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Beyond the noise: How loud quitting impacts employer brand


We’ve walked through the seasons of quiet quitting, boomerang employees and even bare minimum Mondays. But what’s loud quitting? And how is it impacting employers?

In today’s evolving business landscape, there’s a new form of resignation that’s more than just a disgruntled employee causing a ruckus. The phenomenon known as loud quitting is exactly that – loud.

What is loud quitting?

Loud quitting usually entails a dramatic, public exit made my employees in a manner that spans beyond the office hallways or team chats. It can find its way across social media channels, in videos or other attention-seeking methods to announce the big departure and express any frustrations.

Why do employees ‘loud quit?’

The adaptation of remote and hybrid work in today’s flexible workplace has expanded the use of social media channels as a way of connecting to co-workers away from the water cooler. With that and more than ever before, LinkedIn and other social networks provide employees with a space to express their individual thoughts and experiences.

Of course, every situation is unique, but generally employees that decide to go for the “loud quitting” approach do so because of:

  • Dissatisfaction with leadership
  • Cultural disconnection
  • Perceived lack of recognition or growth
  • Unresolved issues
  • Mistreatment or workplace bullying
  • Feeling unfairly compensated

Although some may think of this as a far-and-few-between scenario, it’s a trend rising in popularity, and it’s important to understand the type of implications loud quitting can have on an organization’s employer brand.

Impacts of loud quitting on employer brand

Regardless of the reason why an employee chooses loud quitting, their actions can have consequences on an organization’s employer brand.

1. Negative public perception

One of the biggest pieces of employer brand is public perception (from current and future employees especially). And, in a time when employer brand is crucial for attracting and retaining top talent, loud quitting can tarnish an organization’s image.

Candidates may quickly view a company less favorably if they witness a high-profile departure marked by negativity and drama.

2. Decrease in employee morale

Whether you have a team of five or 50, employees who see the loud quitting or worked with the loud quitter can be impacted by the scenario. Existing employees may:

  • Feel demotivated
  • Question their own satisfaction or commitment to the company
  • Start to disengage
  • Reduce productivity
  • Look for other work

3. Additional loss of talent

When a talented employee leaves, they take with them valuable skills, experience and knowledge. Unfortunately, loud quitting can accelerate the departure of other high-performing employees who might feel disheartened by the negativity. This loss of intellectual capital can impede the company’s growth and innovation.

4. Highlighted cultural issues

Of course, the behavior of the employee who is loud quitting isn’t always justified. And the impacts on the employer because of the situation aren’t always fair. But sometimes a public resignation can highlight deeper cultural issues.

This may include poor management, lack of transparency or bad communication. This can further discourage potential candidates who are seeking a healthy work environment.

4 ways to mitigate the impact of loud quitting

In order to avoid the different ways the loud quitting can impact your organization and its brand, you have to mitigate the loud quitting! Here are four strategies for avoiding these noisy departures.

1. Practice open communication

Establishing transparent and open lines of communication within the organization can help address issues before they escalate to the point of public resignations. Employee listening surveys, regular one-on-one check-ins and additional private meetings are all opportunities to open discussion and provide an outlet for any frustrations before the conversation is elevated externally.

2. Use effective conflict resolution techniques

Organizations should have effective conflict resolution strategies in place to address employee concerns and disputes. Employee surveys aren’t effective if you’re not analyzing and addressing the feedback. Catching and addressing issues earlier on can prevent them from festering and potentially leading to loud quitting.

3. Be proactive with employer branding

Highlighting positive aspects of the company culture, career development opportunities and employee success stories can counteract the negative effects of a loud quitting incident. The key is to not only talk about your culture or employee experience when you get “negative press.” Make your employer brand a bigger part of your public communication strategy so that when a conflict arises, your response isn’t seen as reactive.

In addition, consistently portraying the company in a positive light can help rebuild the employer brand.

4. Train your leaders

Providing leadership training can equip managers with the skills they need to manage their teams effectively, communicate transparently and resolve conflicts. Bad management can be one of the root causes of loud quitting, so it’s important that your leaders and supervisors are geared with the tools and knowledge they need to lead a thriving team of engaged, happy employees.

Summing it up

Loud quitting might provide an outlet for employees to express their frustrations, but it can come at a high cost to the employer brand. In an era where information spreads like wildfire, organizations must prioritize cultivating a positive and transparent culture. By addressing underlying issues, promoting open communication and fostering strong leadership skills, organizations can protect their employer brand and maintain a strong reputation.

For more strategies on how to create a company culture that avoids pitfalls like loud quitting, download your free guide: How to develop a top-notch workforce that will accelerate your business.