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Journalism of Courage
Loud quitting, a new workplace trend, has garnered considerable traction on social media platforms. Videos shared with #QuitTok accumulated millions of views.
Hasib Rahaman, VP, HR and administration at Clirnet and DocTube, defined loud quitting as “an employee exiting an organisation in a highly visible and dramatic manner, publicly airing their grievances and discontent.” This new approach starkly contrasts the traditional, discreet manner of leaving an organisation.
A Pew Research Centre study highlighted that 30 per cent of employees quitting their jobs shared the decision online, and 12 per cent admitted to doing so to criticise their former employer publicly. A recent video shared by an Instagram content creator is proof enough. It showed a sales associate from India’s Pune marking his last day at work by dancing to the beats of dhol, expressing relief and happiness in leaving a ‘toxic workplace’.
Hasib underscores that lack of transparency and inadequate treatment distress employees more than the organisational culture or job demands.
“Employees often loud-quit to vent frustration caused by perceived injustices in their organisations, such as unfair policies, biased management, and toxic work cultures,” said Ankur Sharma, CHRO, Aye Finance, stating the primary reasons behind the trend.
“This behaviour stems from a desire for procedural and distributive justice, which, when lacking, leads to employee dissatisfaction, and a belief that loud quitting can force self-correction among managers and improve their well-being,” Ankur explained.
Loud quitting could be an expression of resistance and self-assertion. But this may burn bridges, potentially harming an individual’s professional reputation and future job prospects. This act of rebellion could be considered immature, and future employers may question the individual’s work ethic, professionalism and even discretion.
Ankur emphasised this saying, “Loud quitting is a poor work ethic. While a fair and transparent environment is an organisational duty, employees also need to follow proper and professional conflict resolution channels to resolve their grievances and disconnects.”
“Such behaviour reflects immaturity, which no company prefers in potential hires if they are aware of it, and might lead employers to question an individual’s professionalism and discretion,” Hasib told indianexpress.com.
Grusha Khanna, a PR professional, has a different perspective. “On the flip side, if one is considering starting their own business, loud quitting can generate significant attention and buzz, as it’s a form of publicity stunt that might capture people’s attention,” she said.
As the trend continues to rise, leaders are taking note of it, with many monitoring and striving to improve workplace culture and communication channels.
“Organisations should recognise and appreciate employees’ efforts openly and consistently, creating a culture where achievements are celebrated and contributions are acknowledged. This practice can significantly boost morale and satisfaction among the workforce,” said Dr Ravinder Goyal, co-founder of Erekrut.com.
Hasib highlighted the importance of maintaining open lines of communication, expressing that “by implementing an open-door policy, conducting regular check-ins through employee surveys and exit interviews, and actively integrating the feedback received,” leaders can effectively address employee grievances before they escalate to loud quitting.
Shashank, a 30-year-old bank employee, believes workplaces should move beyond transactional relationships and foster individual and group development. He said his current organisation failed to “foster inclusive, empathetic, and supportive leadership and culture,” and that this took a toll on his mental well-being.
Loud quitting is not only a reflection of changing workplace dynamics, but also a commentary on the modern employee’s desire for respect, fulfilment, and recognition in their professional lives.
