Top Four Workplace Trends Sweeping Over TikTok That HR Should Know

By Moon Harper

Feb 13, 2024 05:10 AM EST

Tiktok Workplace Trends — (Photo : Unsplash/Aaron Weiss)

From #QuietQuitting to #RageApplying, HR trends continue to make waves in the workplace and on the internet.

TikTok serves as an outlet for employees to express frustrations or highlight successful practices. Similar to other social media platforms, several workplace trends on TikTok have gained traction and influence beyond the application.

#QuietQuitting

Quiet quitting is doing the bare minimum required for your job and not putting in extra time, effort, or enthusiasm beyond necessary.

According to Charlotte Kaylor, HR lead at Radiance Holdings, Quiet quitting can result from limited growth opportunities, a reactive work environment, micromanagement, exhaustion, or feeling unchallenged in roles, where employees shift from going the extra mile to a mindset of doing just what they're paid for.

Where it came from: The TikTok trend started getting attention in March 2022 when career coach Brian Creely mentioned it in a video about employees not putting in much effort at work. But its roots go back to 2021 in China, where it was called "tang ping" or "lying flat." Currently, #quietquitting has almost a billion views on TikTok.

What HR should know: Quiet quitting is all about disengagement and dissatisfaction with work. According to Kaylor, it's a clear message that if employers want more effort, they need to step up. This approach holds employers accountable to employees' needs, reshaping the power dynamic and forcing employers to reconsider their culture and management approach.

#RageApplying

Rage applying, a TikTok trend similar to quiet quitting, arises from dissatisfaction with a current job. Kaylor explains it as applying for new roles out of anger or frustration after a bad day or work-related incident. Kaylor sees it as a coping mechanism, offering a sense of control and escape when daily work lacks satisfaction.

Where it came from: The term gained popularity in early 2023, when TikTok user RedWeez shared a video about how her rage application to 15 jobs after getting mad at work helped her land a job with a $25,000 raise at a great workplace. This sparked the trend, making rage apply a common term for HR professionals and disgruntled employees.

What HR should know: "Rage Applying" or any dissatisfaction with work can signal HR that something is wrong in the workplace, prompting them to look deeper into whether there are underlying issues beyond the usual frustrations of working with imperfect people, explains Kaylor.

#ActYourWage

The #ActYourWage trend on TikTok is seen as a positive version of quiet quitting. It means doing just the minimum required for your job, even if you enjoy it. It's about matching your effort to your salary rather than exceeding expectations.

Where it came from: TikTok user Stephanie Anne introduced the term "Act Your Wage" in 2020, advising to adjust work effort to match pay, suggesting taking breaks when appropriate, "like, if I've been doing too much at work, I'll have to go sit in the bathroom and scroll on your phone for 25 minutes," she said. "They only pay you $7.25 an hour."

What HR should know: Kaylor says the hashtag #ActYourWage empowers professionals to discuss their role in a company's revenue. Employers must establish fair reward systems to motivate them effectively.

#BareMinimumMondays

While it's trending on TikTok now, the concept isn't new. It's about doing less work on Mondays to prevent burnout later. Kaylor says many can relate to starting the week slowly, minimizing meetings, and organizing for the days ahead.

Where it came from: TikTok user Marisa Jo Mayes introduced the term in early 2023. Mayes used #BareMinimumMondays to cope with work stress, burnout, and Sunday scaries by sticking to a structure that best works for her. The hashtag now has 4.2 million views on TikTok.

What HR should know: A TikTok trend doesn't always mean negative. Bare Minimum Mondays can help combat burnout in the workplace. It's not about encouraging employees to be lazy, but about structuring the workweek thoughtfully, says Kaylor.