Workplace advice: Employers possess more agency to prevent rage quits than they like to admit.
“I’m done, and I need you to know why.” The resignation hits the internet before the CEO’s coffee finishes brewing. Maybe it first arrived as a company-wide email or detonated in Slack, reactions stacking like spectators at a parade.
Or it migrates to LinkedIn, a scathing paragraph wrapped in professionalism with a thin icing of fury. We’ve all seen examples of rage quitting. Who could forget how Marina Shifrin layered text about feeling overworked and invisible as shedancing alone in her office to Kanye West’s “Gone.” Fifteen million people watched her say goodbye to her job. Why do rage quits attract so many views? Perhaps because the rest of us see ourselves in the employee’s meltdown. We’ve swallowed frustration at work. Many of us have rehearsed the speeches we’d deliver if courage finally outweighs caution. Here’s what employers need to understand: Most workplace rage quits contain three elements: accumulated disrespect or compromise; a triggering humiliation or realization; and the employee’s decision to visibly reclaim their control.Employees take each job offer hoping for work they’ll like it, a boss they can respect, and basic fairness. They don’t start jobs planning to torch their employer’s reputation on their way out the door. Then, a promise made during the hiring process fails to materialize. The employee brings it to their manager’s attention, but the manager denies making the promise or sluffs it off. Or the employee raises a legitimate concern, then another and even another, and nothing changes.Most employees initially adjust. They give their manager or employer chance after chance. These small concessions stack up. Unfortunately, some employers choose to overlook significant problems, insteadEmployees generally tell themselves they can live with almost anything, right up until the moment they can’t. One day, their future with that employer snaps into focus and it looks exactly like the past. Sometimes the trigger comes in a meeting, a confrontation, a curt email, a denied request or a decision that lands as confirmation that nothing will change. The employee doesn’t see a path forward and decides the only way to get heard is to create a spectacle. Suddenly the employee’s story belongs to the internet instead of the employer. Want examples? This 2024When patience empties out, many employees still leave quietly. Rage quitters make a different calculation. They boil over with what they want to say and decide control over their ending is worth the cost. Even when the blast radius may include them and torch their career, they choose visibility. And what might have been an employer issue becomes an internet sensation.to prevent rage quits than they like to admit. Employees in free fall rarely hide it. Their productivity plummets. Their attitude drops from positive to negative. They withdraw from their managers and their colleagues. By the time a resignation explodes online, the fuse typically burned in plain sight.Lynne Curry writes a weekly column on workplace issues. She is author of “Navigating Conflict,” “Managing for Accountability,” “Beating the Workplace Bully, and “Solutions.” Submit questions at workplacecoachblog.com/ask-a-coach or follow her at workplacecoachblog.com, lynnecurryauthor.com or lynnewriter10.substack.com.Asking Eric: My mother resents me after I helped her pay off debt and deal with her hoarding
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