A few of the most common, according to Harvard Business School experts: identify pre-quit (or pre-Rage Quit) behaviors.Give them questions to ask, follow-up responses to common issues and guidance on where to get help for concerns they aren’t equipped to deal with, and If they don’t implement the strategy, it won’t work to avoid unnecessary quits. But often the buck stops at front-line managers. Red means “I’m struggling.” Yellow means, “I’m stressed.” Green means “I’m OK.”Īs an HR pro, you likely encourage or spearhead a proactive approach to employee retention. So give employees a tool to let others know how they’re feeling without having to bleed their hearts out. Many employees aren’t comfortable sharing emotions – and sometimes, they hit an internal boiling point and they let loose the rage.
Spend time in one-on-ones asking, “What one thing can I do to better support you this week? What kind of flexibility do you need right now?” Managers can do those in communication apps. Put status updates and check-ins in their place.Instead of just dolling out “to dos,” regularly review what’s been accomplished. Try this for the subject at group meetings: How can we better incorporate balance as part of our days? Then make an agreed-upon idea a ritual – same event, time, place and day – which is a proven way to create balance. So here are expert tips to improve culture and avoid or respond to Rage Quitting: And that’s not how HR wants any employee to feel. “It’s critical that leaders emphasize building healthy cultures that are inclusive of all their workers’ needs.”Ībout 15% of quitters are raging angry, but all employees who resign are dissatisfied at work.
“Toxic company culture drives people to leave their jobs more than any other single factor,” says Sara Sutton, Founder and CEO of FlexJobs. While any one of those could have happened 10 or 15 years ago, they happen more often and publicly now: Disgruntled employees feel they have plenty of options, and they use social media to blow up their Rage Quit. And you’ve probably seen your fair share of dramatic quits – perhaps a tantrum at a perceived slight or a hissy fit followed by a purposeful walk out the door. More than 65% of employees who quit say they were working in a negative company culture, according to a FlexJobs surveyĪ toxic workplace leads to more Rage Quits. Unfortunately, there’s an underlying reason at the root of most resignations. But it’s not exactly a new phenomenon – more like an HR issue on steroids these days. Is Rage Quitting all the rage now? And, if so, what can HR professionals do to curb it?
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