‘Loud quitting’: The risky work trend that could land you a pay rise

'Loud quitting' is when you talk loudly and openly about looking elsewhere for work. (Source: Getty)

You’ve probably heard the term ‘quiet quitting’ - the idea of only doing the bare minimum at work and not going above and beyond what you are paid to do.

Now, there’s a new work buzzword. It’s called ‘loud quitting’ and, as the name suggests, it’s the total opposite of ‘quiet quitting’.

Loud quitting is when you talk loudly and openly about looking elsewhere for work, in the hopes your boss will offer you a promotion or a pay rise in order to keep you. It’s not actually about quitting your job. Instead, it’s used as a negotiation tactic.

• Also read: Quiet quitting? Try these 3 tips for a better work life balance instead

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“Loud quitting is people being open about their grievances around work and their workload. There is this real overt expression of not being happy,” Peta Sigley, co-founder of resilience platform Springfox, told Yahoo Finance.

While threatening to quit is nothing new, Sigley thinks the trend has gained traction recently with more employees feeling overloaded and stressed.

Recent LinkedIn data found 66 per cent of workers felt overworked and undervalued and, subsequently, not personally committed to their current jobs.

Should you decide to loud quit, Sigley said there was a risk your boss could call your bluff, or you could end up creating a toxic work environment.

“The loud quitting that I have seen has not been great. Not great for the team, not great for the individual and not great for the leader. I don’t see it as a win-win,” Sigley said.

“[People who loud quit] have definitely not gotten what they wanted and, in fact, they have lost their reputation.”

Communication is key

Instead of going down the loud quitting route, Sigley recommended being proactive, open and honest with your employer and setting and communicating your boundaries clearly.

“People do want to retain good talent and people who are contributing positively to the outcome of the team and the mood and how it functions. Leaders are really receptive to that,” Sigley said.

Sigley recommended having a conversation with your manager and being clear about what you want to achieve. She also recommended having good reasons behind you and being clear about how any changes would work and how you could deal with any potential problems.

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