Lautes Quittieren
Loud quitting is when an employee leaves a company in a noticeable or dramatic way, often to express frustration or unresolved dissatisfaction.
Unlike quiet quitting, where disengagement is subtle, loud quitting is bold and vocal. For HR professionals, it signals deeper issues in the workplace, while for employees, it may feel like the only way to be heard.
Was bedeutet es, laut zu kündigen?
Bei der lautstarken Kündigung am Arbeitsplatz geht es darum, das Unternehmen zu verlassen oder zu kündigen, oft indem man seine Wut oder Frustration zum Ausdruck bringt und dafür sorgt, dass Kollegen und Vorgesetzte seine schlechten Erfahrungen nicht ignorieren können.
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.
Was sind die Ursachen für lautes Aufhören?
Einige der Ursachen für lautes Aufhören können sein:
- 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. - 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.
- 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.
- Organizational culture: A toxic or dysfunctional culture that disapproves of prioritizing employee well-being or promotes unethical practices can drive employees to leave chaotically.
- 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.
- 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 are the types of loud quitting?
Loud quitting can take many forms, ranging from passive-aggressive actions to very public resignations.
- Verbal confrontation: Expressing discontent openly during meetings
- Public resignation: Posting resignation letters or videos online
- Exit email blast: Addressing grievances in a company-wide message
- Glassdoor or LinkedIn storytelling: Sharing unfiltered exit stories
- Symbolic protest: Quitting during key events or deadlines to make a statement
- Creative rebellion: Using art, satire, or humor to highlight issues
What are the risks of loud quitting?
While it may offer emotional release, loud quitting carries consequences for both employees and organizations.
- May harm the employee’s professional reputation
- Can lower team morale and productivity
- Triggers public scrutiny of company culture
- Leads to strained HR and legal situations
- Distracts from work priorities and creates conflict
What can companies do to prevent loud quitting?
Preventing loud quitting starts with fostering open dialogue, fair treatment, and a psychologically safe culture.
- Build better communication between staff and leadership
- Train managers in empathy, listening, and conflict resolution
- Act quickly on feedback from engagement surveys
- Recognize contributions consistently and publicly
- Provide clear career growth paths and fair evaluations
- Encourage safe, confidential feedback channels
- Normalize speaking up before it reaches a breaking point
Was ist der Unterschied zwischen lautem und leisem Kündigen?
Lautes Kündigen ist eine aufmerksamkeitsstarke Kündigung, und die Mitarbeiter entscheiden sich dafür, ihre Frustration laut zu äußern oder offen zu gehen, indem sie ihre Emotionen zum Ausdruck bringen, z. B. durch emotionale Ausbrüche oder öffentliche Kritik am Arbeitsplatz. Lautes Kündigen kann zu Spannungen und Störungen am Arbeitsplatz führen und sich nachteilig auswirken.
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.
Bei der stillen Kündigung wird die Kündigung nicht offen ausgesprochen oder es kommt zu Störungen am Arbeitsplatz. Die Mitarbeiter gehen diskret, um keine Brücken zu zerstören oder eine berufliche Beziehung aufrechtzuerhalten.
Umfragen zum Puls der Mitarbeiter:
Es handelt sich um kurze Umfragen, die häufig verschickt werden können, um schnell zu erfahren, was Ihre Mitarbeiter über ein Thema denken. Die Umfrage umfasst weniger Fragen (nicht mehr als 10), um die Informationen schnell zu erhalten. Sie können in regelmäßigen Abständen durchgeführt werden (monatlich/wöchentlich/vierteljährlich).
Treffen unter vier Augen:
Regelmäßige, einstündige Treffen für ein informelles Gespräch mit jedem Teammitglied sind eine hervorragende Möglichkeit, ein echtes Gefühl dafür zu bekommen, was mit ihnen passiert. Da es sich um ein sicheres und privates Gespräch handelt, können Sie so mehr Details über ein Problem erfahren.
eNPS:
Der eNPS (Employee Net Promoter Score) ist eine der einfachsten, aber effektivsten Methoden, um die Meinung Ihrer Mitarbeiter über Ihr Unternehmen zu ermitteln. Er enthält eine interessante Frage, die die Loyalität misst. Ein Beispiel für eNPS-Fragen sind: Wie wahrscheinlich ist es, dass Sie unser Unternehmen weiter empfehlen? Die Mitarbeiter beantworten die eNPS-Umfrage auf einer Skala von 1 bis 10, wobei 10 bedeutet, dass sie das Unternehmen mit hoher Wahrscheinlichkeit weiterempfehlen würden, und 1 bedeutet, dass sie es mit hoher Wahrscheinlichkeit nicht weiterempfehlen würden.
Anhand der Antworten können die Arbeitnehmer in drei verschiedene Kategorien eingeteilt werden:
- Projektträger
Mitarbeiter, die positiv geantwortet oder zugestimmt haben. - Kritiker
Mitarbeiter, die sich negativ geäußert haben oder nicht einverstanden waren. - Passive
Mitarbeiter, die sich bei ihren Antworten neutral verhalten haben.
Was sind die Auswirkungen von lautem Aufhören?
Das laute Aufhören hat folgende Auswirkungen:
- 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.
- Schädigung des beruflichen Ansehens: Mitarbeiter, die lautstark kündigen, riskieren den beruflichen Ruf für sich und das Unternehmen, was zu Stress unter den Mitarbeitern und Kollegen führen kann.
- Auswirkungen auf das Image des Arbeitgebers: Eine drastische Kündigung kann sich schlecht auf das Image des Arbeitgebers auswirken, vor allem, wenn die Unzufriedenheit des Arbeitnehmers berechtigt und ungelöst ist.
- Increase employee turnover: A loud quitting incident can contribute to a negative work landscape and trigger a ripple effect, leading to more employee turnover.
- 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.
- 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.
When does loud quitting usually occur?
Loud quitting often happens when employees feel they’ve hit a breaking point. It usually follows a long period of dissatisfaction or a triggering incident.
- After being passed over for promotions
- During or after unfair performance reviews
- Following a toxic encounter with management
- After witnessing unethical or biased behavior
- When internal complaints are ignored or dismissed
Who is most likely to loud quit?
While any employee might loud quit, it's often those who feel deeply undervalued or ignored in their role despite consistent effort.
- Long-term employees with built-up resentment
- High performers facing leadership conflict
- Individuals from marginalized or underrepresented groups
- Employees without psychological safety in the workplace
- Gen Z or millennial employees who value transparency and impact
Where does loud quitting typically play out?
Loud quitting often spills outside the office. It isn’t just a closed-door HR conversation—it can go public, affecting employer reputation.
- Social media platforms like LinkedIn, X, or Instagram
- Company meetings or internal group chats
- Glassdoor reviews or forums
- Exit interviews or resignation emails shared widely
- Public protests or internal whistleblower reports
Wie geht man mit lautem Kündigen um?
Einige Schritte, die Arbeitgeber und Organisationen unternehmen können, wenn sie mit einer lauten Kündigung konfrontiert werden:
- 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.
- 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.
- 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.
- Address grievances: Take the feedback received during the interview seriously and address any legitimate concerns raised by the employee.
- 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.
- Review company policies and culture: Take the opportunity to review company policies, culture, and employee satisfaction.
- Unterstützen Sie die verbleibenden Mitarbeiter: Lautstarke Kündigungen können Auswirkungen auf die verbleibenden Mitarbeiter haben. Bieten Sie ihnen Unterstützung, Zusicherungen und Möglichkeiten zur Kommunikation.
Wie kann man lautes Kündigen verhindern?
Einige Strategien, die helfen, das laute Aufhören zu verhindern:
- 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. - 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. - 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.
- 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.
- 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.
- Review compensation and benefits: Ensure that compensation and benefits packages are competitive compensation can reduce dissatisfaction and employee burnout.
- 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.
How to loud quit as an employee?
If you're considering a loud exit, think carefully about your goals and the risks. It may feel empowering but could affect future opportunities.
- Reflect on whether internal resolution is possible
- Document issues and communication history
- Choose the right medium (exit interview, social media, etc.)
- Avoid personal attacks—focus on patterns and facts
- Be aware of legal or contractual obligations
- Prepare for career impact and future references
- Use your voice to advocate, not just retaliate
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