While many employers may be familiar with the term quiet quitting, loud quitting is a relatively new form of disengagement in the workplace. Loud quitting is when employees boldly leave a company, ensuring that everyone around them knows their reasons for quitting. Oftentimes these departures involve strong statements and heated arguments that have a negative impact on other employees.  

What causes loud quitting?  

While there are many underlying causes for loud quitting, these are some of the most common reasons.  

Feeling dismissed by management 

When employees present concerns or issues to management and nothing seems to change, it can cause employees to feel unheard and want to openly speak up about these problems to other employees.  


70% of employees say that micromanagement has decreased their morale and 55% say micromanagement hurts their productivity. Employees do not enjoy being micromanaged, so when it occurs, it can create animosity.  

Feeling unfairly compensated  

When employees do not feel like they are being fairly compensated for their work and time, it can cause negative feelings towards the company. Oftentimes, loud quitting starts when an employee has addressed this concern with a leader, and the leader denies their request without an explanation.  

Discrimination or workplace bullying  

If employees are getting harassed or discriminated against in the workplace, then it may cause them to openly express their negative experiences with their colleagues. If these issues are not immediately addressed and resolved, then it can lead to loud quitting.  


 The impact of loud quitting  

When employees see loud quitting, it can negatively impact them and their perception of the company. Here are some of the impacts of loud quitting:  

  • Negative public perception  
  • Decreased employee morale  
  • Reduced productivity  
  • Loss of talent 

Maintaining a positive company culture is crucial for attracting and retaining employees, so when loud quitting occurs, it is important for leaders to gather their team and address any questions or concerns they have regarding the situation.  


How to prevent loud quitting  

Since loud quitting can negatively impact employees, it is important for leaders to know how to prevent it.  

Investigate and resolve concerns immediately  

When employees address workplace issues with leaders, leaders should listen to what the employee has to say, and then investigate the problem. If issues are not resolved quickly by leaders, then it can cause employees to feel like there is no one they can talk to.  

Properly train leaders  

Poor management is often one of the most common root causes of loud quitting. Properly training leaders can help prevent unprofessionalism, micromanaging, workplace toxicity, and poor communication. It is also important to train leaders on identifying early signs of discontent or disengagement. This will help leaders address issues before they become more serious.  

Prioritize open communication  

When employees go to leaders with problems or concerns, it is important for leaders to create an environment of open communication and make employees feel safe talking through their thoughts. When an employee brings up a specific concern, leaders should ask them more questions and have an in-depth conversation about the issue. When leaders brush off their employees and do not seem interested in knowing more about the problem, then it can cause loud quitting.  

Open communication can also involve conducting frequent one-on-one meetings to talk to your employees about how they are doing. It is important to check in with employees about their thoughts on their workload and work-life balance.  


Employee satisfaction should be a priority for all leaders. Loud quitting has many negative impacts on employees and the company culture, so it is important to know how it can be prevented.