Rage Quitting: How Employers Can Prevent It

Numerous employees have quit their jobs since the onset of the Great Resignation, and it has not necessarily been a planned resignation. 

There has been an increase in the number of workers who rage quit without a backup plan because they are fed up with their job and have exceeded their breaking point.

What is Rage Quitting?

The premise of rage quitting is not recent, with the phrase "rage quitting" first appearing in gaming circles in the 1980s to describe abruptly exiting a video game that has become too frustrating. 

However, the latest content on platforms such as TikTok now depicts a variety of workers, the majority of whom are young and in lower-wage positions, snapping at their supervisors and walking out of work, never to return.

While this issue does exist, it is not as common as it appears on social media. For example, according to a recent FlexJobs study, despite the urge to rage quit, just approximately 4% of respondents actually did so.

For HR purposes, it is better to think of "rage quitting" as an umbrella word for any form of resignation without notice. Whether or not the employee makes a fuss, what matters most is the last-minute race to locate a replacement. That can be aggravating in and of itself.

Why are employees leaving their jobs?

Aside from viral videos, it is crucial to explore why people rage quit in the first place. Many workers are confident about finding a new job in a market that favours job seekers, and they risk leaving a bad job without a backup plan. The issue is, what makes a job so unpleasant that a worker is willing to take that risk?

While COVID-related health problems remain a consideration, the primary incentive for abrupt quitting is reaching a tipping point on a culture issue. According to a Skynova survey, seven of the top ten reasons employees quit were related to business culture, with reasons like "toxic boss," "excessive job stress," and "culture of overworking" all ranking in the top five.

Although rage quitting appears to be impulsive, job discontent frequently accumulates over time until an incident sparks the employee. Why are employees leaving their jobs in rage and providing their bosses with little advance notice? There are four primary causes for this:

• They do not have the flexibility they desire.

• They are not acknowledged at work for their contributions.

• They do not feel like they belong.

• Their supervisors or coworkers do not appreciate them.

What actions can employers take to stop rage quitting?

Rage quitting indicates a significant issue in the workplace. Therefore, organisations should concentrate on the following to prevent it:

• Be adaptable. Problems with an overworked culture can easily lead to burnout. Allow employees to manage their own hours, offer a hybrid schedule, approve additional time off, or even be flexible to changes in how the organisation works.

• Implement ongoing performance management. Instead of an annual review or delaying until an issue becomes overwhelming before discussing it, urge managers to meet with their staff one-on-one frequently to check-in.

• Promote mental health and create a mentally and physically safe workplace.

• Establish open lines of communication with your personnel.

• Create team-building activities to increase morale.

• Bring back any in-person benefits your company may have suspended during the pandemic.

• Inquire whether employees feel valued and recognised.

• Check that you fairly reward your employees and pay them the market rate.

What effect will this have on the workplace in the future?

The majority of rage quitters are Gen Z (those under the age of 25) and Millennials (those between the ages of 26 and 41). These two age groups are advancing up the corporate ladder to management positions, and workplaces will most certainly evolve to include four-day workweeks and sabbaticals.

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