What is rage applying?

The term rage applying refers mainly to Millennials and Gen Zers who feel so fed up with their jobs that they impulsively start looking for other opportunities. Today’s job market has more jobs available than people to fill them, making finding a new career fairly easy. Rage applying can involve:

• Quickly applying for many jobs in a short time
• Not thoroughly reading job descriptions or researching companies
• Using the same resume or cover letter for multiple jobs
• Not following up with employers after applying

Rage applying typically triggers workers to look for a new job right away, primarily due to mental health challenges like burnout, unhappiness, dissatisfaction, or feeling underappreciated at work. Employees might also participate in rage applying if they feel unfairly treated or believe their employer doesn’t value their work.

Why Millennials and Gen Zers are redefining workplace expectations

Various factors can encourage new workplace trends for Millennials and Gen Z employees. They generally prioritize work-life balance, flexibility, and meaningful work more than previous generations. They often feel dissatisfied when their workplace culture doesn’t align with these values. Many have also faced workplace toxicity, including downsizing, layoffs, harassment, and discrimination, leading to stress and burnout. Growing up in a digital age also puts more options and information in their hands, making them less likely to stay in a job that doesn’t meet their expectations. These factors can add to wanting a career change and starting new trends.

Reasons for rage applying

Several factors can influence rage applying, including:

Lack of recognition

When employees’ efforts go unrewarded or unnoticed, they might feel frustrated and undervalued. Establishing systems to acknowledge and celebrate hard work may help organizations reduce rage applying.

Work-life balance

Job satisfaction drops for employees who struggle to balance work and personal well-being. Organizations that neglect work-life balance typically face higher turnover rates. This imbalance may push employees to start rage applying, negatively impacting them and the company. Focusing on creating a supportive environment for work-life balance and personal well-being can help reduce rage applying and its long-term effects on employee retention.

Related Article: How Employers Can Support A Better Work-Life Balance For Working Parents

Insufficient compensation

Not earning enough or inadequate benefits can push employees to rage apply. Employees generally become unhappy when their pay and benefits don’t reflect their skills or fail to support their needs. This frustration can make them hastily turn to new job opportunities that offer better compensation. In their urgency to find a position that genuinely values their contributions, they might apply for multiple jobs with little thought, further fuelling the trend.

Related Article: Health Insurance and Multigenerational Employee Benefits 

Frustration

Employees without the flexibility to manage their responsibilities, who deal with micromanagement, or who constantly see their managers taking credit for their work can quickly become unmotivated. Over time, these frustrations can build, pushing employees toward rage applying. Encouraging workload flexibility and giving proper credit for work might help organizations reduce this aggressive behaviour.

Shortage of professional development opportunities

Supporting employees’ professional growth can enhance their career satisfaction. Without opportunities to advance, they might feel stuck in repetitive roles with little room for growth. These feelings can push them to apply for other jobs without clear plans. Offering growth opportunities and promoting continuous learning might help organizations keep employees engaged and reduce the urge to look elsewhere.

The adverse effects of rage applying on hiring managers

Rage applying can negatively affect organizations, primarily HR and hiring managers, such as:

Heavier workloads

Recruiters might spend more time screening and interviewing candidates who may not be a good match, which can lower productivity and increase stress.

Wasted efforts

Interviewing unqualified or disinterested candidates can lead to irritation and a loss of confidence in the recruitment process.

Weaker talent pools

Applicants can dilute the quality of candidates, disrupting the talent-sourcing process.

Unqualified applicants

Rage applying candidates often send applications for jobs they’re not qualified for. When searching for jobs out of frustration, they tend to skip reading the job description or researching companies. This approach can result in applying for roles that aren’t a good fit, wasting their time and the recruiter’s.

Missed connections

When employees engage in rage applying, they frequently neglect to follow up with recruiters. This lack of communication can make it challenging to track their progress, provide timely updates, or even ensure that their application is still under consideration. Without follow-ups, opportunities may slip by, and both candidates and recruiters miss out on potential matches.

Job ghosting

Rage applicants frequently ghost recruiters, abruptly cutting off communication after the initial engagement. This attitude can be frustrating for recruiters who have invested time and effort into hiring, leaving them with unanswered questions and wasted resources. The sudden silence can disrupt the recruitment flow and damage the candidate’s professional reputation.

What are the signs of rage applying?

Rage applying can signal that an employee has decided to leave or is about to do so. Although predicting rage applying isn’t always certain, noticing signs can help employers address underlying issues and prevent potential departures. Below are some common signs of rage applying:

Casual attitude

One sign of dissatisfaction is when employees approach their work casually, such as arriving late or leaving early. This behaviour can disrupt workflow and productivity, leading to a noticeable decline in overall performance.

Frequent absenteeism

Feeling disconnected or unhappy at work can result in increased absenteeism. Employees might start missing work more often, which can affect morale and mental health and drive them to seek better conditions.

Reduced responsibility

Employees who see a lack of growth opportunities may become disengaged and neglect their responsibilities, possibly leading to diminished enthusiasm, hasty decisions, and negatively impacting team performance.

Minimal contribution to team projects

Employees experiencing dissatisfaction might show less effort in team projects, offering little to no help and input. This behaviour can harm team dynamics and place extra pressure on other team members.

Overreacting to minor issues

Employees prone to rage applying might become easily irritated by trivial workplace problems. This irritability can create conflicts and lower productivity and engagement.

How business owners can deal with the increase in rage applying

With rage applying on the rise, organizations might consider learning more about the issue and developing practical approaches to manage it. Knowing what rage applying involves and its origins can help employers address the trend more effectively. Below are some suggestions for handling this challenge:

Improving reward and recognition programs

Focus on enhancing reward and recognition programs to boost employee satisfaction. Along with tangible incentives, like redeemable points or gift cards, consider introducing an online platform where coworkers can give shout-outs and recognize each other’s contributions. This strategy can make rewards more meaningful and help employees feel valued and appreciated.

Reevaluating your work culture

Surveys can help you identify your employee’s pain points. By asking focused and relevant questions, you can learn what needs improvement and address issues contributing to rage applying.

Revising talent management systems

Update your talent management systems to better understand employee development. These systems can support your employees through skill enhancement modules and more learning opportunities.

Promoting mentorship and coaching

Mentorship and coaching programs can help employees build interpersonal skills and improve their abilities, boosting confidence, supporting career advancement, and nurturing future leaders.

Offering manager training

Training frontline managers to spot signs of burnout in face-to-face and virtual interactions can help reduce turnover. Managers are primary figures in addressing these issues, as an employee’s experience often hinges on their relationship with their manager.

Addressing the rise of rage applying typically requires businesses to take proactive steps to improve workplace conditions and employee well-being. By enhancing reward and recognition programs, promoting a positive work culture, and providing development opportunities, employers can reduce the factors that lead to rage applying. Training managers to recognize signs of burnout and supporting employees through mentorship programs can encourage a healthier workplace. These efforts can reduce turnover and increase engagement and satisfaction, empowering organizations to retain talent and maintain productivity.