Quit Tok: How to Avoid the Live-Quitting Viral Trend
Hattie Pursell
4 minutes
March 21, 2024

#quittok #quitwithme #layoffseason

Have you heard of a growing trend on social media platforms; Quit Tok?

The Financial Times article by Josh Gabert-Doyon and Daniel Thomas outlines this new craze, labelling it as a call to action for organisations to improve working standards and redundancy processes.

Here, we want to highlight the key insights from this article, how and why we should recognise this trend, whilst providing practical advice for organisations to avoid the impact of a viral TikTok. 

What is Quit Tok?

Quit Tok, simply, refers to the popular trend on TikTok of videoed resignations. This viral story-telling demonstrates the stresses in the workplace that lead to resignation and often even films the final call, capturing the attention of millions worldwide.

Posts predominantly feature Gen Z, a vast majority of them are women and those working in tech through “quit my job with me” videos. Gabert-Doyon and Thomas shed light on this movement as a call for a more humane and respectful work culture that values individual contributions and well-being. 

Why Quit Tok matters

How can we begin to understand the need for public resignation, or in other terms called “loud quitting”? 

Already, this trend is dubbed with unprofessionalism, usually starting with the phrase “Maybe I’m old fashioned, but…”

So why are individuals, particularly of younger generations, adopting this movement?

Accountability and transparency

Despite the obvious repercussions and damages to their own reputation, these individuals are voicing the need for authenticity in situations that have previously been hidden or even shamed. Exposing these processes to the public introduces wider accountability and encourages businesses to hold a higher level of transparency when dealing with their employees.

Amplifying voices 

Social media, Facebook, Instagram and particularly TikTok, has widened our networks and access to communities worldwide more than ever before. Unionship has always been used to drive organisational change and gain transparency. Social media trends are a powerful new way to amplify our voices. 

Gabert-Doyon and Thomas underline the number of lay-offs in the technology sector alone; with over 300,000 redundancies since 2023. With so many shared experiences, why shouldn’t we unify to invoke change in the way things are handled?

External pressures and hierarchical norms

Many Quit Tok participants belong to a generation that values authenticity and meaningful work over traditional job security. They are challenging the normality of corporate loyalty and the expectation to put up with unsatisfactory working conditions silently. Other generations may scorn their reaction, call it over-sensitivity, perhaps due to disruption to their comfortable processes.

The impact of Quit Tok

Felt by HR departments around the world, particularly in the tech sector, businesses are already reacting to the Quit-Tok phenomenon. This movement is thought to be partly influenced by the rise of anonymous corporate review platforms like Glassdoor. Already, we’re seeing both beneficial and challenging effects emerge as a result.

Positive impacts

In addition to the positivity seen on social media from the comradery that comes with shared experiences, businesses are already reporting positive change. An increased communication, with more thoughtful messaging, transparency and even in some cases, better redundancy packages. 

Negative impacts

On the other hand, some organisations are digressing, opting out of exit interview calls, and handling all communications over email. Leaders are challenging this reactive approach, warning that businesses risk damaging their reputations. As they say, a botched termination process eliminates advocacy and impacts the well-being of staff within the organisation. 

How to avoid Quit Tok

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At Guider, we believe in mitigation. Within this section, we’ve outlined simple steps to avoid becoming the next Quit Tok trend: 

  1. Question your termination processes

Consider why your organisation has created more cuts and review the processes that inform your workforce. Consider, the effects of large-scale changes and transitional periods, how could you support your team during these times? 

Supporting your workforce in a transitional periods

  1. Align HR and L&D with organisational priorities

CIPD reported that misalignment of HR and L&D objectives led to reduced productivity, restricted organisational growth and unnecessary stressors on the workforce. By aligning organisational forecasting with initiatives that prioritise people, you can avoid unnecessary budget cuts and reduce pressure on your employees. 

View our discussion on aligning organisational objectives in our L&D Wrapped eBook

  1. Action feedback 

What changes do you implement following satisfaction surveys? 

Implement initiatives that show you are listening to employees; their needs and priorities. 

Avoid the Quit-Tok trend, don’t until the exit interview to action feedback. 

  1. Invest in your people 

Investing in your workforce to improve their satisfaction and well-being has proven time and time again to improve productivity. 

83% of Gen Z want to learn skills to perform better in their current position, and over 64% cited “opportunity for career growth” as their top priority. 

Provide clearly set, transferable career and learning development pathways to have a more engaged workforce and reduce the amount of talent lost. 

Invest in the future of your business with peer mentoring

5. Invest in Leadership

How equipped are your leaders in dealing with difficult situations? Are they accommodating and inclusive to the whole workforce?

Providing essential leadership training and developing the soft skills of your leaders could make all the difference for someones career. Notably empathy, emotional intelligence and understanding can drastically improve the standards individuals are working under.

What’s next?

It’s not too late to spark meaningful change within your organisation. Investing in your employees through comprehensive, scalable initiatives like mentoring and peer learning creates a sustainable strategy for skill development and a commitment to building a more transparent, inclusive, and fulfilling work environment.

Reverse mentoring: providing a voice for the next generation and minorities

What Quit Tok has taught us is that the Gen Z generation need to be heard. Incorporating reverse mentoring into your strategy can play a vital role in transformation. By giving a platform to Gen Z and minority voices within your company, you’re not only acknowledging their importance but also leveraging their unique perspectives to challenge outdated norms and gain mutual respect. 

Reverse Mentoring at Mazars with Guider mentoring software

Learn more about incorporating reverse mentoring in your organisation: 

Reverse mentoring: A complete guide to getting it right 

Webinar: Expert reverse mentoring advice from Guider and Patrice Gordon

If you’re looking for a better way to run mentoring in your organisation, get in touch with an expert today.

What's next?

Whenever you’re ready… here are 3 ways Guider can help you supercharge your L&D with mentoring:

See how much mentoring can save your business with our ROI calculator

We've crunched the numbers from all of our customers to work out the financial value of mentorship to businesses. It might be just what you need to get executive buy-in

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