How new workplace trend ‘loud leaving’ can help burnt out Aussies

A shift among workers is making for a healthier workplace culture – but experts warn only certain people can pull it off.

Being the first to arrive and the last to leave is no longer a guarantee to career success, with managers encouraging their staff to keep to sensible work hours.

“Loud leaving” is the latest trend to hit Aussie workplaces, led by managers who make a show of leaving the office at the end of the day, demonstrating that it’s OK to stop working at a reasonable time.

LinkedIn research reveals 46 per cent of Australian workers have recently experienced loud leaving, a move career expert Sue Ellson says will contribute to a healthier workplace culture.

But she warns loud leaving does have its limitations and should only be instigated by company leaders, never by workers.

“If someone is loud leaving and others are beavering away, completing tasks that the other person could be helping with, then it could cause some resentment,” Ellson says.

“It is about respect for the team, not just focusing on making sure your needs are met.”

Woman yelling into a bullhorn on an urban street voicing her displeasure during a protest or demonstration, close up side view of her face. Picture: iStock to go with question: Should I include my involvement with political and activist groups on my resume?

Under promise, over deliver

Ellson says those wanting to stick to reasonable hours must be very clear about their boundaries and what they are able to achieve within the workday.

“I encourage employees to under promise and over deliver,” she says.

A task given at the end of the workday, for example, could be completed by midmorning the following day but is better promised much later in case other priorities appear, Ellson says. If it’s delivered earlier, consider it a bonus, she says.

When workers must leave by a set time, Ellson recommends they give reasons why.

“I am hearing about a lot of friction over people’s demands and entitlements nowadays,” she says.

“Some older workers feel that some requests made by younger workers are unreasonable and not what they would have asked for at a similar age. Some people without children are annoyed by the concessions offered to people with children.

“If … everyone else is working back to meet a deadline and you need to leave on time for a particular reason, such as a medical appointment or parenting commitments, if you loud leave and announce you are leaving now and why – and also explain how you can still help the team directly or indirectly in the future – this can be helpful.”

Fill your cup

Work output is far more important than time spent on the job, people and culture specialist Jade Green says. So as long as workers are productive during the day, employers have no reason to expect them to work back longer.

“There’s no pat on the back when you stay back to do your projects anymore,” she says.

“Assuming it’s a reasonable workload then you’re expected to manage your projects better (to fit within reasonable work hours).”

After leaving work, however, it’s vital that employees use their down time effectively, Green says.

“If you’re (participating in) behaviour that means you turn up (at work) the next day feeling lethargic and you can’t perform at your peak, then you’ve just squandered that time,” she says.

She recommended activities “that are going to fill your cup”, like spending time with your family or go to the gym.

Stefanie Ball is happy her employer respects the fact staff “have lives outside work”.

Humans, not robots

Stefanie Ball makes a point of leaving her job as manager of the funding centre grants database at Our Community on time to do yoga, go surfing or study for her online Graduate Diploma in Human Nutrition.

Ball admits a supportive employer makes it easier. Our Community – a Melbourne software firm that helps not-for-profits with training and resources – prioritises a healthy work-life balance and has adopted a four-day work week with no loss in pay.

“I haven’t felt this supported in other (work) places,” she says.

“There have been times where I’ve had a sense that (previous employers) thought I wasn’t as dedicated or as committed to the job (as employees that worked later).

“We’re humans, not robots. We have lives outside work and it’s really important to me (to maintain sensible work hours) – I wouldn’t want to work for an employer that didn’t value my personal time.”

LinkedIn career expert Cayla Dengate believes working back late is no longer required for a promotion and says “advice that you have to get in before your boss and leave after your boss is really outdated”.

“The most important thing is that if you loud leave, you need to stick with it,” she says. “If you tell everyone you are leaving for the day then make sure you don’t log on later.”

Alternatives to loud leaving

Some professions – for example, health workers – may not always be able to leave work on time. If loud leaving is not an option in your workplace, Cayla Dengate suggests other options may reduce burnout and improve work-life balance:

• Remote work

• Flexible work

• Buying extra leave

• Logging overtime and taking it as time in lieu

Originally published as How new workplace trend ‘loud leaving’ can help burnt out Aussies