Six in 10 employees have committed 'rage applying' since year began: survey
An organisation's toxic workplace culture is driving employees to commit "rage applying," a new report has revealed.
"Rage applying" refers to employees' behaviour of sending out resumes to as many roles as possible due to a negative experience in their current job.
In its survey among 2,000 Australian professionals, Robert Walters found that 60% have committed "rage applying" since the beginning of the year. Among them, 47% said they applied to multiple new roles within a short space of time.
Being in a toxic workplace culture emerged as the most-cited reason for "rage applying," with 65% saying it was their primary motivating factor.
Other reasons why employees rage applied include:
Shay Peters, CEO of Robert Walters ANZ, said it was "intriguing" that factors such as salary or career advancement weren't the biggest drivers of "rage applying."
"It seems to stem from the work environment and policies, which lie entirely within the employer's control," Peters said in a statement.
"Identifying toxic workplace cultures isn't always a simple task, yet it can profoundly affect the mental well-being, morale, and creativity of employees."
The findings underscore the influence of workplace culture in employees' career decisions.
In fact, Robert Walters found that job applicants are most lured into a job advert by an "inspiring company culture," surpassing flexible work and enhanced benefits packages.
The entry of Gen Z into the workforce would also hike the focus on work-life balance for many workplaces, according to the report.
"While salaries may have once reigned supreme as the primary driving force, Gen Z is considerably more concerned about the office culture and working policies," Peters said.
To improve challenging work environments, Robert Walters suggested elevating the matter on management's agenda.
"Ensure that managers fully understand that fostering team morale and cultivating a positive work environment is a fundamental aspect of their role.”
Organisations should also introduce anonymous feedback surveys to gain insights about how employees feel about the company culture.
"Dedicate sufficient time to thoroughly review all comments and gain valuable insights into the root causes of any existing issues," Robert Walters advised.
It also recommended investing in the development of a "conducive culture.”
"Companies need to proactively invest time and resources into creating a friendly, social, and inclusive environment, as these elements rarely materialise by chance," it said.
