It’s 5 p.m. and you’re getting ready for your evening plans when you hear the sound of a new Slack notification: Your boss is asking you to work late to get a project across the finish line. is – the third such request in the past month. Burdened with resentment and workload, you dream of slamming your laptop shut and frisbee out the window. But instead of bugging your computer, you can channel that resentment into 2023’s latest workplace trend—”enforce anger.”
according to recent forbes article, Gen-Zers and Millennials who feel underappreciated or taken advantage of by their employers are shooting hundreds of resumes into the ether in hopes of finding a more balanced job with better pay. This trend caught on after a user on Tiktok Told her followers she was upset with her job, and “applied anger” to 15 jobs, eventually getting a new position with a $25,000 pay raise. The video, which has been viewed 2.4 million times, is starting a conversation online about how job applying at large could be a way for depressed workers to regain a sense of control over their work lives Have – and potentially get a new job while sticking to it. to their evil masters.
What is driving rage enforcing?
Applying Rage reflects a larger problem in today’s work landscape: employee dissatisfaction – something that has risen over the past three years. According to a 2022 survey conducted by office-supply company Hamster, 24 per cent of Canadian workers say they are less satisfied with their jobs since the start of the pandemic due to things like increased workload and salary increases that have outpaced inflation. Couldn’t keep pace with. 40 percent of workers are dissatisfied with their pay, up 10 percent from 2021. What’s more, one in five employees is considering changing jobs soon, 72 percent see their current position purely as a means to make money and nothing else that fulfills them.
Whether employers offer competitive wages and generous raises contribute to employee retention, according to the survey. Hamster also found that workplace recognition and opportunities for career advancement play a major role in job satisfaction, yet employers tend to ignore the importance of these factors, causing employees to feel that they are not appreciated. .
Michelle Schaefer, an Ottawa-based career coach with the Clarity Group, says job dissatisfaction almost always traces back to management. “A lot of it stems from leadership,” she says. “Some leadership approaches don’t really work with employees.” These can include narcissistic behavior, such as when bosses take credit for employees’ work, or a lack of boundaries, which can occur when managers email their teams all the time. But, one of the most common ineffective methods is micromanaging, Schaefer says.
Micromanaging has increased with remote work, says Schafer, because it has led many employers to feel that they do not have control over employee productivity — even though there is no evidence that productivity has decreased. This fear has led some workplaces to start tracking their employees’ time, asking for one-on-one follow-ups, and even proofreading emails before they are sent to clients. Employees on the receiving end of this behavior may become angry rather than address the issue with their employer, betting that if they send out enough resumes, they’re bound to find something better.
Is applying anger effective?
The short answer, according to Schaefer: no. While he doesn’t doubt that some employees have found better opportunities through Rage Apply, especially since LinkedIn streamlines the process by allowing job seekers to apply directly through their site, the Scattershot approach has its downsides. Are. , “It puts the candidate no closer to knowing what will be best for them,” she says.
Schaefer points out that because Rage Application promotes the speed and volume of job searching, job seekers are not being deliberate with their applications. It’s likely that employees will end up in the same position they left — or possibly a worse position — without a search strategy. Instead, she recommends “mindful applying.” When looking for their next opportunity, job seekers should consider what type of work energizes them, what values they want to see in their future company, and identify any non-negotiables, such as That salary below a certain mark or prohibitory orders in office.
“Once you know that profile, you have a goal. Then you can intentionally seek out organizations that fit that perfect profile,” Schaefer says.
What should you do if you are unhappy at work?
Trends like Quitting Quietly, The Great Breakup and Enacting Fury may highlight poor working conditions, but they don’t address the core problem—the relationship workers often have with their employers. Whether you’re bored with the work you’re being given, don’t feel your personal time is being respected or need more support, Schaefer says you should discuss these problems with your boss first, and let them know. State clearly what you need.
When approaching your boss with concerns, make sure emotions are not running high. “It’s important not to approach the conversation with blame, anger, or frustration,” says Schaefer. Conversation should be collaborative rather than bragging. If, for example, you’re asking for a pay raise, start by talking about how much you enjoy working for the company, followed by any results you achieved during your time in the role. Are. Then ask if your employer is willing to discuss an increase in compensation and what kind of range they can offer.
“It’s quite possible that the leader may not be aware of what’s causing their team members’ dissatisfaction, so use the conversation as a way to create awareness,” Schaefer says. “Employees may be surprised what happens next when they bring up the cause of their discontent.”
At the end of the conversation, ask your employer about a time frame for when you’ll see these changes. Don’t be afraid to follow up if the date passes and no progress is made. If your employer isn’t sensitive to your concerns and isn’t willing to make changes, Schaefer says it might be time to lay the groundwork for a job search. She recommends developing a job-search plan before making big decisions like quitting. Find out what type of jobs you want to apply for, update your resume and LinkedIn, and start networking.
Schaefer says, “The important thing to remember is that you can only change yourself…not your boss or the organization.” “If a team member is expecting to change the culture overnight, they may start to wonder if that organization is right for them.”
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