Every week brings a new HR micro-trend. The latest: loud quitting… The concept emerged from a LinkedIn survey of Australian users.
Let’s go back to the beginning. First there was “quiet quitting,” a trend that meant an employee was content to make the minimum effort. Seen as a form of disengagement by some, others saw it as a healthy reflex to do what is asked, without killing themselves.
In reaction to this, there was an initial “loud quitting” movement, as reported in the Guardian. This is a tactic of threatening to quit in order to get better working conditions. It’s a double or nothing strategy, so to speak.
The Australian version of loud quitting
At the end of March, an entirely different version of “loud quitting” appeared in the news, written by HR journalist Euan Black. The Australian columnist reported exclusive results from a LinkedIn survey of 1002 workers.
[Loud quitting] is when managers make it clear that they are leaving the office (at the end of a workday) so that others feel comfortable logging off at a reasonable time. A LinkedIn study reveals that 46% of Australians have experienced this recently.”
Exemplarity
In a French context, the expression could be translated as “loud departure”, “announced disconnection” or… “transparent end of day”?
Ultimately, this new trend is based on the following principle: to achieve work-life balance, the example must come from the top, from managers and senior management. If the boss is piling on the overtime, it will be difficult for an employee to give himself permission to take time off work without feeling guilty.
The Australian columnist gives some examples of loud quitting: a boss who shuts down his or her cell phone and announces loudly when he or she is leaving the office, who is transparent when taking sick leave or leaving early to pick up the kids from daycare.
Leading by example
This strategy may be more difficult than it sounds from managers, executives and entrepreneurs who are accustomed to putting in the hours.
I must admit that I had to force myself to disconnect on Fridays,” said Jean-Philippe Dauphinais, co-founder of the digital marketing agency Rablab, when he implemented the 4-day week in his company. I managed to do, I would say, 80% of the time. As a business leader, it’s important to set an example and show that you embody the values you propose.”
