How to prevent and combat it at work

By Jonny Edser, Wildgoose

This trend is troubling as it signals employees are not happy as well as creating a disconnect between the employer and employee regarding expectations when it comes to promotions and pay. It is in a manager’s best interest to recognise and prevent loud quitting and correct it as soon as possible.

Tips for preventing and combating loud quitting: Listen to your employees

Often, employees who are loud quitting have usually expressed concerns previously that their managers have failed to fix or ignore. Loud quitting is likley to occur after employees feel their managers are oblivious or apathetic to their concerns.

Listening to employees and validating their concerns can go a long way in preventing employees getting to the stage where they need to loud quit. If employees feel like they are being listened to, understood and feel like their manager has their best interests in mind, they are less likely to feel the need to apply for other jobs.

Don’t wait until an annual review to discuss issues around pay. It’s important to have regular meetings and conversations with employees around issues such as pay.

Communicate their value

It’s super important for employers to let employees know just how important they are to the organisation and how much you truly value their contributions. As team members, it is really important that you show appreciation for their work and this will motivate them to continue to create value in the organisation.

Prepare for conversations and make them understand the bigger picture

When employees are disappointed with their pay, it’s usually due to lack of information. They may not be aware of how the organisation is performing, or why they may not be eligible for a pay rise at the moment. You should explain and help employees understand the industry standard and how you are ensuring they are paid in-line with this. You might also want to explain the decision-making behind how the choice was made so that the employee understands you are being fair. Work together with employees to develop a development plan

If an employee is asking for a promotion but they are not ready in their career progression for that next step, then it is important to communicate why this might be and how they can develop to get there. Employees are generally motivated by self-development, this can also help build employee motivation. If employees understand why a pay rise is not viable at the current moment but are given objectives to work towards this may help avoid any loud quitting.

About the Author:

Jonny Edser is the Managing Director and Founder of Wildgoose. Jonny founded Wildgoose in 2004 with the vision of transforming the team building industry, making it more accessible for any company in any country to bring their teams together at any time. With businesses in both the UK and US, Wildgoose delivers thousands of events a year 24/7 across six continents. Away from work, he is a passionate footballer, skier, traveller, and family man.