Another workplace buzzword – ‘loud quitting’ – is doing the rounds on social media, but the concept is nothing new. For as long as office jobs have existed, employees have threatened to leave – or talked openly about looking for other positions – as a negotiation tool to help secure things like a promotion or pay rise.
But does vocalising your discontent ever get you what you want? Or does it cause more problems than it solves?
Only 45% of millennials are happy in their current job, according to data collected by StandOut CV. Therefore, it’s no wonder that career trends like loud quitting are going viral on TikTok.
However, it’s important to recognise that loud quitting can be a risky manoeuvre. There is every chance your employer won’t offer you more money and will simply open the door for you to leave. While you may be able to continue working there, your relationship with your boss may be tainted.
Jenny Wells, HR Manager at the online management course provider High Speed Training, suggests it may be better to have a proper conversation with your manager about what can be done to address the problems.
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Be specific in your goals
“Do you want extra training to help you develop? More responsibility? A pay rise or promotion? If you’re planning to use ‘loud quitting’ as a negotiation tool, it’s important to enter into any discussion with specific and reasonable goals in mind,” says Wells.
“Be prepared with evidence of your work and development, and focus on your achievements and work performance that would justify the next step in your career and why you deserve the advancement. You’ll also need to prove how this would benefit the organisation if you were able to advance in your role.”
“Telling everyone you’re unhappy and making no secret of the fact you’re looking elsewhere runs the risk of making you a disruptive and negative presence in the company, and will put off your employer from accommodating your goals,” says Wells.
“Instead, these conversations will always be best held in private, and approached with respect and open-mindedness by both parties. Raise your discontent with your managers clearly and let them know what you’re looking for and that you’re outgrowing your current pay or job role.”
Be prepared to leave your job
If you’re telling your current employer that you’re on the lookout for other opportunities if you don’t receive if you don't receive the promotion or pay increase you want, then you need to be prepared to follow up on this if your employer isn’t able to accommodate your demands.
“Staying put after telling people you’re planning to leave will have the opposite effect and will eventually damage your credibility and ability to negotiate in the future,” says Wells.
“The best course of action is to make sure you have an idea of the job market, and potentially talk to a recruitment consultant about the market in their field of expertise to understand if their expectations are realistic. Then you can be confident to apply for roles in the near future.”
Have open and clear discussions
Everyone wants to feel valued and respected by their employer. Open conversations can help you negotiate what you want from your job and allow you to clearly set out what you want to achieve.
Of course, not all employers will be willing to accommodate your needs or requests. If they say no, then you can look for a job elsewhere knowing you have done your best to change your current situation.
“All-in-all, having proactive and open discussions with your manager about your role can be very beneficial,” says Wells. “It can provide you and the organisation clear objectives and goals, and allows for you to have a clear idea of your future career.”