What does anger apply?
Have you heard of applied anger? It’s a new phenomenon in the workplace that is worrying HR managers. When employees are overworked and undervalued, they feel frustrated, disappointed, and even angry, leading them to apply for as many jobs as possible in a short period of time. Applying outrage has become a trend as workplaces struggle to figure out how to make employees feel valued. The rise of remote work has shown people what flexibility looks like and that they don’t want to settle for anything less. When companies refuse to evolve, employees try to find alternatives.
Employers need to start paying attention to this phenomenon as early as possible. Being outraged doesn’t just mean someone quitting. It often indicates a general problem within the organization that can lead to multiple people quitting. According to Gallup research, the cost of replacing an employee can range from 50% to 200% of annual salary. Additionally, high turnover reduces team morale, reduces productivity, and creates a poor brand impression among competitors. So employers have a lot to lose. But getting angry is just the tip of the iceberg. If you notice mass employee turnover, you need to identify the underlying problem. So without further ado, let’s take a look at the causes and solutions to prevent talent loss.
Why do employees get so angry that they start applying?
lack of growth opportunities
Employees lose motivation if they don’t see a future in the company they work for. People want meaningful opportunities to grow, including training and promotions. If you’re not investing in upskilling and mentoring, it’s as if you want them to quit. Employees simply want to know that their efforts are leading somewhere, whether it’s learning a new skill or climbing the career ladder.
I feel that my salary is low
Low pay can reduce staff morale, especially if they work hard and achieve results. If you feel like your contributions aren’t being fully appreciated, you’ll be quick to quit. That’s natural. They are doing their best, but the company is providing them with the bare minimum. Therefore, they will look for a place where their contributions will be more valued, either financially or through recognition.
lack of flexibility
Companies that don’t embrace flexible schedules and work arrangements remain stuck in the past. Nowadays, most jobs can be done from anywhere, so forcing employees to come to the office has its limits. Plus, employees have all sorts of reasons to want flexibility: doctor’s appointments, kids, avoiding traffic jams and long commutes. Also, it’s about work-life balance. Without flexibility, people are overwhelmed with work and have little time to take holidays or take care of themselves.
sloppy management
Mismanagement is one of the main causes of anger because it creates a toxic work environment. A bad boss commands others, fails to communicate expectations, is dominated, and constantly interferes with other people’s work. If managers are not supportive, willing to listen and empower their teams, turnover will be high.
Tips for keeping your employees happy and engaged
positive work culture
Building a positive work culture where employees feel like they’re part of a supportive community means everything to them. How do you do that? First, communicate. Create an environment where your staff feels safe to speak up, whether they want to share ideas, give feedback, or ask questions. Listen to them and make sure they know their voice matters. Next, build trust. Be clear about your company’s goals, changes, and challenges. And most importantly, don’t forget about inclusivity and diversity. No one will succeed in a work environment where people like themselves are not represented. Everyone needs to feel valued and included in your company. We value different perspectives, hire a diverse workforce, and set policies that reflect all of this.
growth opportunity
Growth keeps your team happy, engaged, and loyal. To put these promises into practice, consider training and upskilling your employees. However, this does not mean creating outdated presentations or giving long textbooks. Try new ideas like workshops, microlearning, certifications, and gamified training. Don’t forget about mentoring. Pairing employees with experienced colleagues not only fosters knowledge sharing but also shows that you understand their potential. Also, be clear about their career path. Explain exactly what it takes to get promoted and help them understand what they need to do to get promoted.
Evaluation and rewards
Employees need to feel seen and valued. If you don’t recognize or reward their efforts, don’t be shocked if they get furious and start applying to companies that will accept them. However, to be effective, recognition must be meaningful. It doesn’t even have to be something grand. A little gratitude goes a long way. Whether it’s a shout-out in a meeting, a social media post, or just a simple “thank you,” show that you’re paying attention. But honestly, nothing shows your appreciation more than a competitive salary and meaningful benefits. Health insurance, mental health support, and other initiatives show your employees that you actually care.
work life balance
Give your employees choices when it comes to work. Whether it’s remote work, hybrid work, or flexible schedules, employees need to feel like their personal lives are taken into account. Trust that they can complete the task on their own settings and time. Next, don’t hold back on vacation. It’s important to them that they can take a vacation without making anyone feel guilty. Mental health support is just as important, so provide access to resources to help them cope with stress and other burdens. Finally, let’s talk about the expected workload. You don’t want your team to burn out, so set realistic goals, prioritize tasks, and hire more people when the workload is overwhelming.
collaborative leadership
Leadership is more than just scheduling tasks and setting deadlines. It’s about inspiring, leading, and actually caring for your team. If your managers aren’t empathetic, you’ll lose talent quickly. That’s why training your managers is the first thing you should do. Empathy can be taught, and leadership training can prevent micromanagement and encourage listening. When it comes to listening, one-on-one check-ins are a must. Schedule regular conversations where managers ask thoughtful questions about what’s going well for employees or whether they’re having any issues. Remember, your staff needs a manager who takes their concerns seriously and can actually address them.
How to spot signs of anger
decreased productivity
A sudden drop in productivity or engagement is a big sign that your employees may be looking for work elsewhere. If they can’t perform at their best, it’s not because they’re suddenly less capable of doing their job. It is likely that you are tired both physically and mentally. If they miss meetings or miss deadlines, they become demotivated.
Absenteeism
If an employee’s attendance becomes erratic, he or she may decide to send out resumes or consider leaving the company altogether. If an employee doesn’t show up to work, or does show up but acts like they’re not there, that employee is completely isolated from the company and may be waiting for another offer.
complaint
If your employees start commenting on your decisions or the way your manager handles things, something is wrong and you need to fix it. Now, if they keep asserting their grievances, they can become enraged too. Employees who feel unsupported and unheard will look for other opportunities. So listen to your employees’ complaints and try to resolve them.
conclusion
Investing in happy, engaged employees pays off in many ways. When employees feel valued, they’re more likely to be productive, innovative, and committed to company goals. So, take a moment to examine your workplace culture. Are your employees happy? Are you offering opportunities for growth, recognition, and work-life balance? If not, it’s time to change things up to keep your employees out the door.
