How can businesses deal with so-called 'loud quitters' and 'rage applying'?

According to new statistics, two in five UK employees are changing jobs before the end of the year, with the demand for hybrid roles being a key driving force in their desire to move.

The concept of ‘Job Hopping’ – in which young workers rapidly move from post to post to improve pay and progression – is becoming increasingly common amongst Gen Z with disruptive consequences for businesses.

Gary Clark, Academy Director at Basecamp, a specialist in gap year ski season courses to young people, said: “Gen Z are often portrayed as the workforce who want it all – flexible working, better pay and core value alignment, but in reality, they’re a future workforce who businesses should be listening to.

“TikTok trends such as ‘loud quitting’ and ‘rage applying’ highlight a prevalent malaise amongst younger workers, so employers should take note to retain top talent. In some cases, a ‘gap year’ in which young people can make money while travelling can also be an alternative to bouncing from job to job.”

Here, with Gary Clark from Basecamp, we explore ways businesses can deal with this rapid turnover to help younger staff members in their careers and minimise the impact on the workplace.

Flexible working

The pandemic reshaped our working norms, with the rise of flexible working being a silver lining for many employees.

In fact, 78% reported an improved work/life balance as a result of working from home, while 52% found tasks quicker to complete, with 47% recording improved wellbeing.

As a result, wanting a better hybrid working policy has become a significant factor for those considering a job change.

Employees seek a balance between office-based and remote work, and businesses that can offer this flexibility have the opportunity to attract and retain top talent.

Understanding the trends

While amusing, social media platforms such as TikTok have become powerful influencers in shaping workplace behaviour.

Take, for example, the rise of ‘loud quitters’ who rejoice in their experiences of quitting jobs dramatically by posting resignation videos or sharing grievances with a wide audience.

This is similarly accompanied by ‘rage applying’, which involves impulsively and often indiscriminately pursuing new job opportunities driven by frustration or disillusionment with current working conditions. Fuelled by endless ‘doomscrolling’ of job postings on social media, the trend reflects the restlessness and ambition of a generation seeking more fulfilment and purpose at work.

While such behaviours are partly meant for entertainment, they also highlight a deeper dissatisfaction with traditional work structures. What can be done to reduce this?

Strategies for Effective Management

To effectively address these trends and mitigate their impact, businesses must adopt proactive strategies that prioritise employee engagement, satisfaction and retention.

Here are some key considerations:

A Positive Work Culture: Foster an environment of transparency, open communication and mutual respect. Encourage feedback, listen to employees’ concerns and take proactive steps to address issues before they escalate.

Offer Flexibility: Embrace this demand for hybrid roles by offering flexible work arrangements, remote work options and opportunities for professional development. Empower employees to achieve a healthy balance between work and personal life.

Invest in Wellbeing: Prioritise employee wellbeing by offering comprehensive wellness programs, mental health resources and support networks where appropriate. Demonstrate a genuine commitment to the health and happiness of your workforce.

Provide Meaningful Opportunities: Create pathways for career advancement, skill development and learning opportunities. Empower employees to pursue their passions, explore new roles and chart their own career paths within the organisation.

Embrace Diversity: Foster a culture of diversity, equality and inclusion where all employees feel valued, respected and empowered to contribute their unique perspectives and talents.