‘Rage applying’ – Executive coaching offers a solution

Avoid 'rage applying'. 'Rage applying' is an impulsive behaviour where frustrated employees apply to a slew of job openings to escape or protest against their current work environment.

While initially, this may offer a fleeting sense of control or empowerment, the fallout is often counterproductive for them and their business. Causes include employees:

Feeling overlook or dissatisfied with career progression

Feeling invisible or not getting the support they need

Frustration at poor opportunities for learning and development

Feeling unsupported or unrewarded from higher-ups

People who hastily apply for lots of jobs risk leaving their present role, only to accept an ill-fitting position. This leaves both the individual and their organisation worse off.

Bit Famous works with businesses and organisations
to help them communicate with confidence.

By Penny Haslam

MD and Founder - Bit Famous

'Rage applying' costs to business

High turnover rates aren't just an issue of costly recruitment and training, it disrupts workflows and team dynamics. It can impact the development of a diverse leadership pipeline, particularly among valuable cohorts of women in middle management.

Many employees sense too many obstacles in their path and reach a tipping point in their careers that leads to them exiting prematurely.

To tackle this businesses and organisations need to encourage greater confidence in this group, offering opportunities for professional and personal development while creating a clear path for them to develop.

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What's the difference between rage applying and quiet quitting?

Like 'quiet quitting', 'rage applying' originates from job dissatisfaction but they manifest differently.

With 'quiet quitting', employees mentally disengage, performing the bare minimum. They remain physically present but are no longer invested in their roles or the organisation's goals. This passive form of disengagement damages productivity and corrodes team morale.

Both lead to a decline in productivity. Combined, these trends jeopardise the organisation's long-term success and cultural health.

Why women are particularly vulnerable to 'rage applying'?

Women in middle management face unique challenges that make them especially prone to behaviours like 'rage applying.'

1. Feeling invisible can lead to 'rage applying'

Many women, despite having substantial skills and contributions, often lack the self-belief to showcase their talents. This leads to a self-perpetuating cycle where they are overlooked for promotions, further eroding their confidence.

2. Declining motivation and engagement can lead to 'rage applying'

Recent reports (Gallup) highlight that nearly 70% of managers feel disengaged at work. Economic uncertainty, tighter budgets and new team formations contribute to this. This lack of engagement can be more acute for women who can feel greater pressures to balance work and home life.

3. Career Stagnation

Hesitancy to speak up, poor confidence and feelings of imposter syndrome mean many women fail to showcase their professional talents, which in turn can stall their career progress.

4. Remote work challenges and 'rage applying'

Remote work has revolutionised the way businesses operate. It's also created new challenges for managers who oversee virtual teams. Balancing these demands becomes increasingly complex as more staff adopt remote working positions.

5. Leadership Void

When an organisation fails to nurture and promote its female talent, it results in a one-dimensional leadership team that lacks diverse perspectives.

The role of executive coaching in solving 'rage applying'

I've seen first-hand how executive coaching and group coaching for women is an antidote to these worrying trends, particularly for women in middle management. It empowers them to tackle issues of being undervalued and overlooked.

When talents go unnoticed, organisations miss out on cultivating the next generation of leaders, particularly among women. This feeds into a cycle of disengagement and a drain of valuable employees.

Executive coaching equips these women with the tools they need to set and achieve meaningful goals, bolstering their confidence. They learn how to communicate their issues and contribute more effectively, making them visible and valued members of the team. This not only re-engages them but also reduces the likelihood that they'll exit the organisation.

Outcomes of group executive coaching for women

I've seen the transformative power of group executive coaching firsthand. Participants consistently report a significant boost in confidence and gain practical tips for effective communication.

The group setting enhances these benefits, helping women overcome self-doubt and take on new opportunities. This leads to a more engaged, diverse and effective workforce, which sets the foundation for the organisation's long-term success.

By embracing executive coaching, organisations do more than solve immediate problems; they make a strategic investment in their future, reaping the rewards of a re-engaged and diversified workforce.