Deciphering loud quitting, the trend for employees to resign noisily

In the corporate world, employee expectations have been reshaping the rules of the game for some years now. And this HR trend is set to accelerate in 2025. Social networks are becoming forums where people can share their frustrations and rants. A new phenomenon is on the rise: loud quitting.

Particularly popular with Generation Z, this trend involves denouncing, sometimes loudly, working conditions that are deemed unbearable. Unlike quiet quitting, which is very discreet, loud quitting is striking because of its visibility and impact on employers' image.

For companies, it's an explosive mix of challenge and opportunity. Transforming discontent into constructive dialogue can become a real strategic asset. So how do we understand the mechanisms involved and respond effectively? The stakes are high: meeting modern expectations while strengthening team cohesion, with employees who are proud of their company. We explain ! 💡

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What is loud quitting?

Definition and origins of loud quitting

Loud quitting is the art of slamming the door... with noise and a megaphone. 📢 Disgruntled employees openly share their frustrations on popular social networks, attracting the attention :

• employers,
• colleagues,
• the general public,
• and sometimes even shareholders.

Their aim? Not just to grumble for the sake of grumbling, but to push for concrete change.

This phenomenon is born of an era when visibility is king. With the rise of digital platforms, every voice can become a lever for collective action. Employees, who have long been discreet, are now using digital tools to take action and make their demands resonate beyond the walls of the company.

👉 Factors such as the growing need for transparency and the importance attached to well-being at work are also fuelling this trend. And Generation Z, who have perfectly mastered the art of online buzz, are its best ambassadors. Direct, connected and impatient, they use loud quitting as a means of expressing their expectations and values in no uncertain terms.

Generation Z employees, the best representatives of this trend

Generation Z is not afraid to raise its voice. They have turned loud quitting into a rallying cry, with high expectations in terms of :

• authenticity
• transparency
• and work-life balance.

📱 These young people, born with a smartphone in their hand, are turning social networks into loudspeakers to express their frustrations and raise awareness among a wide, sometimes viral, audience.

This generation is not content to put up with things. They demand professional environments that respect their values. Corporate culture, diversity and flexibility are at the top of their list of demands. For them, public expression is a legitimate means of forcing employers to modernise their practices.

When you consider that 62% of employees worldwide are no longer engaged at work (source: Gallup study "State of the Global Workplace" 2024, relayed by RTBF), companies have no choice: evolve or risk losing these demanding, connected talents. Generation Z makes no compromises. They are redefining the rules of the game, forcing organisations to adapt in order to remain attractive and retain employees who are both committed and ambitious.

Differences between loud quitting, quiet quitting and conscious quitting

1. As we have seen, loud quitting is literally noisy. Employees publicly denounce what they consider to be unbearable working conditions, often on social networks. But this approach comes at a price: it can damage internal relations and tarnish a company's image.
2. Quiet quitting, on the other hand, plays the silence card. 🤫 No big announcements or public confrontations, just discreet disengagement. Employees remain in their jobs, but limit themselves to what is strictly necessary. The result: a drop in productivity, low morale and, in the long term, a negative impact on team performance.
3. Finally, conscious quitting adds an ethical touch to resignation. Here, employees voluntarily leave an organisation whose values or practices are no longer aligned with their own. This more considered approach reflects a quest for personal and professional coherence.

These three approaches reflect different responses to a common dissatisfaction. Companies need to learn from them to better understand expectations and limit disengagement, whether noisy or silent.

What are the consequences for the employee and the company?

Consequences for the employee

1. Damage to professional reputation

Expressing themselves publicly, particularly on social networks, exposes employees to external judgement. Being perceived as disruptive can affect their employability and reduce their long-term employment opportunities.

2. Immediate risks to current employment

Some companies may interpret this as a breach of loyalty, leading to disciplinary action or dismissal. Although the legality of these reactions varies, they remain a real risk for the employees concerned.

3. Relationship tensions

Openly expressing dissatisfaction can weaken relations with colleagues and management. These tensions create a climate of mistrust, sometimes harmful to the team as a whole.

4. An approach perceived as a last resort

Loud quitting can signal the failure of previous attempts at dialogue or negotiation. This perception limits the options for resolving problems constructively in the future.

Consequences for the company

Impact on public image

In a world where everything is shared at the click of a button, an employee publicly exposing his or her dissatisfaction can do lasting damage to the company's reputation. An image of an organisation that is insensitive to the well-being of its employees can dissuade future talent, customers or partners.

Amplification of internal tensions

Remaining employees may feel increasingly anxious, especially if they share the concerns expressed by their peers. This climate of mistrust can :

• impact morale
• reduce commitment

and hamper team productivity.

An opportunity for transformation

Despite these risks, loud quitting can become a lever for progress. Companies that publicly acknowledge the concerns raised and commit to tangible reforms can :

1. not only restore their public image
2. but also strengthen trust and internal cohesion.

By adopting a proactive and transparent stance, employers turn challenges into opportunities to build a sustainably improved working climate and strengthen their organisational resilience. 💪

What are the 5 signs of an employee in loud quitting mode?

1- Public criticism on social networks

An employee in loud quitting mode often expresses their dissatisfaction openly on social platforms, denouncing working conditions or managerial practices.

2- Change in behaviour at work

A sudden drop in motivation, visible disengagement or tense interactions with colleagues and hierarchy can signal growing unease.

💡 O ur advice to managers and HR: listen to your employees, meet with them regularly and give them the opportunity to express themselves to create a climate of trust and detect warning signs.

3- Internal frustration

Before going public, some employees share their concerns or frustrations repeatedly in meetings or informal exchanges.

4- Increased absences or frequent requests for leave

An employee in distress may seek to limit their involvement by increasing their absences, revealing a possible gradual disengagement.

5- Seeking external support

Some employees turn to professional networks or trade unions to amplify their demands.

How can this be avoided? 5 strategies for boosting employee commitment

1- Democratise feedback within the company

Loud quitting is not just a cry of anger, it's also a valuable warning signal. By listening carefully to the grievances expressed, managers can identify recurring problems and define concrete areas for improvement:

• Adjust the corporate culture to make it more inclusive,
• Review working conditions to bring them into line with modern expectations,
• Modifying or reinventing internal policies that have become obsolete.

To avoid frustrations turning into loud quitting, it is essential to establish a feedback culture at all levels. Here are some ideas for action:

• Anonymous surveys to gather honest feedback without fear of judgement.
• Open discussion meetings, regular forums where employees can freely share their concerns.
• A physical or digital suggestion box- not a new idea, but still a discreet and effective way of involving teams.

These initiatives foster a climate of transparency and strengthen the dialogue between management and teams. But listening is not enough: we also need to act. Companies that demonstrate their ability to meet expectations create a healthier, more collaborative working environment.

✅ The result? Less frustration, more trust, and a dynamic where employees feel heard and valued.

2- Work on employee commitment

Employee commitment is a secret weapon against loud quitting. When employees feel listened to and understood, their motivation soars. They become more loyal and invested, and less likely to drop out.

A high level of commitment has a cascading effect:

• Lower staff turnover, which preserves human and financial resources,
• A positive working climate, where involvement replaces frustration,
• Increased productivity, thanks to proactive and dynamic teams.

👉 How can we achieve this Grail of involvement? Here are a few ideas:

• Offer training or development opportunities.
• Congratulate successes, even small victories. Don't underestimate the power of recognition!
• Put your cards on the table when it comes to decisions and projects: transparency above all.

These actions don't just prevent noisy or silent disengagement: they create an environment where employees want to get involved. Because a committed employee is one who isn't thinking of jumping ship... or letting the whole world know it 😉

3- Measuring employee satisfaction

To avoid actions such as loud quitting, you first need to ask the right question: what do your employees really think of their work? Measuring their satisfaction is a crucial step in understanding their expectations and defusing frustrations.

A key tool for this is the Employee Net Promoter Score (eNPS). Simple, effective and fast, this indicator is based on a single question:
"Would you recommend your company as a good place to work?".

The answers reveal the organisation's strengths and weaknesses, providing a solid basis for action.

Other methods complement the eNPS:

• Anonymous surveys, for honest feedback without fear of reprisal.
• Personalised questionnaires, with themes such as working conditions or relations with managers.
• Individual interviews, for more in-depth and nuanced discussions.

4- Restoring dialogue between employees, employers and colleagues

Loud quitting may seem like a crisis, but it also offers an opportunity to re-establish dialogue. When employees publicly air their frustrations, they are highlighting concerns that it would be risky to ignore.

The first step? Create a space where employees can express themselves in complete confidence. A secure environment encourages transparent discussions between teams and management. This is where major adjustments can be made:

• flexible working hours
• teleworking,
• or an overhaul of managerial practices.

Transforming a potential challenge into a lever for progress: that's what real dialogue can achieve. So why not take this opportunity to put people back at the heart of the organisation?

5- Rethink your overall HR policy

Public events like loud quitting are not just a problem: they are a mirror. They reveal shortcomings in HR and managerial practices that deserve to be re-examined.

👀 To meet employee expectations, it's time to modernise HR policy. Here are the key areas to consider:

• More flexibility at work: teleworking, adapted working hours, or even hybrid organisation.
• More recognition, and genuine recognition if possible: valuing individual and collective contributions.
• Offer well-being initiatives: mental health programmes, relaxation areas, or enhanced social benefits.

But don't stop there. A visionary HR policy doesn't just respond to current needs. It anticipates changes to create an attractive and resilient environment, capable of attracting and retaining the best talent.

In short, rethink your HR so that it's not a problem... but a solution. 💼

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What if loud quitting was beneficial for a company?

At first glance, loud quitting may seem like a threat to businesses. But if you change your perspective, it becomes a valuable opportunity. These public events highlight problems that are often ignored or played down. Recognising them as warning signs paves the way for profound and lasting change.

By reacting intelligently, employers can turn these criticisms into a lever for improvement: greater transparency, HR policies in line with employees' expectations, more inclusive practices, etc.

In fact, loud quitting can act as a catalyst for organisational progress. Listening to this feedback, responding with concrete actions and reinventing practices can transform a crisis into a unique opportunity for growth and innovation. Finally, loud quitting is not just a challenge. It's also an invitation to do better, together. 🙏