Ever heard of “rage quitting”?
It’s a term that refers to an employee suddenly – and angrily – walking out of their job. Some rage-quitters are then quick to share the intricate details of their departure on social media.
This doesn’t always involve leaving an anonymous review on Glassdoor, or updating a private Facebook page. In February, The New York Times published an article about workers going viral on TikTok after uploading animated and explanatory videos.
“Given the potential reach of social networks, and the likelihood of particularly emotive posts going viral, this could cause significant reputational damage for the employer,” stated a recent People Management article.
So, what can employers do to ensure the fondest of farewells?
Ensure all processes are clear and fairly adhered to. No employee should leave, or their job made redundant, without being offered an opportunity to discuss and absorb the reasons why.
The recent spate of badly-handled, widely-publicised layoffs across the tech sector, particularly at Twitter, is a case in point.
Train line managers to spot and resolve potential issues in advance. According to a BBC Worklife article, “one of the most common reasons (for spontaneous resignations) is poor management.” If left unaddressed, problems can build up over time, leading the employee to leave in a final burst of outrage.
Listen and act. Ensure employees know whom they can approach if they need to ask a question or air a grievance, so problems have less chance of building to boiling point. Feedback should be acknowledged and acted upon wherever possible.
If all else fails, employers can also consider structuring an agreement with a specific non-derogatory clause, which would prevent a departing employee from sharing damaging feedback about the company.
To discuss your organisation’s people strategy in greater depth, please get in touch with our professional team at Viridian HR.
