The LLoyd blog: hidden talent.

The Art of Quitting: The Differences Between Loud Quitting and Quiet Quitting

Loud and quiet quitting

Contemplating quitting your job?
The dramatic exit of loud quitting contrasts sharply with the subtle retreat of soft quitting. Discover how these distinct departure styles reflect deeper workplace trends and impact both employees and employers.

We’ve all seen them…the surge of employees publicly quitting their jobs on TikTok.  Some have dubbed this trend Quittoking.  Videos tagged with hashtags like #QuitMyJob and #LoudQuit have garnered millions of views. While these videos can provide a sense of solidarity and validation for viewers experiencing similar frustrations, they also have far-reaching consequences.

For the individuals posting these videos, the immediate impact is a public release of their job dissatisfaction, which can be cathartic. However, this visibility also means that potential future employers can easily find and view these videos, potentially viewing the individual as unprofessional or disruptive.

Loud and quiet quitting

Loud Quitting

This trend of Loud Quitting refers to an employee’s overt and often dramatic departure from their job. This could involve publicly announcing their resignation, criticizing the company or management, or using social media platforms to air grievances. Loud quitters typically feel a strong sense of dissatisfaction or injustice and choose to exit in a way that makes their discontent known to all.

For employers, this louder style of quitting, especially on social media platforms like TikTok, can be disruptive and damaging. It can tarnish the company’s reputation, lower morale among remaining employees, and even lead to public relations issues. From an operational perspective, it creates an immediate void that can be challenging to fill quickly, especially if the departing employee held a critical role.

For workers, loud quitting can be a cathartic release of built-up frustrations. However, it often carries significant risks. Publicly denouncing a former employer can lead to:

  • Negative References for future employment. Irritated employers may provide poor references, affecting future job prospects.
  • Damaged Reputation – the professional community is often interconnected, and a reputation for dramatic exits can follow an individual, potentially deterring future employers. Companies are reluctant to hire those who publicly air their work issues.
  • Legal Repercussions – in some cases, loud quitting can lead to legal issues, especially if the departing employee discloses confidential information or makes defamatory statements.
  • Immediate Loss of Benefits –  losing healthcare coverage or even the chance to collect unemployment can hurt you financially.
Loud and quiet quitting

Understanding Quiet Quitting

Quiet quitting on the other hand, is a subtler form of disengagement where an employee remains in their role but reduces their effort to the bare minimum required. They fulfill their job responsibilities without going above and beyond, often ceasing to participate in extra projects, after-hours work, or any activity outside their formal job description.  In short, they might be described as zombies earning paychecks.

Many have termed quiet quitters as those experiencing “resenteeism.”  This is a combination of being both resentful and absent (either physically or mentally).  The quiet quitter wants to leave their job, but has not done so either because of finances, limited job options or benefits.

For employers, quiet quitting is a silent productivity killer. It can be challenging to detect and address since the employee is technically fulfilling their duties. Over time, however, widespread quiet quitting can erode the overall performance and morale of the workforce, as the lack of enthusiasm and commitment can be contagious.

For workers, quiet quitting can offer a temporary solution to burnout or dissatisfaction, allowing them to maintain their job while preserving their mental health. However, it comes with several potential downsides:

  • Stalled Career Growth by not taking on additional responsibilities or showing initiative, employees may miss out on promotions, raises, and other opportunities for advancement.
  • Negative Perceptions managers and colleagues may perceive quiet quitters as unmotivated or disengaged, which can harm professional relationships and damage friendships and workforce harmony.
  • Missed Learning Opportunities means quiet quitters often forgo opportunities for personal and professional development, which can hinder long-term career growth or the chance to actually get out of the rut they find themselves in.

Alternatives to Loud and Quiet Quitting

For those considering loud quitting, it is often more beneficial to:

  • Address Issues Internally. Speak to your manager or HR. Communicate concerns with before making a dramatic exit or doing anything that might spiral into 100K views or more.
  • Seek a Solution – Perhaps you can resolve your issues by discussing your workload or the expectations of your role.  Explain that your goal is to find a manageable balance for both yourself and the company.
  • See What’s Out There – If you’ve tried to make things right but find yourself stalled, then discreetly seeking what is available to you is the way to go before announcing your departure.
  • Plan a Composed Departure  –  No matter how bad the situation, you are always advised to not burn bridges! If leaving is truly the best option, do so professionally, giving proper notice (one to two weeks is fair) and don’t be surprised if you are asked to leave sooner. Some companies do this as policy and some do it because they are uncomfortable and are concerned it will spark other employees to do the same.
Merrill Banks’ advice on Quitting

Merrill Banks, CSP
who founded Lloyd Staffing and still remains active in the business says, “As an owner and recruiter for many years, I will tell you that sacrificing your future is not worth the few minutes of satisfaction for saying the words you’ve been holding back. You will have an initial period of release but, somehow, somewhere or sometime it can come back to bite you and it’s just not worth it to your career. Instead, you might phrase your words with something like this, “I wish our experience together had been different and perhaps more positive for both of us, but I’m glad I had this opportunity because I learned from it.” Then stop! Or, you can state that you believed your role or your responsibilities would be different than what they were in reality… you can mention that the work environment or conditions were not a good fit…or that you are restless to grow and learn new things. It’s okay to say that you have found something better suited to you geographically or with a significant financial increase. All of these things indicate some dissatisfaction, but you are saying it in a professional way. You will be making your point without pinning a target on your back.”


In the End…

Loud quitting and quiet quitting represent two ends of the disengagement spectrum, each with its unique set of challenges and repercussions. While these trends might offer temporary relief, they are not conducive to long-term career success. Addressing workplace issues proactively and professionally is often the best approach for maintaining a positive career trajectory. Employers, on their part, should strive to create environments where employees feel valued and engaged, reducing the likelihood of either form of quitting. Employees should speak up if they are feeling abused or dissatisfied, but leave to pursue other opportunities with their careers intact.

We can all hope that the words of Brazilian novelist, Paulo Coelho are true when he said,
If you’re brave enough to say goodbye, life will reward you with a new hello.”


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