IMPRESSIONS || February 2023

Loud quitting and its effects

SOME DISHEARTENING FACTS

·Gallup has found that younger employees, specifically those under 35, are experiencing a decline in engagement and employer satisfaction in the workplace, particularly those who are working remotely.

·This represents a significant shift from pre-pandemic years, with younger workers feeling less cared for and having fewer opportunities to develop, especially from their managers.

·The percentage of engaged younger employees dropped by six percentage points between 2019 and 2022, while the percentage of actively disengaged employees increased by six points during the same period.

·Younger workers also experienced a decline in the percentage who strongly agreed that someone cares about them, someone encourages their development, and they have opportunities to learn and grow.

·Fully remote and hybrid young workers saw a 12-point drop in strong agreement that someone encourages their development.

·Less than four in 10 young remote or hybrid employees clearly know what is expected of them at work, which is a concerning trend.

LOUD QUITING AND ITS EFFECTS

Quitting a job can be a daunting task for most people. It's not just the process of finding a new job that's stressful but also the fear of change and the unknown. However, recently there has been a new trend in quitting jobs called "loud quitting". Unlike the traditional quiet quitting, where an employee quietly leaves their job without making any noise, loud quitting is when an employee publicly announces their resignation and the reasons behind it. In this article, we will explore what loud quitting means, its effects on both the employee and the company, and what global CEOs have to say about the importance of evolving or dying.According to an article in Firstpost, loud quitting is a new phenomenon that has emerged in recent years, fuelled in part by social media. .

Employees who engage in loud quitting often use social media to announce their resignation, citing reasons such as mistreatment, lack of growth opportunities, or toxic work environmentsThese employees may also choose to speak out publicly about their experiences in the company, bringing attention to issues that may have otherwise gone unnoticed.

One of the key differences between loud quitting and traditional quitting is the level of transparency. In traditional quitting, employees may choose to keep their reasons for leaving private, which can make it difficult for companies to address underlying issues. Loud quitting, on the other hand, creates a level of transparency that can help to identify problems within a company and potentially lead to positive changes. However, loud quitting can also have negative consequences for both the employee and the company. In some cases, employees who engage in loud quitting may burn bridges with their former employer and colleagues, which can make it difficult to find future employment. Additionally, companies may view employees who engage in loud quitting as difficult to work with or unprofessional, which could harm their future job prospects.

Another potential consequence of loud quitting is the impact it can have on company culture. In an article in People Matters, global CEOs sound the alarm on the importance of evolving or dying. Companies that do not adapt to the changing needs of their employees risk losing top talent to competitors who are more willing to listen and make changes. This is especially true in today's job market, where employees have more options than ever before.

In this context, loud quitting can be seen as a wake-up call for companies to take a closer look at their company culture and address any issues that may be driving employees away. While it can be difficult to hear negative feedback, it is important for companies to listen to their employees and take action to create a positive and supportive work environment.

Companies that fail to address the underlying issues that drive employees to engage in loud quitting risk losing top talent to competitors who are more willing to listen and make changes. Therefore, it is important for companies to take a proactive approach to creating a positive and supportive work environment that encourages employee growth and development.

When work becomes unbearable, it can be difficult to navigate. Many people feel they deserve more than what they are currently offered, especially with the cost-ofliving crisis affecting all aspects of their lives. As a result, new trends have emerged, including "loud quitting," which involves making noise about one's unhappiness with certain aspects of their job or workplace situation in an effort to negotiate what they want. According to Brother, almost two in five people would consider loud quitting, while nearly three in five would consider quiet quitting. Matt Wrigley, an HR advisor at Dentsu, believes that both quiet and loud quitting stem from burnout and lack of motivation and drive, and expects loud quitting to continue to rise in popularity in 2023. However, he cautions that it is a high-risk strategy for negotiating pay increases during a cost-of-living crisis.

MCKINSEY 7S MODEL

The McKinsey 7-S model is a framework developed by McKinsey & Company, a

eading management consulting firm, to help organizations improve their performance by identifying and addressing seven key elements that are critical for success. To prevent loud quitting, an organization could use the McKinsey 7-S model to identify areas where improvements could be made to its culture. For example, it might find that there is a lack of alignment between the organization's strategy and its structure, or that there are communication breakdowns between different levels of staff. By addressing these issues, the organization could improve its overall culture and reduce the likelihood of employees quitting.

Here are some specific ways the McKinsey 7-S model could be applied to prevent loud quitting:

· Shared Values: Start with the shared values, assess whether they are aligned with the employees' personal values and aspirations. It is essential to ensure that the company's mission and values are clear and well-communicated throughout the organization. This helps employees to feel connected to the organization and more motivated to contribute to its success.

Style: Analyse the leadership style and management practices. Evaluate whether it promotes open communication, transparency, inclusivity, and respect.

Leaders should encourage feedback and listen to their employees' concerns to ensure a healthy work environment.

· Skills: Assess the skills of the employees to ensure that they are well-trained and competent. Provide opportunities for learning and development to help employees grow and contribute more effectively.

· Staff: Evaluate if the staff is well-equipped with the necessary resources and support to carry out their duties effectively. Identify any gaps in the workforce and take steps to address them.

· Strategy: Assess whether the organization's goals and objectives are clear and align with the shared values. Ensure that the organization has a clear direction and roadmap for achieving its goals.

Structure: Ensure that the organization's structure supports the effective implementation of its strategy. Check whether it facilitates open communication, collaboration, and the sharing of knowledge and ideas.

· Systems: Evaluate whether the systems used in the organization facilitate or hinder its operations. Ensure that systems such as performance management and feedback

are in place and working effectively

By using the McKinsey 7-S model to assess and improve its culture, an organization can create a more supportive and engaging work environment, which in turn will reduce the likelihood of employees quitting.

BUSINESS ASTRONOMY

The global pandemic of 2020 and 2021 created an unprecedented amount of upheaval in the business world. Many organizations were forced to restructure, downsize or even shut down completely, leaving many employees feeling unconsidered and undervalued.

This created a void in many organizations, and as a result, many employees who felt unconsidered in their current roles quickly jumped up to fill those voids. A game of musical chairs ensued in which some players opted out of the workplace entirely and chose to create companies, turn freelance, or go back to school. This phenomenon is what I call Business Astronomy.

Business Astronomy is a term that refers to the changes that have been occurring in the business world as a result of the pandemic. It is a metaphor for the changes that are happening in the universe, where stars are born, shine brightly and then die out. The same is happening in the business world, where some employees are leaving for new opportunities while others are dimming their light by limiting their investment in their work. The third pattern is even quieter, but more destructive, and this third pattern will only become more prevalent if leaders just try to survive until these "trends" pass them by. This is the Falling Star pattern, where employees become so disillusioned they despair of anything

ever changing and intentionally or not, their behaviour makes it very difficult for change to take place.

The good news is that, as business leaders, we can be the exception. We can fully embrace these "trends" as welcome warning signs that we aren't meeting the needs of the humans we refer to as our "teams." And we can take this time of turmoil and nothing being the way it was before to create cultures that are different from before, and different from the norm around us. Cultures that provide not only consideration and appreciation but all six of the needs all of us have for being part of a selfactualized, healthy, and fulfilled team of human beings.

The first step in reversing these trends is to understand the six needs that every employee has for being part of a self-actualized, healthy, and fulfilled team of human beings. These six needs are certainty, variety, significance, connection, growth, and contribution. Certainty refers to the need for a stable and predictable work environment. Variety refers to the need for challenges and new experiences. Significance refers to the need to feel important and valued. Connection refers to the need for relationships and a sense of belonging. Growth refers to the need for personal and professional development. Contribution refers to the need to make a difference and give back.

Once we understand these six needs, we can start to create a culture that addresses them. This means creating a stable and predictable work environment that provides

Challenges and new experiences, values employees, fosters relationships and a sense of belonging, encourages personal and professional development, and provides opportunities for making a difference and giving back.

-VIBHI IIM ROHTAK

"Quitting is easy, but quitting loudly is an art form It declares to the world that you are not to be trifled with and that you are not someone who can be pushed around or taken advantage of. It is a statement of strength and self-respect." – Unknown.

Introduction

Quitting a job is a common event in most people's lives. It can happen for various reasons, such as job dissatisfaction, burnout, or the desire to pursue a new career However, the way one quit can have significant effects on their personal and professional life, as well as their future career prospects. In this article, we will explore the pros and cons of publicly quitting a job and its potential effects on both the employee and the employer.

What is Loud Quitting?

Loud quitting refers to quitting a job in a manner that is abrupt, confrontational, or attention-seeking. It can involve yelling, cursing, or other disruptive behavior, such as storming out of the workplace or sending an angry email to colleagues Loud quitting can manifest pent-up frustration, anger, or resentment towards an employer, co-workers, or the job itself.

The Power of Publicity: The positive impact of loud quitting

Making a public statement when resigning from a job can be a powerful tool for raising awareness about a cause or issue and can have several positive impacts.

Firstly, when someone resigns from a high-profile job and makes a public statement, it can attract a lot of media attention. This media attention can be used to draw attention to important issues, such as workplace harassment, discrimination, or unethical practices. By speaking out publicly, the person who is resigning can shed light on these issues and bring them to the forefront of public consciousness This can be especially impactful if the person has a large following or is well-respected in their field.

Secondly, making a public statement when resigning can help empower others who may be experiencing similar workplace issues

When someone speaks out publicly about their experiences, it can create a sense of solidarity among others who may have been struggling in silence. This can lead to a broader movement for change and help to create a more supportive and equitable workplace culture.

Finally, making a public statement when resigning can also help to hold organizations accountable. If an individual resigns and speaks out publicly about the issues they have experienced, it can pressure the organization to take action and address these issues. This can lead to changes in policies, procedures, and culture that benefit all employees and can help to create a more positive and inclusive workplace.

Of course, it's essential to consider the potential consequences of making a public statement when resigning, as it may not be the best course of action in every situation. However, in some cases, speaking out publicly can be a powerful tool for creating change and raising awareness about important issues.Burning Bridges: The negative impact of loud quitting

Quitting a job is a natural part of the career journey for many people, but how someone chooses to quit can significantly impact their professional reputation and future job opportunities. Quitting loudly and publicly, such as through a confrontational or emotional outburst, can lead to several negative consequences.

1. Damage to professional reputation: Quitting loudly and publicly can damage one's professional reputation. It may give the impression that the person is difficult to work with, lacks professionalism, or cannot handle stress or conflict. This can make it more difficult for the person to find future job opportunities, especially if their behavior becomes known to potential employers.

2. Loss of potential job opportunities: Employers are often hesitant to hire someone who has a history of quitting in a loud and public way.

This is because they may see the person as a risk, someone who could damage the company's reputation or be a liability. Therefore, a loud and public quitting could result in lost job opportunities.

3. Relationship damage with former colleagues: A loud and public quitting can also damage relationships with former colleagues. If the quitting was confrontational or emotional, it could create tension and ill-will between the person and their former coworkers. This can make it difficult for the person to use those colleagues as references in the future or to maintain professional relationships with them.

4. Negative impact on mental health: Quitting in a loud and public way can be emotionally draining and lead to increased stress and anxiety. This can have a negative impact on one's mental health, making it more difficult to move forward in their career and personal life.

5. Reduced negotiation power: Quitting loudly and publicly can also reduce one's negotiation power regarding future employment. Suppose the person has a history of loud and public quitting. In that case, they may not be taken seriously during negotiations for a new job, and their requests for compensation or benefits may be ignored.

Effects of Loud Quitting

1. Damage to the Organization's Reputation

Loud quitting can damage an organization's reputation, particularly if the employee's actions or words go viral on social media. This can lead to negative publicity, loss of clients, and difficulty in attracting new talent. According to a survey conducted by Workplace Options, 53% of HR professionals said that loud quitting negatively impacted their organization's reputation.

2. Loss of Productivity

Loud quitting can also have a significant impact on productivity. When an employee quits loudly, it can create a disruptive and stressful environment for their colleagues.

This can lead to a decrease in morale, productivity, and teamwork. According to a study conducted by the Society for Human Resource Management, 72% of HR professionals reported a decrease in employee morale after a loud quitting incident.

3. Legal Issues

Loud quitting can also lead to legal issues. In some cases, the employee's behavior may be considered a breach of contract, and they may be held liable for damages. Additionally, if the employee's behavior was discriminatory or harassing, it could result in a lawsuit against the organization. According to a survey conducted by the Employers Association of the Northeast, 27% of organizations have filed a legal claim against them due to loud quitting incidents.

4. Career Implications

Loud quitting can also negatively affect the employee's future career prospects. Employers may view this type of behavior as unprofessional and may be hesitant to hire the individual in the future. According to a survey conducted by Robert Half International, 83% of HR managers said that a loud quitting incident would make them less likely to hire the individual in the future.Effects of Loud Quitting on Individuals & Organizations

Loud quitting can have various effects on individuals who engage in this behavior. While some people may feel a sense of relief after quitting, others may experience negative consequences that can impact their personal and professional life.

One of the most immediate effects of loud quitting is the damage it can do to one's reputation. If a person quits in a way that is perceived as unprofessional or inappropriate, it can harm their future career prospects. Employers may view them as difficult to work with or unreliable, making it harder for them to secure future employment.

In addition, loud quitting can be emotionally exhausting. It can be tempting to let out all of one's frustrations in one dramatic moment, but this can lead to feelings of regret, shame, or embarrassment. Loud quitting can also strain relationships with former colleagues or supervisors, leading to a loss of valuable connections and references.

On the other hand, the impact on the organization from which the person is quitting. It can disrupt the workplace, create a hostile atmosphere, and even lead to legal consequences.

One of the main effects of loud quitting on organizations is the potential for damage to the company's reputation. Suppose a former employee comment negatively about the company or shares their experience on social media. In that case, it can harm the company's brand and make it harder to attract and retain talent.

Loud quitting can also create a sense of chaos and confusion in the workplace. If the quitting employee was responsible for critical tasks or projects, their departure could cause delays, errors, or other negative consequences. This can lead to decreased productivity, a loss of revenue, and even legal liabilities if deadlines or contractual obligations are not met.

Finally, loud quitting can create legal issues for individuals and organizations. If the quitting employee engages in threatening, violent, or discriminatory behavior, it can lead to legal action, such as a lawsuit or criminal charges. This can be costly for both the individual and the organization and can have long-term consequences on their professional and personal lives.

The Middle Ground: Strategies for leaving your job with dignity and impact

Leaving a job is a significant decision, and it's crucial to approach it thoughtfully and professionally. Whether you're leaving to pursue a new opportunity or simply moving on, there are several ways to make your departure impactful and maintain positive relationships with your colleagues and employer. Here are some strategies for leaving your job with dignity and impact:

1. Give adequate notice: It's important to give your employer adequate notice when resigning. Two weeks' notice is generally standard, but depending on your position and responsibilities, you may need to provide more time. Giving sufficient notice shows that you respect your employer and the work you've done together.

2. Volunteer or do advocacy work: If you're leaving your job because you're passionate about a cause, consider volunteering or doing advocacy work related to that cause. This can be a great way to positively impact and leave a lasting impression on your colleagues and employer. For example, if you're leaving a job in the healthcare industry, you could volunteer at a local clinic or hospital.

3. Write a thoughtful resignation letter: A well-written resignation letter can make a positive impact and help you leave on good terms. In your letter, express your appreciation for the opportunities you've had, and explain why you're leaving. If you have any feedback that could be useful for your employer, share it constructively.

4. Maintain positive relationships: Maintaining positive relationships with your colleagues and employer is essential even after you’ve left. Keep in touch and offer your support if needed. You never know when you may need a reference or a professional connection in the future.Here are some examples of how these strategies can be applied in practice:

A marketing manager who is leaving her job to pursue a career in environmental activism could volunteer at a local environmental organization and mention this in her resignation letter. She could also offer to help her employer with any marketing needs related to sustainability and environmental responsibility. A software developer who is leaving his job to pursue a career in teaching could volunteer at a local school and mention this in his resignation letter. He could also offer to help his employer with any educational initiatives or projects.A customer service representative who is leaving her job to start a family could write a

thoughtful resignation letter expressing her appreciation for the opportunities she's had, and offering to train her replacement and provide any assistance needed during the transition period. She could also maintain positive relationships with her colleagues and employer by keeping in touch and offering her support if needed.

Conclusion

Loud quitting can positively and negatively affect the individual and the workplace. While it may provide temporary relief for the individual, it can have long-term consequences, including damage to reputation and future employment prospects. It can also create a hostile work environment, damaging the company's reputation. To avoid loud quitting, addressing the underlying issues causing frustration is essential, as taking care of one's mental health and, if necessary, quitting professionally and respectfully. By doing so, individuals and companies can avoid the negative consequences of loud quitting and create a more positive and productive work environment.

-PRAGYA LAWANIYA

SIMS

Employees leaving their jobs has become increasingly common in today's work scene. Nonetheless, a recent trend has evolved in which individuals opt to resign from their positions in a spectacular and frequently attention-grabbing manner. This might involve organising a walkout, creating a viral video, or openly criticising their employer on social media. This practise has received media attention, and its possible effects on both employees and companies have been hotly debated.According to a recent analysis by the Work Institute, in the United States, the cost of turnover to the economy is over $600 billion every year. Moreover, from 10 years in 1985 to 4.1 years in 2020, the average employment duration has declined. These figures underscore the rising issue of staff turnover and the negative consequences it may have on businesses.Marina Shifrin, for example, resigned her work at a Taiwanese animation firm by making a viral video in which she danced to Kanye West's "Gone" in her office. Another excellent example is Steven Slater, a JetBlue flight attendant who left in spectacular manner by deploying an emergency slide and sliding down it before walking off the job.Organizations may take proactive actions to resolve workplace challenges and establish a culture that fosters employee retention and happiness by knowing the reasons for People leaving and its possible consequences. Companies may use this information to develop a better and more productive team while also mitigating the negative effects of Employees leaving on their organisation.So, what motivates employees to leave in this manner?

1. A lack of job satisfaction and fulfilment as a result of poor management, a hostile workplace, or a misalignment between an employee's values and those of the organisation.According to a Gallup poll, only 33% of US workers are engaged at work. Additionally, according to a poll performed by the Society for Human Resource Management, bad management is the leading cause of employee turnover. Employees who feel underappreciated or unsupported at work may feel obliged to make a spectacular leave in order to draw attention to the problems they are experiencing.Brittany Wagner,

a guidance counsellor who resigned her work at a Mississippi high school after being punished for assisting a kid in enrolling in college, is a real-life example of Loud resigning because to poor management. She created a viral video in which she chastised the school administration for their lack of support for pupils.

2. The desire to make a remark or draw attention to a problem at work.

Employees may choose to Loud leave in some situations to call attention to a specific issue or to push for change within the business. This is especially true for employees who believe management has overlooked or rejected their concerns.One prominent example of Someone leaving to draw attention to workplace concerns is Mark Herron, who resigned his job as a bartender to protest the restaurant's dress code rules. He created a popular video condemning the policy for being anti-male.

3. A desire to establish their own business or change professional paths. Loud resigning may be a means for some employees to announce their decision to follow a different career path or to establish their own business. This might be a very appealing alternative for people who believe their present employment does not correspond with their own objectives or values.Marina Shifrin, who resigned her work at a Taiwanese animation firm to pursue a career in comedy, is an example of Someone resigning to follow a different professional path. She created a viral video of herself dancing at her workplace, which has been viewed over 19 million times on YouTube.

Overall, loud resignation is frequently the consequence of underlying workplace difficulties that management has not addressed. Organizations may reduce turnover and establish a more happy and productive work environment by knowing the reasons why people choose to Loud resign.Employees and organisations may face major and long-term implications if Loud leaves. In order to avoid unfavourable results, all parties must grasp these ramifications. Among the implications are:

1. A negative influence on employees' career prospects and future job chances.

Employees who choose to resign loudly may be seen poorly by prospective employers. According to a CareerBuilder poll, 71% of employers stated they would be less reluctant to hire a candidate who has resigned a job abruptly. This indicates that abruptly leaving a job might have long-term ramifications for a person's professional chances.The instance of Steven Slater, a flight attendant who resigned his job by deploying the emergency slide and exiting the plane, is an illustration of the detrimental impact Loud's resignation had on his future prospects. He was afterwards unable to find work in the aviation business and was forced to work in another profession.

2. Negative impact on the organization's reputation and possibly loss of business. When an employee like Loud departs and makes a public spectacle of himself, it might harm the reputation of the company for which he worked. This unfavourable publicity may cause the firm to lose business and income.Amy's Baking Company, an Arizona eatery whose owners became viral after responding to unfavourable social media reviews, is one example of how Loud's departure harmed the reputation of the company. When a server departed and talked about her experience on social media, the restaurant suffered a large loss of revenue as a result of the unfavourable press.

3. Workplace disruption and probable loss of productivity. Quitting loudly may create a chaotic and uncomfortable work atmosphere for remaining employees, resulting in lost productivity. It can also generate a sense of uncertainty and instability inside the firm, which can further impair productivity and employee morale.One example of a workplace disruption caused by Loud resigning is the instance of a radio DJ who quit on-air and left the station in chaos. The remaining staff were left to clean up the mess and cope with the aftermath, resulting in decreased production and morale.Leaving loudly may have serious consequences for a company's brand and image, as well as its ability to retain and

recruit personnel.David Ulrich,an HR thought leader and professor at the University of Michigan's Ross School of Management, has listed three critical techniques that businesses should employ to respond to noisy leaving. These tactics are based on data-driven research and have been shown to be effective in real-world circumstances.

1. Learn the reasons for the departure: The first stage in reacting to a noisy quitting episode, according to Ulrich, is to understand why the person is leaving. This may entail conducting exit interviews or assessing data on attrition rates and employee engagement. Companies can take efforts to resolve any underlying issues and prevent such instances in the future by identifying the underlying causes for the departure.

2. Communicate proactively: After the reasons for the leaving have been determined, businesses should engage with their workers, customers, and other stakeholders proactively. This might include making a public statement, organising town hall meetings, or communicating with employees via social media. Companies may demonstrate their commitment to addressing any concerns and maintaining a healthy workplace culture by speaking proactively and honestly.

3. Emphasize employee involvement: According to research, organisations with high levels of employee engagement have lower turnover rates and are more successful overall. As a result, businesses should focus on developing a healthy workplace culture that encourages involvement and open communication. This might include giving staff opportunities for advancement, offering competitive compensation and benefits, and cultivating a feeling of community and teamwork.

4. Create a strong employer brand: A strong employer brand may assist businesses in attracting and retaining top people while also improving their reputation and brand image. Companies should focus on generating a great employee experience, promoting their values and mission, and emphasising their commitment to diversity and inclusion in order to develop a successful employer brand.

5.Keeps an eye on social media: In this day and age, a single unfavourable post or video may rapidly go viral and harm a company's brand. As a result, businesses should watch social media platforms on a daily basis and be ready to respond promptly to any bad comments or suggestions. This might include actively engaging with consumers and staff or collaborating with social media influencers to generate a favourable image.Starbucks is one example of a corporation that effectively responded to a loud leaving episode. A barista in Philadelphia made waves in 2019 after she posted a video of herself complaining over the company's prohibition on wearing Pride-themed t-shirts.The video quickly went viral, sparking widespread condemnation of the company's rules and culture.Starbucks responded by issuing a public statement expressing support for LGBTQ+ rights and promising to evaluate company practises. In addition, the corporation hosted a town hall meeting with employees to address their concerns and began discussions with LGBTQ+ advocacy groups. These initiatives contributed to the company's reputation restoration and demonstrated its commitment to fostering an inclusive working culture.To summarise, loud leaving is an increasing phenomena in today's labour market. It is typically a result of underlying workplace difficulties such as bad management, toxic work conditions, or a misalignment between an employee's values and those of the organisation. Workers may also choose to Loud leave in order to draw attention to a certain issue at work or to follow a different professional path. Knowing the reasons for Loud's resignation is critical for businesses seeking to solve workplace challenges, provide a healthy work environment, and retain workers. Companies may establish a more efficient team while limiting the negative effects of Loud departing on their business by adopting proactive actions to avoid turnover and improve employee happiness.

-YASHVARDHAN CHAKRABORTY

SVKM's Narsee Monjee Institute of Management Studies (NMIMS), Bengaluru