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Quiet Quitting Is Out. Loud Quitting Is In.
Quitting jobs historically has been relatively straightforward. Unless an employee was being terminated, they generally gave their notice to their employer, said their goodbyes to their coworkers, and moved on to their next position. However, over the past several years, new types of quitting have arisen that have often taken employers by surprise. While the most prominent example has been quiet quitting, a new type of quitting known as “loud quitting” is on the rise. Our Richmond employment lawyers can assist both employees and employers in dealing with its effects.
What Is Quiet Quitting?
“Quiet quitting” is somewhat of a misnomer, as it generally does not involve employees actually quitting their jobs. Instead, it occurs where employees do only the bare minimum requirements of their jobs, putting in no more effort than is absolutely necessary. Quiet quitters typically fulfill only the basic requirements of their job descriptions, never going above and beyond or volunteering to handle additional projects. The causes of quiet quitting are myriad, but experts tend to believe it is due to disengagement at work, a phenomenon that occurs when workers feel that their needs are consistently being unmet.
Introducing “Loud Quitting”
Loud quitting is a growing phenomenon wherein employees announce that they are quitting in dramatic and attention-seeking ways. Examples of loud quitting include:
- Sending company-wide emails announcing their departure
- Posting news of their departure, as well as their grievances against their employer, on social media
- Making a scene in the workplace when announcing their departure
- Encouraging coworkers to quit
- Publicly disparaging their former employer
Whereas quiet quitting typically is due to disengagement, loud quitting is often the result of long-simmering grievances and frustrations. In other words, loud quitting can be considered a “public display of dissatisfaction.”
The Risks of Loud Quitting for Employees and Employers
Employees are free to quit loudly if they want, but doing so could potentially have significant ramifications for both employees and employers.
For employees, the risks can include:
- Burning bridges with former employers
- Breaching employment contracts (e.g., non-disparagement agreements)
- Legal action for defamatory statements
- Jeopardizing future employment offers, as employers may see the employee as not worth the risk
For employers, the risks of loud quitting can include:
- Reputational harm
- Disruption to the organization’s operations
- Damage to morale among remaining employees
- Allegations that the employee’s departure was the result of a hostile work environment which can raise discrimination and retaliation issues
How Employers Can Prevent Loud Quitting
Preventing loud quitting is easier said than done, as there is no single magic recipe for creating a positive, healthy, and engaged workplace. Generally, employers should implement policies and procedures designed to encourage communication between employees and managers, address employee complaints quickly, and promote healthy work-life balance. Most importantly, employers should ensure that their employees’ needs are being met.
Discuss Your Concerns With a Richmond Employment Lawyer
For more information about loud quitting and how to avoid the circumstances that lead to it, please discuss your concerns with a Richmond employment lawyer at Pierce / Jewett by calling 804-502-2320 or using our online contact form.