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Loud Quitting

By July 5, 2023October 19th, 2023No Comments

As you may recall, in March we conducted a webinar on Quiet Quitting and Quiet Hiring. Recently, while researching Talent Acquisition and Talent Management, an intriguing article caught my attention. The article is titled “Forget ‘quiet quitting’. Now frustrated employees are ‘loud quitting’ – and the resignation trend is even worse for business leaders.”

The article’s title is designed to be sensational and grab your attention. It aims to create a sense of crisis. However, similar to quiet quitting, there is no actual crisis. Loud quitting is merely another term for a long-standing issue – a dissatisfied employee. This discontented individual creates a toxic work environment, displaying disruptive behavior and openly expressing their unhappiness, as the article points out. Moreover, when they decide to leave, they often do so in a manner that attempts to harm the company in some way.

This presents a multi-faceted problem that can impact company culture, productivity, and hiring processes. When potential candidates visit company review sites, observe negative comments on social media, or hear negative feedback, they are likely to be discouraged from applying to the organization. Therefore, it is crucial to prevent this situation as much as possible. When developing your hiring strategy, it is mission critical to prioritize employee retention. Dealing with employee turnover is significantly more expensive in terms of productivity, operational continuity, client relationships, and finances.

Below are five tips to consider when incorporating employee retention into your hiring strategy:

Cultivate a Purpose-Driven Culture

In today’s world, employees are increasingly seeking a sense of purpose beyond just a paycheck. To retain your best talent, focus on creating a purpose-driven culture. Encourage employees to connect their work to the bigger picture and show them how their contributions make a meaningful impact. When people feel their work matters, they are more likely to stay loyal and engaged.

Prioritize Employee Well-being

In the nonprofit world, burnout has become a real concern. To retain your employees, prioritize their well-being. Offer flexible work arrangements, promote life-work balance, and provide access to resources that support physical and mental health. Encourage breaks, promote healthy habits, and consider engaging employees to help build and evolve wellness programs suited to their needs to show you genuinely care about your employees’ overall well-being.

Embrace Continuous Learning and Development

Investing in your employees’ growth is a win-win situation. Offer regular training and development opportunities that align with their career aspirations. Provide management with the training and tools to support their teams. Encourage a learning culture by providing access to online courses, workshops, conferences, and mentorship programs. When employees see a clear path for advancement within your organization, they are more likely to stay and grow with you.

Foster Authentic Communication

Effective communication is paramount in retaining employees. Create an open and transparent environment where employees feel comfortable expressing their ideas, concerns, and feedback. Encourage regular one-on-one meetings to provide personalized attention and address individual needs. Actively listen, acknowledge achievements, and provide constructive and actionable feedback to foster a sense of belonging and trust.

As a side tip, monitor prominent review boards like Glassdoor, respond gracefully to negative reviews, and demonstrate a culture of improvement by thanking individuals for their opinions and inviting them to discuss further. This approach helps you become an employer of choice and build the organization you aspire to be.

Recognize and Reward Success

Recognizing and appreciating employees’ hard work is key to boosting retention. Implement a comprehensive recognition and reward system that celebrates achievements and milestones. Recognize individual and team efforts publicly, and offer meaningful incentives such as bonuses, promotions, extra vacation days, or personalized perks. When employees feel valued and appreciated, they are more likely to stay committed to your organization.

The phenomenon of “loud quitting” may have garnered attention through sensational headlines, but it is ultimately a manifestation of the long-standing issue of employee dissatisfaction. While discontented individuals can create a toxic work environment and leave in ways that harm the company, the focus should be on preventing such situations rather than succumbing to crisis-driven narratives.

Employee retention should be a priority when developing a hiring strategy. The negative impact of high turnover rates extends beyond immediate disruptions; it affects company culture, productivity, and the ability to attract new talent. By implementing effective employee retention strategies, organizations can create a positive work environment that fosters loyalty, engagement, and ultimately, success.

By adopting these strategies, organizations can reduce turnover, enhance company culture, and attract top talent. In doing so, they create an environment where employees feel valued, engaged, and motivated to contribute their best. Investing in employee retention is not only a sound business decision; it is a testament to an organization’s commitment to its workforce’s well-being, growth, and the people it works to serve.

Benjamin Freedman is the CEO of Weiser Innovations. Weiser is an innovative talent acquisition firm with deep roots in the nonprofit sector and partners with 501 to provide talent acquisition assistance to its 3,000 nonprofit clients. Contact us today for talent acquisition assistance.

(Image by Danykur from Freepik)

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