What is ‘loud leaving?’
As office support recruitment specialists we have heard a lot about the concept of “quiet quitting,” where employees complete their minimum work requirements only, without going above and beyond or bringing work home after hours. This was quite the phenomenal with employees feeling the need to protest incredulous workloads and pressure to do more and more in the talent short market post pandemic.
Then there was “quiet firing’’ where managers were failing to provide adequate support, training, guidance and career opportunity to their employees (some knowingly and some unknowingly) leading to the employee exiting the business.
Capturing our attention more recently has been “loud leaving”, which is all about ensuring that those around you, seniors, peers and subordinates know that you have boundaries. And its managers that have been leading the charge with this concept, feeling the pressure to ensure that their employees have an adequate amount of work life balance, leading by example to ensure that it is achieved.
For years, in many organisations, you have been judged by how early you get into the office and how late you leave at night, but true flexibility now reigns supreme, and the goal is to get employees to focus on productivity rather than the appearance of working hard. This has been particularly impact with the younger generations, who have been pleading for organisations to offer genuine balance to individuals who prove their ability to be just as effect when it’s in place.
Loud leaving is also being utilised to describe disgruntled employees who are voicing their concerns and frustrations well…more loudly these days. Employee empowerment is being blamed for this in some circles, with employees understanding how difficult it is to replace them in many cases and taking advantage of their newfound power.
Grievances are being expressed more often, more openly and in a more confrontational manner, with many even turning to social media and Linked In to share their unhappy opinions. We are seeing a ripple effect occur here, as it draws attention to organisational issues, potentially leading to broader discussions about workplace culture, management practices, or employee well-being.
So how do you navigate loud leaving? This is what we have learnt as recruitment specialists from our clients…
Promote Open Communication
To prevent loud leaving scenarios from disgruntled employees, organisations must foster a culture of open communication, where employees get to express their concerns more often, without fear of retribution. Encouraging regular feedback sessions, increasing the regularity on 1:1 meetings, implementing anonymous surveys, and implementing a mentor programme are all examples that we have seen work incredibly well.
Measure productivity and find a way to make flexibility really work
When everyone can see that the work is being done, it’s a lot easier for Managers to feel more relaxed about creating stronger flexibility in most workplaces – and this ease trickles down to the employees too. They are less concerned that they will need to ‘’cover’ for a non-performer when they know that productivity is being measured.
Prioritise Employee Engagement
Loud leaving can be a symptom of disengagement or dissatisfaction among employees. To combat this, companies not should, but need to invest in employee engagement initiatives, like professional development opportunities, recognition programs and wellness initiatives. By actively demonstrating a commitment to employee well-being, organisations can mitigate the risk of loud leaving. It needs to be in the budget permanently.
Strengthening Leadership and Management
Effective leadership and management play a vital role in preventing loud leaving situations. Equipping managers with the necessary skills for employee support, conflict resolution, and emotional intelligence can help them adopt a positive work environment. By cultivating strong leadership at all levels, organisations can reduce the likelihood of employees resorting to loud leaving as their only means of addressing concerns.
Partnering with Recruitment Specialists
To ensure a smooth transition during times of turnover, organisations can benefit from partnering with a office support recruitment specialist like MJD Recruitment. Our expertise in office support recruitment enables us to identify candidates who possess the skills, mindset, and compatibility needed to thrive in specific corporate environments. By finding the right fit from the start, companies can alleviate the risk of future loud leaving incidents.
Loud leaving has emerged as a significant trend in the corporate landscape, drawing attention to employee dissatisfaction and organisational issues. By prioritising open communication, employee engagement, strong leadership, and partnering with specialised recruitment agencies, organisations can navigate the challenges associated with loud leaving.
Remember, a harmonious and supportive work environment promotes employee retention and cultivates a culture where quiet success prevails over loud departures.