Quitting on the spot

Between 2021 and 2022, we’ve read about the great resignation and watched people quiet-quitting in search of better working environments, higher salaries and better opportunities.

Silke Rathbone, Senior Principal Partner at Labour Excel describes quiet quitting as the time when employees have limited their tasks to their job description to avoid extended hours. “They want to accomplish the bare minimum and create clear boundaries to achieve work-life balance. These employees still do their jobs but don’t subscribe to the ‘work is life’ culture to lead their careers and stand out to their seniors. Instead, they do what’s in their job description and when they leave work, they leave ‘work’ at the office,” she says.

The survey found that the Gen Zers are more passionate about finding a job that aligns with their personal values

However, people have moved from the phenomenon of quiet quitting and are now quitting angrily while being vocal about it.

This phenomenon is called rage quitting. What is it and how is it different from quiet-quitting? Rage

Sources:HRMorning|Skynova|LinkedIn quitting is defined as the point where an employee gets so fed up with a toxic work environment that they decide to quit on the spot.

They often have no backup plan and impulsively decide, right there and then, to quit their job without serving their notice period.

According to a survey conducted by Skynova, people often rage quit due to different reasons with the top being amongst others, a toxic work environment, excessive work stress, a culture of overworking, being underpaid, feeling underappreciated and lack of regard for employee mental health. The survey showed that more than half of those who “rage quit” expressed anger toward their employer, and 76% let their employer know what their issues were.

While it may look like it’s all impulsive thinking, the frustration often builds up over time until one incident triggers the employee.

According to Acara Solutions, most people who rage quit the most are Generation Z and Millennials, workers.

According to the Deloitte Global 2022 Gen Z and Millennial survey, which was published in May 2022 and polled more than 14,000 Gen Zers in addition to over 7,400 millennials from 46 countries, the workers who fall under these generations want to work on their own terms. The survey found that the Gen Zers are more passionate about finding a job that aligns with their personal values putting higher compensation, improved work-life balance, opportunities for career growth and flexible work arrangements as top priorities.

The Implications According To South African Labour Law

The Basic Condition of Employment Act section 37prescribes the notice periods in writing for not less than: a) One week, if the employee has been employed for six months or less b) Two weeks, if the employee has been employed for more than six months but not more than one year. c) Four weeks, if the employee: Has been employed for one year or more or Is a farm worker or domestic worker who has been employed for more than six months

WHAT CAN EMPLOYERS DO TO DEAL WITH RAGE-QUITTING?

While some situations may be beyond control, there are steps employers can take to deal with or avoid getting to the point of no return. The steps include:

• Check in with your employees more often and communicate more honestly

• Offer solutions to issues employees are having

• Deploy employee surveys

• Create more teambuilding opportunities

• Seek employee feedback