Rage Quitting, the act of leaving your job in anger is a fantasy of many who are sick of workplace issues like micromanagement, abusive seniors and exploitative working conditions.The pandemic has increased the stressful conditions of employees, and given rise to the great resignation of 2021, where millions of people quit their jobs, some in piled-up rage.

Rage Quitting

Higher educated people, people at highly skilled jobs and millennials are more likely to quit in rage, as they may have a safe landing zone. They are the ones who impact the employers the most.&nbsp; People in low-paying, laborious and repetitive jobs often quit in rage but are not noticed as their place is filled up in minutes.

Knowing Your Worth

<ol><li>Abusive supervision gives rise to emotional exhaustion.</li><li>Lack of employee safety and dangerous working conditions.</li><li>Employers switching schedules without notice and creating avoidable difficulties and complications, due to a lack of care and empathy towards the staff.</li><li>Whatever the reason for rage quitting, employers should take it as a wake-up call and take proactive steps.</li></ol>

Reasons Of Rage Quitting

The pandemic has made people open their eyes to the fact that their jobs can kill them, and how little the employers care for the safety of their lives. The ill-treatment had always existed, but the employees had their eyes closed before, apparently.

Death Anxiety

<ul><li>Many people who are extremely angry and frustrated towards their soul-crushing jobs are not quitting in rage, due to not having anything to fall back to.</li><li>Rage-quitting also puts the final pay cheque in limbo, and it is the employee who ultimately stands to lose.</li><li>Rage quitting has increased in 2021, as the stigma of quitting is diminishing.</li><li>The employees left behind often have to work longer hours to fill the gap of employees who suddenly exit.</li></ul>

Rage Quitting: The Truth

Walking out of a job in anger can seem extreme – but there are often powerful motivations for doing it.

Stashed ideas

Why 'rage quitting' is all the rage

<ul><li>More fatiguing for some as there are fewer social cues than those conducted in person.&nbsp;</li><li>Some employees appreciate the more detached meeting style</li><li>In summary, the feedback has been paradoxical.&nbsp;</li></ul>

Challenges of Virtual Meetings 

<ul><li>Virtual meeting preferences signal the need for a tailored response from leaders.&nbsp;</li><li>Collecting feedback on your meetings</li><li>Communicate to employees that you want meetings to be a more positive experience for them.&nbsp;</li><li>Cancel unnecessary meetings and make necessary meetings shorter.</li><li>Assign different roles to attendees when it makes sense, such as facilitator, notetaker, or timekeeper.</li><li>Use breakout rooms for problem-solving, discussions, and social interactions.</li><li></li></ul>

What will help to reduce the deal with the preference paradox in virtual meetings? (1/2)

<ul><li>Hold asynchronous meetings, such as by creating a shared Google Doc for employees to contribute to throughout the day.</li><li>Build in breaks during long meetings and in between back-to-back meetings. Encourage employees to get up, stretch, and walk around.</li><li>Implement meeting-free time blocks or days.</li><li>Moderate and facilitate virtual meetings more actively, moving topics along when needed and ensuring that everyone has an opportunity to contribute.</li><li>Turn off “self view,” if possible, on your meeting platform and make camera use optional for some meetings.</li></ul>

What will help to reduce the deal with the preference paradox in virtual meetings? (2/2)

<ul><li>How helpful are our team meetings?</li><li>What is working well and not so well? What should we do differently?</li><li>To optimize your workflow, should our meetings be scheduled in the morning, midday, or afternoon?</li><li>How long should our meetings be?</li><li>How often should we meet?</li><li>Would you benefit from days or time blocks with no meetings?</li><li>If you were to lead the meeting, what would you do differently?</li></ul>

Checklist of questions to assess the health of meetings

Leaders can make meetings more effective and less fatiguing by incorporating feedback from their teams.

employeepyschology

Rage Quitting

Why 'rage quitting' is all the rage

Challenges of Virtual Meetings

How to Combat Virtual Meeting Fatigue