How can you tell if someone is quiet quitting?

Someone who is silently quitting typically sticks strictly to their job description. They might avoid taking on extra responsibilities and show minimal enthusiasm or initiative beyond what’s required. So rather than quitting their jobs, these employees resign mentally, and disengage from their work.

What is an example of loud quitting?

Loud quitting occurs when employees show disengagement and dissatisfaction with their jobs in a very public and dramatic manner. Loud quitting examples include writing about grievances on social media, complaining to coworkers, refusing requests from managers, etc.

Can you fire someone for quiet quitting?

Generally, yes. Though employees who quietly quit still do what their job requires, if their performance falls below the agreed standards or negatively impacts the business, employers may have grounds to fire the employee.

How to avoid loud quitting?

You can prevent employees from leaving the company loudly by creating a supportive environment. This can be achieved by fostering open communication, actively addressing concerns, ensuring fair compensation and reasonable workloads, promoting work-life balance, and offering opportunities for growth and development.

What is the root cause of quiet quitting?

Workers quit when they feel undervalued, overworked, or disconnected at work. A compromise on work-life balance, lack of career growth opportunities, and dissatisfactory work conditions are some of the top reasons why employees quit silently.

March 17, 2025 in Featured, HR, Employee Management

Quiet Quitting vs. Loud Quitting: HR Strategies for Employee Retention in 2025

By: Danielle Levine

Employee disengagement is at an all-time high, and two major trends—quiet quitting and loud quitting—are reshaping the workplace. Whether employees silently withdraw or publicly voice their dissatisfaction, HR teams must take action to keep their workforce engaged. While both stem from job dissatisfaction, they manifest in different ways. This guide will help you identify the warning signs of both quitting trends and provide proven strategies to address them.

Quiet quitting refers to employees who do only the bare minimum required to keep their jobs, whereas loud quitters openly express their dissatisfaction.

According to Gallup’s 2023 State of the Global Workplace report, 59% of employees surveyed fall into the category of quiet quitters, and 18% fall into the category of loud quitters.

Excelforce-branded graphic displaying a quote from Gallup’s 2023 State of the Global Workplace report: '59% of employees are quiet quitters, and 18% are loud quitters.

While they stem from the same issue, quiet and loud quitting should be addressed differently. In this article, we’ll tell you how to spot each type within your organization and walk you through the best strategies to tackle these challenges in 2025 and beyond.

What Is Quiet Quitting & Why Does It Hurt Employee Engagement?
What Is Loud Quitting & How Does It Impact Workplace Retention?
Quiet Quitting Versus Loud Quitting: Key Differences In Employee Disengagement
HR Strategies To Prevent Quiet & Loud Quitting In 2025
Tips To Manage The Quiet Quitting Trend
Tips To Manage The Loud Quitting Trend
Final Thoughts
Frequently Asked Questions (FAQs)

What Is Quiet Quitting & Why Does It Hurt Employee Engagement?

Coined by an influencer, Brian Creely, quiet quitting is when employees meet the basic role requirements and do nothing more. They don’t put in extra effort, work overtime, or take initiative beyond their assigned tasks.

By paying close attention to changes in employee behavior, you can identify employees silently quitting in your organization. Some warning signs include:

A decline in enthusiasm
Reluctance to take on additional responsibilities
Minimal participation in projects
Logging off exactly at 5 PM
Increased absenteeism
Skipping optional meetings or team-building activities

Quiet quitting often stems from burnout, lack of recognition, or the feeling that additional effort won’t lead to career growth. Since quiet quitters aren’t vocal, silent quitting can be harder to detect. However, when left unaddressed, employees quitting quietly can lead to higher turnover rates and erode an organization’s long-term success.

What Is Loud Quitting & How Does It Impact Workplace Retention?

Unlike quiet quitters, loud quitters make sure their dissatisfaction is heard, whether it’s through social media posts, heated discussions with colleagues, or confrontations with leadership. For this reason, identifying loud quitting in the workplace is relatively straightforward. Common signs include:

Publicly criticizing the company on social media
An increase in workplace conflicts
Arguing with managers or openly pushing back against unfair treatment

Loud quitters may also be more vocal about their job search. They might openly discuss plans to leave or badmouth the organization to coworkers. While it can be risky, some people see it as a way to stand up for themselves or call out toxic workplace cultures.

When employees quit loudly, it may encourage others to follow suit, leading to a wave of resignations or decreased productivity across teams. Unfortunately, reports suggest that nearly 1 in 5 workers are actively disengaged and quitting loudly.

Recognizing the signs is just the first step. The right HR tools can help you address disengagement before it leads to turnover.

Let’s Chat About How Excelforce Can Help

Quiet Quitting Versus Loud Quitting: Key Differences in Employee Disengagement

	Pros	Cons
Quiet Quitting	Employees still complete their core duties Less disruption compared to sudden resignations No direct conflict, which helps preserve relationships Greater potential to re-engage employees with the company	Decreased productivity Declining innovation and engagement Since the dissatisfaction isn’t voiced, it can be harder to address and can cause workplace stagnation
Loud Quitting	Highlights the issues so they can be quickly identified and addressed Motivates leadership to improve work culture	Potential to damage company reputation Can cause sudden staffing gaps, leading to workflow disruptions May signal a toxic workplace, discouraging future hires

Employee disengagement is costly but preventable. Let’s talk about how having the right HR tools can keep your team engaged and motivated.

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HR Strategies To Prevent Quiet & Loud Quitting in 2025

Whether workers quit silently or vocally, disengagement can harm an organization’s productivity, morale, and overall success. Hence, HR professionals must take a proactive approach to address employee dissatisfaction and foster a culture where every member feels heard, valued, and motivated to contribute.

Tips To Manage The Quiet Quitting Trend

Set reasonable expectations and offer flexible work arrangements to prevent burnout.
Recognize and reward efforts through incentives, promotions, or simple appreciation to make employees feel valued.
Conduct regular check-ins to understand employee concerns and encourage honest feedback.
Encourage collaboration and teamwork instead of toxic competition.
Help employees connect their work to the company’s mission, giving them a sense of purpose.
Provide mentorship programs, upskilling initiatives, and clear pathways for advancement to keep employees invested.

Tips To Manage The Loud Quitting Trend

Implement open-door policies and anonymous feedback options to encourage employees to voice issues.
Provide clear processes for addressing grievances fairly and promptly.
Keep employees informed about company decisions, workload expectations, and career progression to reduce misunderstandings.
Ensure managers are approachable and skilled in handling employee concerns effectively.
When employees leave, ask for honest feedback and use that insight to improve workplace conditions.
Provide mental health resources and stress management tools to ensure employees feel heard and valued at all levels.

Final Thoughts

While quiet quitting erodes productivity over time, loud quitting can damage workplace culture and a company’s reputation. Regardless of the type of disengagement you’re dealing with in your organization, focus on the following strategies to remedy the problem before it escalates.

Have one-on-one meetings with loud and quiet quitters to understand the problems they face and find a solution together.
Revamp your employee recognition program or improve your compensation and benefits package.
Ensure employees have a clear growth plan with the company.
Audit and adjust employee work schedules and wellness benefits.

When an employee resigns or chooses to disengage, the root cause is that your organization failed to meet their needs and expectations. You can re-engage these employees by actively listening to them and making them feel heard and valued. When your employees are engaged, they’ll take pride in their contributions and exceed expectations, contributing to long-term business success.

Preventing disengagement starts with the right strategies. See how Excelforce can keep your workforce motivated and productive.

Frequently Asked Questions (FAQs)

How can you tell if someone is quiet quitting?: Someone who is silently quitting typically sticks strictly to their job description. They might avoid taking on extra responsibilities and show minimal enthusiasm or initiative beyond what’s required. So rather than quitting their jobs, these employees resign mentally, and disengage from their work.
What is an example of loud quitting?: Loud quitting occurs when employees show disengagement and dissatisfaction with their jobs in a very public and dramatic manner. Loud quitting examples include writing about grievances on social media, complaining to coworkers, refusing requests from managers, etc.
Can you fire someone for quiet quitting?: Generally, yes. Though employees who quietly quit still do what their job requires, if their performance falls below the agreed standards or negatively impacts the business, employers may have grounds to fire the employee.
How to avoid loud quitting?: You can prevent employees from leaving the company loudly by creating a supportive environment. This can be achieved by fostering open communication, actively addressing concerns, ensuring fair compensation and reasonable workloads, promoting work-life balance, and offering opportunities for growth and development.
What is the root cause of quiet quitting?: Workers quit when they feel undervalued, overworked, or disconnected at work. A compromise on work-life balance, lack of career growth opportunities, and dissatisfactory work conditions are some of the top reasons why employees quit silently.