Loud and quiet quitting have been the subject of a lot of media attention recently, so what are they and how can you prevent them?

Loud Quitting

Despite the name, loud quitting doesn’t actually mean quitting your job. Instead, it refers to making your dissatisfaction in your current role known to your employer in the hope that they respond by offering you more money or better prospects to stay.

Quiet Quitting

Similarly, quiet quitting also involves being dissatisfied in your role, but instead of discussing this openly or actually quitting the job, you instead ‘quit’ going above and beyond. This results in quiet quitters doing the bare minimum in their roles.

What Can Employers Do to Prevent Loud and Quiet Quitting?

The key to preventing loud and quiet quitting is maintaining an engaged workforce and cultivating a positive company culture. Here are some of our tips for how to achieve this!

Employee Engagement & Voice

One of the main reason’s employees choose to loud or quiet quit is because they don’t feel listened to by their employer. Promoting employee voice within your business is a great way to give your employees channels to express their concerns so they feel heard. Some ways to do this could be implementing a suggestions box, setting up an employee voice forum, or encouraging 360 feedback as part of your performance review process. Understanding what makes your employees tick helps you to put the right strategies in place to ensure they don’t feel the need to quit! Conducting an employee engagement survey is a fantastic way to understand how engaged your employees are and what they want. Get in touch with Hallidays HR for support in designing and implementing a comprehensive employee engagement survey.

Transparent Communication

Another way to reduce the risks of employees loud or quiet quitting, is through ensuring your communication strategy is open and transparent. This can be achieved through encouraging regular 1:1s and holding meaningful team meetings. In order to feel engaged, employees need to feel bought in to the goals of the business. Making sure any business updates are well communicated is key to ensuring your employees understand where the business is going and how they contribute to that. Using different channels of communication such as newsletters, LinkedIn, social media and video posts can help to ensure your communications reach and engage with everyone. Particularly in relation to salary, it can be helpful if employees clearly understand the reasons why they may not have received a pay rise. Being transparent about the business’s priorities, goals and financial situation can support with this.

Minimise Burnout

Another key contributor to this phenomenon is employee burnout which is often caused by working additional hours or having unmanageable responsibilities. Create a culture where employees have flexibility, a good work life balance and are actively encouraged to finish on time and switch off. Encouraging Senior Leaders to set an example of this from the top down can reduce the pressure employees feel to work beyond the hours required.

Contact Hallidays HR today for support with improving employee engagement and developing effective review processes, so we can help you prevent loud and quiet quitting in your business.