Loud quitting has become a trend among global employees. After layoffs due to the global economy, employees are taking control and loud quitting. They are actively showing their unhappiness at work and creating a fuss when they feel something is not right in the workplace. Employers are looking for a way to prevent loud quitting. They are looking to combat this trend. Keep reading to find out how IT staff augmentation can combat loud quitting.
Loud quitting is just another trend that can be stacked up next to the great resignation, bare minimum Mondays, quiet quitting, and many more. Also, loud quitting is employees resigning in an uproar and explaining their reasoning without holding back. Loud quitters tend to actively disengage at work to show their discontent at work. So what can you do about loud quitters? Well, believe it or not, IT staff augmentation can help your company combat loud quitting. There are also other strategies that you can use to combat loud quitting. Let’s explore the epidemic of loud quitting and strategies to avoid it below. Join us on our journey.
What is loud quitting?
Loud quitting is an employee trend some even claim it’s become an epidemic. This is where employees can express negative aspects of their job experience prior to or during their resignation. Loud quitting is a breakdown in trust between employees and their employers. Some other symptoms of loud quitting include:
- actively disengaging – for example: refusing to do certain tasks
- convincing other employees of their negative views about their employers
- communication breakdowns – an employee may not communicate with others or may negatively communicate with other people in the company
An example of loud quitting would be employees posting negative comments about their employer before submitting resignations. Loud quitters are known for making a scene in order to express their negative views of their employers. A loud quitter poses a great threat to a company if he or she voices their opinions publicly about their bosses.
Loud quitting vs quiet quitting
Before loud quitting, we also had quiet quitting. Quiet quitting is when an employee slowly shows a decline in involvement. They may be disengaged, not participate actively in meetings and do less in terms of taking initiative. Quiet quitters do the better minimum necessary for their contracts. They do not bother to go further. Once a quiet quitter, resigns they do not really give a reason. They leave on good terms without burning bridges. This type of employee may never reveal the real reasons they are leaving, in order to avoid conflict and making a scene.
Loud quitters are actively disengaged
Loud quitters do not hide their unhappiness and unwillingness to be engaged at work. In fact, employee engagement goes down significantly among loud quitters. Quiet quitters won’t be completely disengaged as they take on the role of doing the bare minimum. So they will do as little work as possible to just get by until they can formally quit and find a new job.
What causes loud quitting?
Let’s explore the numerous causes of loud quitting so that we can avoid them in the future.
Something that has been highlighted in many articles and studies about loud quitting, is many employees are loudly quitting due to poor management. Poor management leads to chaos in the workplace and unhappiness. In some cases, it can lead to a toxic workplace.
Many companies also choose the wrong people to promote to management or leadership positions. Often times they will promote internally to fill a management slot. This slot may be filled by someone who has been with the company for a long time. Moreover, they may fill it with someone who has the most experience in a given area. But they fail to look at the personality and soft skills that make someone a good leader or a bad leader. Sometimes people are not predisposed to being leaders and it’s not always something you can teach. It’s better to pick people who have a sense of ownership, and look at things from various perspectives, like people, etc. Rather than picking someone simply based on experience.
Setting unrealistic expectations can also cause loud quitting. They may be frustrated at the pace of work. Your software developers may feel that they have to work much faster than they are able to. Moreover, they may struggle to keep up with the mountain of projects they are assigned to. These aspects can lead to loud quitting.
A mismatch between the role & the person hired
A big problem for many companies is not matching the person to the role. There is a lot of mismatch that can happen, which causes employees to be unhappy and employers to grow in their own frustrations. It’s important to clearly define the person you need for a specific role before you begin recruitment. Make sure that the skills you are looking for will match up with the responsibilities that you need to be carried out for your project. 👉 Analyze the skill gap 👈 you have in your organization and make sure you hire someone accordingly.
Having employees that are mismatched to a role can create constant crises. They are unsure what exactly is in their realm of responsibilities. Moreover, they can become overextended by taking on too many tasks. Some of these tasks may not even be their responsibility but they take it on because they are not sure anymore. This mismatch may result in loud quitting from the overall frustration that occurs from doing tasks that are not related to their job. Being unhappy about the responsibilities that do not fit the role. Also, the responsibilities may not align with their career path, making them want to loud quit as well.
Stagnation & boredom
In some cases having disengaged peers in the workplace can be due to stagnation and boredom. Software developers are known for being flaky in the workplace because they get easily bored with projects that are all similar. They want a challenge and they want newness. This stagnation, boredom and not being able to experience anything new. Not being able to grow may also lead to loud quitting.
Employee’s worth & their paycheck don’t match up
A common thing that causes upheaval in employees is not being paid enough. They may feel they are being undervalued and thus cause a fuss and eventually loud quit. Another similar scenario along those lines is when employees share how much they make and notice pay gaps. Two people who are in the exact same role with the same experience but earn more and the other less. This will definitely cause people to loud quit.
Negative work culture
A toxic workplace can push employees towards limits. When the conditions become unbearable, a person can choose to quit and speak up in a loud way about their frustration. Toxic work culture makes people leave faster than a lot of the other things mentioned. As a manager or business owner, you definitely want to remove toxic people quickly otherwise they will infect your whole company.
As a society, we are focusing more and more on mental health. One aspect of mental health is employee burnout. 👉 Employee burnout 👈 can be a huge problem for companies as it leads to absenteeism or presenteeism. Both of these scenarios are not great as the employee is disengaged and unproductive regardless. Eventually, you may see that a developer who is burned out may be actively disengaged. Finally, they may quit.
How to prevent loud quitting?
Let’s tackle how to prevent employees from loud quitting.
Admit that you have a problem internally
The first step is to admit that you have a problem. You need to recognize that your employees are loud quitting. If you as a business owner or manager, cannot see that, then you can’t really do much about it. You need to see that you have actively disengaged employees and figure out why that is.
Get employee feedback in the form of a survey
Make sure that your employees feel heard when asked to provide feedback on their role in the company. Moreover, they need to provide feedback about the general day-to-day functioning of the company. Also, when they make comments about procedures, processes, and management. Many employees have fantastic ideas but they are rarely heard. These ideas can make your company better, and create a better work culture for your employees.
Focus on mental health & overall wellness
You should prioritize employee well-being. Make sure that your employees have a 👉 work-life balance 👈. They should have a balance between their personal life and professional life. In the tech industry, it’s very common for developers to work long hours. Some take on multiple jobs and end up spending 14 hours a day working. They end up exhausted, and eventually, their productivity goes down. So emphasize the importance of taking time off, taking breaks, etc.
Provide positive feedback & praise
Some employers fail to praise their employees. They fail to appreciate them and show that their employees are valuable to their organization. This is a mistake. Someone who doesn’t feel appreciated will be less engaged at work.
Use IT staff augmentation to hire developers
You can use IT staff augmentation to hire software developers that can help prevent loud quitting. Staff augmentation can help you prevent loud quitting in a few ways such as:
- We help you find the right developer for the job position you have open. The developer we give you is based on the skills that you need.
- Moreover, employee perks such as e-learning, language learning, workshops, etc. are on us Swyply, the staff augmentation vendor. We provide the developer the opportunity to grow to prevent stagnation
- Swyply developers take part in growth and salary talks every 6 months. This way their salary is propionate to their role and their growth.
- Developers working as augmented staff have the ability to switch companies and projects more easily. They have the ability to work on projects that match their career path. Moreover, if they get bored they can move on to a new adventure. But you will get someone in their place that is equally as good. So no one is left out in the cold. The augmented staff has opportunities to grow and be challenged as they are never permanently fixed to a specific company and project.
- If there are communication breakdowns or co-working issues we can be a mediator and help find a solution. It’s just important that you as a customer of IT staff augmentation let us know if there is a problem.
These are just some of the many ways that 👉 IT staff augmentation services 👈 can help you prevent loud quitting in your tech company.
Hire better managers or encourage them to do better
A big reason we have loud quitters is because of poor management. Poor management leads to frustration, misunderstandings, and constant crises in the workplace. If you are a business owner you should be encouraging your project managers to do better. Give them the resources to help managers do their job better. Try training courses that will improve your manager’s skills. But if all this fails and your managers are still failing their teams perhaps it’s time to hire someone new. Hire a project manager who has the predisposition to be a leader.
Professional growth and development
Offer employees the opportunity to grow professionally. It’s important to 👉 invest in employee training 👈 & professional development. This way they aren’t bored and feel appreciated in the company. Software developers especially like to have challenges and experience new projects. This way they stay in a company longer and don’t get bored.
Hire for cultural fit
Hire employees and managers that fit culturally in your company. Pay attention to soft skills when hiring employees. If someone is giving toxic employee vibes, do not hire them. Soft skills are not easy to teach. Some things are so ingrained that cannot be untaught. It’s better to hire someone who is a good fit when it comes to soft skills and teach them some technical skills. Rather than try to teach someone interpersonal skills.
TL: DR; Summarizing how IT staff augmentation can combat loud quitting employees
In the workplace, quitting can take on different forms – one of which is “loud quitting.” This term refers to when an employee actively disengages from their work and makes it known to their colleagues and superiors. On the other hand, “quiet quitting” is when an employee remains physically present but mentally checks out, doing the bare minimum required to get by.
Loud quitting is characterized by visible signs of discontentment, such as expressing frustration openly, engaging in confrontations with coworkers or management, or even abruptly leaving without notice. These individuals may voice their dissatisfaction with the company’s policies, leadership, or work environment. In contrast, quiet quitting involves employees who have mentally disengaged from their roles. They may appear physically present and complete their assigned tasks but lack enthusiasm and motivation. They no longer go above and beyond in their work or contribute innovative ideas.
Loud quitting can be happen because of numerous things, some of which include:
- Poor management
- Unrealistic expectations
- A mismatch between the role & the person hired
- Stagnation & boredom
- Employee’s worth & their paycheck don’t match up
- Negative work culture
- Employee burnout
Loud quitting can have negative impacts on productivity and morale within a team or organization. However, understanding this trend can help employers identify potential issues early on and address them proactively to create a more positive work environment.
Some ways to prevent loud quitting include:
- Admit that you have a problem internally
- Get employee feedback in the form of a survey
- Focus on mental health & overall wellness
- Provide positive feedback & praise
- Add more diversity to your development team
- Use IT staff augmentation to hire developers
- Hire better managers or encourage them to do better
- Professional growth and development
- Hire for cultural fit
What’s been your experience with loud quitting?
Have you experienced loud quitting in your organization? What are you doing to prevent it from happening to you in the future? Let us know by 👉 dropping us a line 👈. We can chat about the strategies that can help prevent loud quitting such as IT staff augmentation.