RAGE APPLYING - The Psychological Perspective!

Authored by MFine’s Clinical Psychologist Snigdha Samantray.?

The term rage applying went viral with 2.3 million views on Tik Tok when a Gen Z Tik Tok user, Redweez said in her video, “I got mad at work and I rage applied to 15 jobs and then I got a job that gave me a $25,000 raise, and it’s a great place to work. So keep rage-applying. It’ll happen.” I am sure many will nod in agreement that her statement provides a perspective.?

Are you feeling unappreciated at your job? Or are often overlooked by your manager? Are you frequently passed over for that promotion? And does your compensation barely make up for the effort and long working hours that you put in? Is your workload unbearable & work culture toxic? These may tempt you to find the perspective called ‘Rage applying’ appealing, which simply means the act of submitting multiple job applications out of anger or frustration, to find better pay and an organization that appreciates your efforts better.?

However, there are other sets of employees providing a different perspective - Gen X & and some Millennials. They still believe in pushing their limits & navigating through tough situations & some of them like Sundar Pichai, Mark Zuckerberg, Indira Nooyi & Satya Nadella, have dedicated more than two decades of their career to one particular organization to reach somewhere substantial. I am sure they too have had their fair share of those times of ‘Rage’ sans the ‘Applying’ part!

While Gen Z may need a minimum of two decades to prove their perspective, the current-day workforce is undoubtedly the amalgam of the millennials & Gen Z, with the majority being millennials. The million-dollar question here is how do we bridge the gap between these two perspectives? How do we bring in more compassion: the quintessential to understanding & acknowledging a perspective that is different from our own?

The Psychological Perspective Behind Rage Applying

Rage Applying can provide a temporary sense of relief as the act of applying for a job can give job seekers a sense of control over the situation & an outlet for feelings of implicit vengeance.?

It helps them take stealthy actions without letting anyone know. Generic analysis of the current trend indicates that the younger cohort is more averse to asking questions and there is an element of ‘avoidance syndrome’ towards having an in-person conversation. Face-to-face conversations can lead to confrontations and nobody seems to like confrontations and it is comparatively easier to apply for a new job.?

There is also an element of ‘rejection syndrome’ in Rage Applying. The fear that their company may ask them to leave or under-evaluate their performance and the fear of associated humiliation or embarrassment may motivate some to apply elsewhere and hence they resign before they are asked to leave. While this gives an outlet to the inner unrest and an opportunity to get even with their manager or bosses, this also creates a psychological defence mechanism which makes them feel more in power than the ego-dystonic feeling of being powerless.

The Negative Psychological Implications of Rage Applying

In an ideal scenario researching every company and its working environment before a job application is the best practice. However, it is a tedious task and takes time, time that rage applicants don't seem to have. Hence they decide to shoot their resume to multiple organizations and see what sticks. The rush of submitting a rage application is often short-lived. In reality, once the application has been submitted, job seekers are often left feeling even more frustrated and powerless than before as job searching can be a long and difficult process, especially in today's job market. The constant rejections and lack of feedback can be incredibly demoralizing, leading many job seekers to experience feelings of amplified anger and frustration, leading to a cycle of further frustration, more rage applications and more rejections. Quite evident as it is, for some this cycle can be extremely challenging, especially for their mental health leading to experiencing anxiousness & depressive symptoms.

This is because rage applying is often done without a clear plan or strategy, without a background check or devising a game plan, where it becomes a matter of quantity rather than quality. When job seekers submit applications out of anger or frustration, they are less likely to be submitting applications to positions that are a good fit for their skills and experience. They may successfully find a job with a substantial increase in compensation or maybe even a better job profile, but how effective is this in the long run? Does the company's values align with theirs, and does it have growth opportunities to offer? Is the work culture mental-health-friendly? These are some thought-provoking questions that rage applicants may want to consider and identify the negative implications of rage applying.

5 steps for job seekers to avoid the pitfalls of Rage Applying?

1. The first and foremost step is to have that difficult conversation that rage applicants usually avoid and express needs and disappointments articulately to their managers even before applying for jobs. This might even lead to a promotion or a bonus. But by avoiding this conversation they are missing out on the opportunity to learn the subtle art of articulation and negotiation as well as the possibility of a positive outcome.
2. Despite multiple occasions of expressing their needs and concerns, if their issues are not addressed by their manager then they may consider reaching out to someone in the position of authority above their manager. If nothing works then a job search is the last resort. Acknowledge the negative emotions that come with the job search process. Job seekers should give themselves enough time and space to process their emotions healthily. This may involve taking breaks from the job search, speaking with a therapist or counsellor, or seeking support from friends and family.
3. Once job seekers have processed their emotions, they can focus on developing a targeted job search strategy. This means identifying job postings that are a good fit for their skills and experience and tailoring their application materials to highlight these strengths. By focusing on quality over quantity, job seekers can increase their chances of success in the job search process.
4. Networking can also be an effective way to avoid the pitfalls of rage applying. By reaching out to contacts in their industry or profession, job seekers can gain valuable insights into job openings and hiring processes. This can help them to identify job postings that are a good fit for their skills and experience, and to tailor their application materials accordingly.
5. Finally, job seekers should remember that the job search process is a marathon, not a sprint. It is important to maintain a positive outlook and to stay focused on long-term goals. By taking a strategic and focused approach to the job search process, job seekers can increase their chances of success and avoid the negative consequences of rage applying.

5 steps for employers to identify and manage Rage Applying?

1. Employers should clearly communicate job expectations, and requirements and provide detailed job descriptions that clearly outline the skills, experience, and qualifications required for the position. This will help applicants to understand if they are a good fit for the job and avoid applying for positions that are not suitable for them.
2. Employers can use pre-employment assessments to identify candidates who have the necessary skills and experience for the job. These assessments can include personality tests, cognitive tests, and skills assessments that measure specific job-related skills. It is also important to review resumes and cover letters to identify any red flags, such as gaps in employment, frequent job changes, or inconsistencies in work history. These red flags can indicate that the applicant may not be a good fit for the job or may have performance issues.
3. Employers should conduct thorough interviews to assess the candidate's fit for the job, work style, and communication skills. It is important to ask open-ended questions that allow the candidate to demonstrate their problem-solving abilities and provide specific examples of their work experience.
4. Employers should check references to confirm the candidate's work history, performance, and character. This can provide valuable insights into the candidate's strengths and weaknesses and help identify any red flags.
5. Employers can go that extra mile to manage disgruntled employees by providing adequate working conditions, addressing mistreatment, encouraging open and honest, non-threatening conversations, training & sensitizing managers, and ensuring timely promotions and increments that are inflation adjusted.

Rage applying is just a new addition to the existing workplace strains. Companies have already seen workplace transitions like ‘Quiet Quitting’, ‘Acting Your Wage’, 'Ghosting’, ‘Tang Ping’ and most significantly ‘The Great Resignation’.?

All these strains have something in common and that is - lack of communication & foresight. They also bring in amplified mental health issues affecting the overall functioning of individuals. If both employers and job seekers can exercise communication, and foresight and offer compassionate collaboration to each other, then Rage Applying should be much easier to deal with.