Introduction to Retention:  Rage Applying and Why It Is ‘All the Rage’

What is rage applying? This can (and does!) happen anywhere that workers are unhappy and unfulfilled in their jobs. Many experts view rage applying as the natural, albeit “more aggressive,” evolution of “quiet quitting.” Sometimes, this is the result of a bad day, and a worker who spent an afternoon in a bad mood, while applying to a dozen new jobs, can recover. However, rage applying that is being caused by a toxic work environment can damage a company brand, strangling any recruitment and retention strategies. It is important to understand the signs of rage applying from both sides of the equation: from the side of the employee who wants a better work experience and from the side of management who is dealing with applicants who may not even remember applying for the job, if they did so out of an emotional outburst. Hopefully, by understanding the “rage apply,” businesses can take the steps to mitigate its effects.

Introduction to Retention:  How Hybrid Workers Are Changing the Workforce in 2023

For those with office jobs, the periods spent working since the start of the Covid-19 pandemic in the United States have been… trying at best. However, many workers hit their stride working from home. Saving money on gas and childcare and saving time by not commuting to work and sitting in traffic, lots of office employees found that a remote workstyle truly fit their needs and their lives, with less stress than they had experienced working in the office. While some smaller companies can and will remain fully remote, others need and desire the face-to-face communications and interpersonal work connections that working in an office brings. Some business owners found that it was difficult to keep everyone on their teams on the same pages, and there are also those that do not appreciate the complexities that remote work brings to teamwork.

Introduction to Retention:  How to Incorporate Career Pathing into Your Recruitment Marketing Strategy

With quiet hiring, a company takes an employee and moves them to where the need is the greatest. There may be communication between the two parties about the changes, but quiet hiring is to help a company out that is struggling to meet its needs. However, by using career pathing, employers and employees can work together to create and implement plans for up-skilling and re-skilling to be ready for a move up in the company. This planning takes place years in advance, preparing for both the good and the bad times that could be ahead for any business. While the two concepts may seem similar on the surface, understanding the differences can be extremely beneficial to managers seeking to plan for every possible need a business may have.


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