Rage Quitting

Rage Quitting: What Employers Can Do To Prevent It

Since the start of the Great Resignation in April of 2021, record numbers of American workers have quit their jobs and it has not always been a preplanned exit. There’s been a spike in the number of employees who rage quit—without a backup plan in place—because they are fed up with their employer and have reached their breaking point. Acara Account Executive Shannon Callahan was recently interviewed by WKBW News on the topic.

Why are workers packing up their desks and quitting? Although rage quitting seems impulsive, job dissatisfaction often builds up over time until an incident triggers the employee. Why are workers walking off the job in anger and giving their employers little advanced notice? There are four main reasons:

  1. They don’t have the flexibility they want
  2. They’re not being recognized at work for their contributions
  3. They have no sense of belonging
  4. They don’t feel respected by managers or co-workers

What can employers do to prevent rage quitting?

“Rage quitting is a sign of a serious workplace flaw,” said Callahan. To combat it, organizations should focus on the following:

  • Put mental health first and provide a physically and mentally safe workplace
  • Open the lines of communication with your employees
  • Create team events to boost morale
  • Bring back in-person perks that may have been put on hold during the pandemic
  • Ask employees if they feel valued and recognized
  • Ensure you are fairly compensating your workers and are paying them the market rate

What should employees understand regarding rage quitting?  

Rage quitting may do you and your career more harm than good. As an employee, it’s important to understand the following:

  • It’s easier for a manager to work things out with you than to find someone new to replace you.
  • Not giving notice to your employer is a surefire way to burn bridges that could ruin future opportunities for you.
  • “If you are unhappy, make sure you’re vocalizing it. There’s a possibility the company doesn’t know,” said Callahan. If you can’t talk to your manager and/or company leadership, reach out to a recruiter in your area before you rage quit. Recruiters are a good outlet to talk about the challenges you’re facing at your current company and discuss other opportunities that align with the flex, recognition, belonging, and respect that you’re seeking.

How will this impact the workplace in the future?

The majority of people who rage quit are Gen Z—workers up to age 25 years old—and Millennials—workers aged 26 to 41. These two age groups are moving up the corporate ladder into management positions and Callahan feels it’s likely that workplaces will change to include four-day workweeks and sabbaticals.

View the full television interview here. Interested in learning more about Shannon? You can connect with her on LinkedIn.

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