A worrying tendency has evolved in the Philippines’ busy professional scene, sending shockwaves through numerous industries: the practice of loud quitting. It has become increasingly common for employees in businesses around the archipelago to choose a public and dramatic departure, complete with emotional speeches or confrontations.
This novel expression of discontent in the workplace not only challenges the accepted standards of professionalism but also highlights systemic problems in the Filipino workplace.
The continuing difficulty of inadequate communication channels within many businesses in the Philippines is leading to the development of chaotic loud quitting.
Many workers have issues that go unresolved in the workplace, such as those involving management, the environment, or interpersonal strife. If they feel their issues aren’t being heard, some people will turn to extreme measures like loud quitting to get their attention.
It’s possible that Filipinos’ cultural tendency to avoid direct confrontation contributes to the buildup of suppressed anger that leads to these dramatic resignations that bring attention to structural difficulties in the workplace.
The fallout from these instances has prompted calls for improved lines of communication between employers and employees in the Philippines in an effort to promote harmonious working conditions and reduce the frequency with which such extreme actions are required.
Here are some ways to lessen the likelihood of loud quitting:
Build a safe workplace
Create a pleasant workplace by encouraging an open and accepting atmosphere in which everyone may contribute. Foster an environment of trust, respect, and cooperation for everyone in the team. When workers are content, they are less likely to quit abruptly.
Make feedbacks
Maintain a system for routinely polling workers on how satisfied they are with their jobs, or make yourself available for employee feedback and suggestions. This is useful for seeing signs of dissatisfaction early on before they develop into full-blown, disruptive resignations.
Provide a competitive salary
Offer competitive compensation and benefits: Ensure that your company’s compensation and benefits packages are competitive within your industry. Maintain their allure to potential workers by reviewing and updating them on a frequent basis. When workers are paid fairly, they are less likely to feel underappreciated and frustrated with their jobs.
Allow your employees to grow
Offer room for development. Create clear professional development paths for employees, enabling possibilities for growth and progress. Help workers advance their careers by providing them with training, mentorship, and other educational opportunities. Workers who can envision their futures with the company are less inclined to quit suddenly.
Make an open communication with your employees
Strengthen lines of communication. Keep lines of communication open between upper management and staff. Spread the word about the company’s latest endeavors on a regular basis. Initiate communication and be receptive to employee complaints. The likelihood of misunderstandings and frustrations, both of which can lead to dramatic exits, is diminished when people are able to express themselves openly and effectively.
Confront corporate challenges professionally
Address disagreements proactively. Promptly address any conflicts or concerns in the workplace. Support mediation or other forms of conflict resolution and promote open communication. Unresolved disagreements can grow and result in employees resorting to spectacular exits.
Appreciate your employees
Show your appreciation for your staff by publicly praising their efforts and results. Public and private acknowledgment of accomplishments should be done on a regular basis. When workers know they are appreciated, they are more dedicated to the company.
Provide a healthy environment
Keep up a nurturing management style by setting an example of empathy, understanding, and respect. Insist that supervisors treat their staff like people and listen to them. A trusting and understanding management style helps employees feel valued and respected. When an employee decides to leave, it is important to interview them to find out why they are leaving. This data can be used to spot patterns that indicate where changes are needed inside the company.
Assess their performances professionally
Employee engagement can be improved in a continuous manner by regularly assessing and refining employee engagement techniques. Programs for employee participation, team development, and health and well-being are all good ideas to put into motion. Because they care about their work and the company, engaged workers are less likely to quit in public.
Given that this topic is discussed, Capstone-Intel Corp. examined the online presence of “loud quitting” for a year, from November 13, 2022, to November 13, 2023, using all publicly accessible online posts.
Over the course of the year, the idea of ”loud quitting” garnered 372.1 engagement scores across all 43 post counts, garnering over 1,216 reaction counts.
In terms of specific responses, the most popular response was “Facebook like,” with 722. This was followed by “haha,” with 323, “love,” with 84, “sad,” with 51, “wow,” with 34 , and “angry,” with two reactions.
