Loud Laboring Explained: The Rise of Performative Work
Loud laboring is one of those workplace habits that slips in quietly but ends up making a lot of noise, both literally and figuratively. It’s when someone spends more time talking about how hard they’re working than actually doing the work. You might notice a colleague sending late-night emails, emphasizing every task they complete, or almost bragging about their workload. The aim isn’t always malicious; often, it’s about wanting to be seen, heard, and valued in a remote or hybrid work setup.
Interestingly, loud laboring is often seen as the opposite of quiet quitting. While quiet quitting involves doing the bare minimum to maintain balance and avoid burnout, loud laboring takes a different route by amplifying one’s presence and effort. Both behaviors emerge from the same underlying issue: a disconnect between employees and their workplace. Where one group pulls back to protect their energy, the other over-communicates and overcompensates to prove their worth.
This isn’t just anecdotal. One study found that 79 percent of employees feel pressure to perform in ways that make their effort visible, even if it doesn’t boost real results. It’s what some have begun calling “performance theater,” where the act of looking busy overshadows being productive.
According to Joe Galvin, Chief Research Officer at Vistage, “Loud laborers are nothing new. Employees have been seeking the boss's attention since the beginning of time. Now, they’re just adapting those old tactics for the hybrid era.” Vicki Salemi, a Career Expert at Monster, adds that “one loud laborer can significantly negatively impact their colleagues and the environment,” stirring up issues from morale dips to burnout.
So why are people doing it? In many cases, remote work makes visibility harder. Without casual office check-ins or impromptu hallway chats, people feel the need to broadcast their effort to avoid being overlooked. In other cases, it stems from insecurity or a competitive workplace culture where appearance matters more than output.
Yet, this trend comes with real costs. Loud laboring can muddy team cohesion, overshadow quieter contributors, and lead to unhealthy comparisons. It turns collaborative spaces into stage shows. It can also fuel burnout because maintaining the performance is tiring, and managers may mistake vocal work for actual productivity.
There are better ways to handle this. For one, managers can address the behavior directly but kindly. Vicki Salemi recommends speaking privately with the team member, pointing out how their behavior affects others, and offering more constructive ways to share progress. Reinforcing quieter, outcome-focused work can help shift the culture from dramatics to delivery.
Psychologists and HR specialists suggest encouraging humility, genuine collaboration, and recognition of all forms of contribution, not just the loudest. One expert from Muscle & Health shares, “Constant loud work can create a competitive atmosphere that leads to less team cohesion and can overshadow equally valuable but quieter contributions.” The key is helping people share their work without feeling like they must shout to be noticed.
On a positive note, there's a related but more balanced concept called “Working Out Loud.” It’s about making work visible to build connection and understanding, not for its own sake but to share knowledge, encourage empathy, and foster support networks.
At its heart, loud laboring speaks to a deeper human need: to feel seen, valued, and secure. When workplaces lack trust, clarity, or encouragement to show accomplishment genuinely, people may resort to spectacle instead of substance.
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