Démission à voix haute
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.
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.
What are the causes of loud quitting?
Some of the causes of loud quitting may include:
- 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
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.
Enquêtes sur le pouls des employés :
Il s'agit d'enquêtes courtes qui peuvent être envoyées fréquemment pour vérifier rapidement ce que vos employés pensent d'un sujet. L'enquête comprend moins de questions (pas plus de 10) afin d'obtenir rapidement des informations. Elles peuvent être administrées à intervalles réguliers (mensuels/hebdomadaires/trimestriels).
Rencontres individuelles :
Organiser périodiquement des réunions d'une heure pour discuter de manière informelle avec chaque membre de l'équipe est un excellent moyen de se faire une idée précise de ce qui se passe avec eux. Comme il s'agit d'une conversation sûre et privée, elle vous permet d'obtenir de meilleurs détails sur un problème.
eNPS :
L'eNPS (employee Net Promoter score) est l'un des moyens les plus simples et les plus efficaces d'évaluer l'opinion de vos employés sur votre entreprise. Il comprend une question intrigante qui permet d'évaluer la loyauté. Voici un exemple de questions posées dans le cadre de l'eNPS Quelle est la probabilité que vous recommandiez notre entreprise à d'autres personnes ? Les employés répondent à l'enquête eNPS sur une échelle de 1 à 10, où 10 signifie qu'ils sont "très susceptibles" de recommander l'entreprise et 1 signifie qu'ils sont "très peu susceptibles" de la recommander.
Sur la base des réponses, les salariés peuvent être classés dans trois catégories différentes :
- Promoteurs
Employés qui ont répondu positivement ou qui sont d'accord. - Détracteurs
Employés qui ont réagi négativement ou qui ont exprimé leur désaccord. - Passives
Les employés qui sont restés neutres dans leurs réponses.
What are the effects of loud quitting?
The effects of loud quitting are as follows:
- 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.
- 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.
- 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.
- 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
How to deal with loud quitting?
Some steps employers and organizations can take when confronted with a loud quitting:
- 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.
- 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:
- 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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