallup describes how these actions, such as publicly criticizing their boss on LinkedIn before promptly resigning, directly harm the organization and its reputation.

While the silent disengagement of "quiet quitters" can have long-term effects on a company's culture, the impact of "loud quitters" is far more immediate and potentially damaging. These individuals not only make a dramatic exit from their jobs while openly expressing their negative views about their employer but also spread their negativity and drag down those around them before they depart.

“They aren’t just unhappy at work. They are resentful that their needs aren’t being met and are acting out their unhappiness,” Gallup noted. “Every day, these workers potentially undermine what their engaged coworkers accomplish.”

Loud-quitters represent a huge organizational risk, and can take a huge toll on company culture, affecting colleagues’ thoughts and feelings on their workplace, boss, duties - and even collective goals. The reasons vary - from being unengaged with their manager to simply being unsuitable to their role.

“At some point along the way, the trust between employee and employer was severely broken,” Gallup writes. “Or the employee has been woefully mismatched to a role, causing constant crises.”

The cost of disengaged employees

Gallup estimate that the cost of employee disengagement in the workplace costs the global economy $8.8 trillion - the equivalent of 9% of global GDP.

″[They] represent an immense opportunity for economic growth … Leadership and management directly influence workplace engagement, and there is much that organizations can do to help their employees thrive at work.”

The effects of disengagement in the workplace have been long documented, but for organizations, the impact is significant.

Disengaged employees are often less productive, less motivated, and more likely to have a negative impact on team dynamics and morale. Here are some ways in which disengaged employees can impact the organization:

1. Decreased productivity: Disengaged employees are less likely to give their best effort and may lack the motivation to perform at their full potential. This can result in decreased productivity and lower quality of work.

2. Increased turnover: Disengaged employees are more likely to leave the organization, leading to higher turnover rates. Recruiting and training new employees can be costly and time-consuming, impacting overall organizational efficiency and incurring additional expenses.

3. Negative impact on team morale: Disengaged employees can bring down team morale and create a negative work environment. Their lack of enthusiasm and motivation can spread to other team members, leading to decreased collaboration, communication, and overall team performance.

4. Customer dissatisfaction: Disengaged employees may not provide the level of service or care needed to satisfy customers. This can result in poor customer experiences, decreased customer satisfaction, and potential loss of business.

5. Missed opportunities: Disengaged employees are less likely to contribute innovative ideas, take initiative, or go the extra mile to seize opportunities for growth and improvement. This can hinder organizational progress and prevent the organization from capitalizing on potential opportunities.

6. Increased absenteeism: Disengaged employees may have higher rates of absenteeism or presenteeism (being physically present but not fully engaged). This can lead to disrupted work schedules, increased workload for other employees, and potential decrease in overall team efficiency.

Overall, the cost of disengaged employees goes beyond just their individual performance. It can have ripple effects throughout the organization, impacting productivity, employee satisfaction, customer relationships, and ultimately the bottom line. Investing in strategies to improve employee engagement is crucial for organizations to minimize these costs and create a positive and productive work environment.

What strategies are there to improve employee disengagement?

Improving employee engagement requires a comprehensive approach that addresses various aspects of the work environment and employee experience. Here are some strategies that can help improve employee engagement:

1. Effective communication: Foster open and transparent communication channels to ensure employees are well-informed about company goals, changes, and initiatives. Encourage two-way communication to listen to employees' ideas, concerns, and feedback.

2. Provide growth and development opportunities: Offer training programs, professional development opportunities, and career advancement paths to help employees enhance their skills and knowledge. Providing clear growth opportunities shows employees that their development is valued and can increase their motivation and engagement.

3. Recognize and reward achievements: Acknowledge and appreciate employees' contributions and achievements through regular recognition programs. This can be done through verbal praise, public acknowledgment, or rewards and incentives, fostering a positive and motivating work environment.

4. Foster a positive work culture: Cultivate a positive work environment by promoting teamwork, collaboration, and mutual respect among employees. Encourage work-life balance, provide a supportive and inclusive atmosphere, and prioritize employee well-being.

5. Empower and involve employees: Involve employees in decision-making processes whenever possible to make them feel valued and engaged. Empower them to take ownership of their work and provide autonomy to make decisions within their roles.

6. Provide regular feedback and coaching: Offer constructive feedback and ongoing coaching to help employees improve their performance and provide a clear understanding of expectations. Regular feedback conversations can help align employee goals with organizational objectives.

7. Promote work-life balance: Support employees in achieving a healthy work-life balance by offering flexible work arrangements, promoting time off and vacation, and encouraging a culture that values well-being.

8. Create opportunities for social connections: Foster opportunities for employees to connect and build relationships with their colleagues. This can be done through team-building activities, social events, or virtual platforms that facilitate communication and collaboration.

9. Align employees with organizational values: Ensure employees understand the organization's mission, vision, and values. Help them see how their work contributes to the overall success of the organization and its impact on stakeholders.

10. Regularly evaluate and act on employee feedback: Conduct surveys, focus groups, or one-on-one discussions to gather feedback from employees and identify areas for improvement. Take action based on the feedback received to show employees that their opinions are valued and to drive positive change.

Remember, improving employee engagement is an ongoing process that requires continuous effort and a commitment from leaders and managers to create a positive and supportive work environment.

How to manage loud-quitters

Despite the challenges posed by quiet quitters, there is still hope for organizations, as they can represent a significant opportunity for growth and transformation, according to Gallup. These employees who silently disengage from their work can be seen as low-hanging fruit for productivity improvements. With the right coaching and management approach, they can be inspired and motivated to become valuable contributors to their teams. By making a few strategic changes in how they are managed, organizations have the potential to unlock the productivity and potential of these individuals.

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For HR and staffing teams, background screening can play a significant role in influencing employee engagement within an organization. By conducting thorough and comprehensive background checks during the hiring process, employers can ensure that they are bringing in qualified and trustworthy individuals into their workforce. This helps create a sense of trust and confidence among employees, knowing that their colleagues have been thoroughly vetted.

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Furthermore, background screening helps mitigate potential risks and safeguard the workplace environment. By identifying any red flags or past incidents in a candidate's background, employers can make informed decisions and take necessary precautions to maintain a safe and secure work environment. This contributes to a positive employee experience, as employees feel protected and supported by their organization.

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Moreover, background screening sends a strong message about an organization's commitment to integrity, ethics, and compliance. It establishes a standard of accountability and professionalism, setting the tone for the overall work culture. Employees are more likely to be engaged when they feel that the organization values transparency, fairness, and responsible hiring practices.

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Ultimately, screening helps keep things in check - the culture, ethos, expectations and an employee’s inherent value. The simple act of carrying out checks pre-hire - and even on existing employees - promotes a sense of trust, safety, and accountability within the workplace, which in turn enhances employee engagement. When employees have confidence in their organization's hiring practices and feel secure in their work environment, they are more likely to be fully engaged, motivated, and committed to their roles and the success of the organization.