In recent months, a new social media trend has edged its way into the workplace discourse: QuitTok. It’s the phenomenon that sees employees filming their resignations or terminations in real-time and then sharing it online.
Primarily found on TikTok, some disgruntled workers discreetly livestream the moment they quit their job. Other ex-employees share post-resignation reflections, often including screenshots of interactions they had with HR or their boss.
The motivations behind QuitToks vary too. It could be a video that aims to inspire viewers to seek more meaningful work or one that exposes a toxic work environment or problematic leadership.
Either way, these videos highlight a growing trend where employees are not just leaving their jobs quietly anymore. In 2024, over 2500 QuitTok videos have been posted, which has received 82 million views.
But as popular as it may be, QuitTok is sparking mixed reactions. On one hand, some, particularly Millennials and Gen Z, see these videos as aspirational. They may find solace in the idea of leaving toxic workplaces for opportunities that support their own mental and financial health, and career goals.
On the flip side, others believe QuitTok is unprofessional. They believe that there are more constructive ways for dissatisfied employees to exit jobs or address concerns.
The long-term consequences of live quitting and sharing #quittok videos remain uncertain – and how this will impact future career opportunities for those that participate in the trend is yet to be seen. But what’s for sure: QuitTok’s impact is already being felt in the workplace and HR sector.
QuitTok’s Impact on Business
QuitTok carries significant and serious risks for employers. These videos, especially if they go viral, could tarnish a company’s reputation. It could also diminish its brand value, severely shaking investor trust and damaging relationships with customers. A botched termination process, that’s publicly shared, could also impede recruitment efforts as potential hires may be put off by negativity. Ultimately, this can also harm workplace culture and employee engagement.
QuitTok Should Prompt the Right Questions
Despite the challenges posed by QuitTok, there emerges a silver lining. By viewing this trend through a constructive lens, QuitTok videos hold the potential to provide valuable insights into employee needs.
For instance, QuitTok could be a bid for more transparency and accountability in the workplace. It might be viewed as an extension of platforms like Glassdoor, which, for years, has offered former employees a space to express their workplace experiences openly and candidly.
So, instead of HR solely focusing on restricting employees from creating this type of content, perhaps explore the opportunities for growth. HR departments, partnered with organizations, can leverage this as an opportunity for reflection – a chance to ask the right questions and evolve.
6 QuitTok Questions for HR
Here are some questions HR can consider asking amid this viral trend:
- Why are your employees deciding to leave in the first place?
- Is there anything about your culture or employee experience that would make workers feel like they needed to QuitTok? If yes, how can you rectify these issues moving forward?
- How can HR ensure that the termination process is fair, transparent and effective? Whether it’s a layoff or an employee quitting, do your communications remain thoughtful, genuine and honest?
- View HRPA’s Terminations Checklist Practice Guideline to properly understand how to handle terminations and layoffs better.
- View HRPA’s Terminations Checklist Practice Guideline to properly understand how to handle terminations and layoffs better.
- How can HR work with employers to action feedback either from videos, employee surveys or exit interviews?
- Taking proactive measures to foster a supportive workplace can prevent instances where employees feel compelled to voice their frustrations publicly. Consider asking: Are we adequately investing in our workforce? This involves creating the right conditions for employee success. Employees often leave due to dissatisfaction with compensation, career advancement, and flexibility. What changes are necessary to ensure these needs are met?
- Recent research suggests 2 out of 5 Canadian professionals have quit a job because of a bad boss. What investments can HR and employers make to ensure bosses are facilitating a thriving work culture? How can you help ensure leaders have the skills and capacity needed to develop authentic relationships with team members?