Selena Rezvani (she/her)’s Post

HR leaders should keep an open mind when watching these videos. Although some creators seem more disgruntled about the type of job itself, as opposed to management, how employees feel about their jobs can be a reflection of their employer. #QuitTok #Employer #HumanResources

First it was ‘quiet quitting’ and now we have "QuitTok"? This new trend has resulted in over 2,500 videos with 82 million views. 🤯 The majority of videos are showing that when workers are fed up with their employment experience, they’re not afraid to go public. As #HR leaders, how can we learn from this trend? Let’s talk about it. ⬇️

For HR professionals who may come across QuitTok videos posted by their own employees, it's important to have humility and empathy, asking themselves: How would I feel if I were in their shoes? #HRProfessionals #Employees #Workplace

For HR professionals who may come across QuitTok videos posted by their own employees, it's important to have humility and empathy, asking themselves: How would I feel if I were in their shoes? #HRProfessionals #Employees #Workplace

What on earth is 'loud-quitting'? 🤔   Loud-quitting is a recent trend happening on TikTok (it's always TikTok) where people are recording themselves either handing in their resignation or their dismissal meeting to shed light on their experience. The motivation behind a lot of these videos is for them to showcase what they feel is a painful, and sometimes unprofessional, way their employer had ended their employment   This has become a bit of a trend for Gen Z, who are known for pushing against the status quo of the working world, and has had its fair share of controversy so far. Some feel that it's unprofessional from the employee to record these sensitive (and typically private!) meetings which can have knock-on effects for their future employment opportunities. There's also the risk of these employees being legally challenged for their secret recordings, especially in the cases where videos are misleading and particularly damaging to the company's reputation - not something we're convinced these video posters have often thought about!   It does appear that this trend is helping to bring actual change though, particularly in industries where redundancies have been very common in recent years. Employers are having to put more effort into these processes or they risk their reputation as an employer being tarnished. This has led to more thought going into severance packages and the termination process as a whole.   What are your thoughts on this controversial trend? Let us know in the comments below 👇   Sources: https://lnkd.in/eGNDuzCi

#QuitTok: the new workplace drama coming to your company. Gen Z are filming themselves getting fired or resigning. Is 'Loud Quitting' reckless naiveté from people who don't quite know how the world works yet? or is it an overdue backlash against inhumane redundancies and intolerable working conditions, from a generation that's unafraid to speak up? My personal experience of being fired and resigning help me make sense: Fired: in 2010, When I was 24, I was fired from my job in a PR agency. I was called into a meeting, and told it was time to go. To be fair, I hadn't performed. The shocking thing was that in the 5 mins it took me to get back to my desk, I was already locked out of my computer and had to promptly leave the building. I had the movie scene experience of putting my stuff into a box and walking out as my colleagues peered over cubicles. I know this is standard corporate practice and there are good reasons for it. But it felt dehumanising. I went to the pub to drown my sorrows and vented with work colleagues who joined later. Would I have vented to the world? I'd like to think not, but there's something about Gen Z Tik Tok culture where they can get lost in their fan bubble and think they'll never need employment again and can make it as an influencer.. Resigned: When I was 28, I left my job as a director in a corporate law firm. I was hired to lead a culture change initiative and it ran out of steam. I had a close relationship with the Managing Partner and for our last cultural experiment, we decided to record my exit interview as a podcast to be released to the whole firm. I spoke openly about what I achieved, where I failed, and offered honest parting reflections on what I saw. It wasn't released, it felt too edgy to be that honest. But It points to the kind of transparency we could have. Lay offs and resignations can be profound learning moments for both company and employee. The question is how you do it with care and transparency when there's a lot of laying off to do.. ✍ Sam Shead #quittok #loudquitting

Heard this quote recently and it's been haunting my brain. "Baby boomer solutions don't fix Gen Z problems" I am not a baby boomer, but the quote definitely resonated. Here is why I can't stop thinking about it. My 14 year old son joined my business over the summer as a social media associate. He and I do silly videos about HR stuff and he's helping me think differently about reaching audiences. What has been really fun for me spending time with him in this way is that I will present a real world problem I'm facing in the business and ask him what he thinks. His answers blow my mind. They are... ✅ Technology focused. Can technology fix this for you and if so, what is the best way to leverage it. That is his first line of defense naturally. ✅ Not comparison based. He never asks me what others are doing or to see what someone on TikTok is doing. He answers with what he thinks I should do independent of any one else (sidebar: this is surprising considering how TT and Insta focused these kids are, maybe boys think about the comparison stuff differently) ✅ Not rooted in tradition. He will throw out some crazy ideas and I will say "that won't work" and he then spends 35 minutes questioning me on why and proving all of my answers wrong. This gen could care less what we have done before. It's been fun to have someone who is growing up from a very different perspective than I did share their thoughts and honestly offer some pretty creative solutions. Here is one of our blooper reels from the summer. How is Gen Z changing your workplace or the way you think about work altogether? #genz #hr #smallbusinesshr https://lnkd.in/gSg4g4Wi

🚀 "QuitTok": The Trend Transforming Workplace Dynamics 🎥 Employees are not just resigning – they're capturing their exits on TikTok, sparking a conversation on workplace dissatisfaction. With over 2,500 videos and 82 million views, #QuitTok unveils employee experiences often kept in the shadows. Hannah Yardley, Chief People and Culture Officer at Achievers, sheds light on the lessons HR leaders can glean from this trend in this recent conversation she had with Mikaela Cohen at Morning Brew's HR Brew 🔍 It's a Mirror: #HR pros, keep an open mind. These videos offer a glimpse into employee perspectives, reflecting organizational strengths and shortcomings. 💡 Learning from Mistakes: Analyze where others faltered. Address common pain points like compensation, career growth, and flexibility to retain talent. 🤝 Empathy Matters: Encountering videos from your own team? Approach with empathy. Acknowledge their feelings and foster open dialogue to build trust. Read more insights from Hannah Yardley on #QuitTok and its implications for HR on HR Brew: https://ow.ly/MxvU50Re5az #HRStrategy #EmployeeEngagement #WorkplaceCulture #QuitTok

📢 Let's Talk Quit-Tok!📢 A new trend is sweeping across social media platforms: Quit-Tok, where Gen Z workers in particular, are sharing their job resignation stories in dramatic and public ways. But what does this mean for the future of work and professional etiquette? We are curious to hear your thoughts on this phenomenon. What's your take on Quit-Tok? Is it a bold move towards transparency and empowerment, or does it challenge professional norms in ways that could backfire? Share your thoughts below! Check out this interesting article in the Financial Times below. #QuitTok #ProfessionalEtiquette #SocialResignation

Do believe that every employer should understand why its on TikTok Insta or linked or other social media people are free to share their experience about their ex employer. Its not that they can ly about what has happened but there will be emotion involved and a moment of closure with the past. Hopefully that moment can be shared before the ending of their contract and that it is clearly painfull for the involved employee. There is process and protocoll needed to stage this in the best way and just letting people go without listening to their side of the story is rude and damaging. Dialoque should be a permanent ritual even there is unequality in the decission making and leaders should confront the rebuke and pain of the involved to realize what they did and feel quilty about it, period.