Live Quitting: What Is It, and What Should Employers Know About It?

Workplaces are evolving rapidly, bringing new hiring and recruiting trends and challenges for employers and employees. Among these emerging trends is the concept of live quitting. Unlike traditional resignations, where employees give notice before leaving their jobs, this trend involves an individual quitting abruptly and publicly, typically shared via social media. It has gained traction over the past few years, prompting employers to reassess their approach to employee retention and engagement.

What Is Live Quitting?

Also referred to as a digital resignation, live quitting refers to an employee resigning from their job and documenting the terms of their quitting on social media in real-time or shortly afterwards, sometimes without prior notice to their employer. It joins the other trends of quiet quitting and quiet firing, which have all emerged as aftereffects of the Great Resignation.

Individuals may choose to announce and document their decision in the moment and post the event on social media platforms such as Instagram and TikTok (the latter using the popular #quittok hashtag). Workers will film or livestream the moment they deliver the news on a Zoom call or document the seconds after they turn in a letter of resignation to capture what happens in the moments leading up to, during, and after quitting. This trend has been fueled by the rise of digital communication channels and the growth of digitally native employees in the workforce.

Note that sometimes, employees still can give notice and live quit. Sometimes they post a video or email screenshot of them quitting (with or without commentary) after the fact, or after they start a new job.

Why Are Employees Live Quitting?

Several factors contribute to this trend. One primary driver is the changing dynamics of the employer-employee relationship. At a time when job mobility is high and opportunities abound, employees are more inclined to seek out environments that align with their values, career goals, and overall well-being. When faced with dissatisfaction or frustration at work, some individuals may express their grievances publicly to reclaim a sense of power and seek community from their social networks.

Additionally, many of today's employees are digitally native, having grown up with the ubiquity of the internet and social media. Employees may use this familiarity to hold their employers accountable for their dissatisfaction or workplace issues, using public platforms to voice their concerns and garner support from online communities.

The desire for authenticity and transparency in the workplace, particularly among Generation Z workers, has led some employees to live quit to express their feelings without regard to possible repercussions. But this doesn’t necessarily mean they are doing this thoughtlessly. “A lot of employees who live quit say they are leaving their industry altogether or moving to a different role, so they feel comfortable speaking out about their employer,” says Heather Whitney, HRRT Program Manager at Paychex. “Often these employees say, ‘I didn't care about that job, or the way they treated me,’ and are trying to warn others.”

What Types of Employees Are Live Quitting?

This trend can occur across industries and organizational levels and can be leveraged by employees in all positions, from entry-level to senior management.

“Employers should be prepared to investigate if an employee live quits and mentions work-related issues such as harassment, discrimination, unsafe work environment or other claims impacting any other type of protected or concerted activity,” says Whitney. “Live quitting can sometimes tell more than an exit interview."

The demographics of employees taking part in this trend can vary, encompassing individuals of different ages, backgrounds, and tenures. Gen Z employees may have most widely embraced this trend, but employees from other generations may also feel inclined to make their digital resignations public. Employers looking at their retention strategies may want to look more broadly to pinpoint employees who may be a flight risk instead of looking only at one factor, such as age.

What Does the Live Quitting Trend Mean for Employers?

The live quitting trend presents challenges and opportunities to employers trying to manage their workforce effectively.

A live quitting incident may damage an organization's reputation and employer brand, especially if the departing employee mentions the company or other employees by name and their grievances gain widespread attention on social media. Adverse publicity from these incidents' being posted on social media can deter prospective talent from joining the company and erode trust among existing employees, hindering a company's retention strategies.

When an employee quits, this can also disrupt business operations and strain team dynamics, particularly if the departing employee plays a critical role within the organization or leaves behind unfinished projects. Employers may struggle to fill the void left by the departing employee, resulting in increased workloads for the remaining staff. Additionally, a resignation shared over social media may create uncertainty and anxiety among colleagues, who may question their job security and prospects within the company.

However, this trend also offers valuable insights for employers looking to improve their workplace culture and employee experience. By listening to the feedback and concerns of departing employees, organizations can identify areas for improvement and implement changes to address underlying issues effectively. Transparent communication, empathetic leadership, and a commitment to fostering a positive work environment are essential for mitigating the risk of digital resignations and building trust with employees.

What Does the Live Quitting Trend Mean for Employees?

The long-term implications for employees who leave their jobs by digital resignation can vary. Most times, employees choose to amicably part ways with their employer. However, those who embrace this trend may see sharing a critical, authentic moment of their professional lives as more important than any potential consequences. For instance, it could negatively impact their future career opportunities, since many recruiters and employers often search social media to see the content that candidates have posted. But employees may place more value on the potential for "virality" and validation from online communities, at least in that moment.

What To Do When an Employee Live Quits

When faced with an employee who chooses to live quit, employers and managers should be prepared and respond professionally to minimize any potential fallout. First, employers should understand whether applicable federal and state laws restrict employees from recording or filming the interaction, particularly when one party is being recorded without their knowledge. Work with legal counsel or an HR professional to help you understand employer and employee rights in such a situation and ensure your workplace policies reflect this.

Another critical step is acknowledging the departing employee's concerns and decision — even if there's a temptation to react defensively or dismissively — which can help diffuse tensions and demonstrate a commitment to addressing underlying issues. Open lines of communication are crucial during this time, allowing employees to express their thoughts and feelings in a supportive environment.

In addition to addressing the immediate fallout from a digital resignation incident, employers should take proactive steps to prevent similar occurrences in the future. This may involve developing and sharing documented policies on social media activity at work to help prevent workers from mentioning other employees or the company by name on their social channels. Other helpful steps include conducting stay interviews and exit interviews to gather feedback from employees, implementing policies and procedures for employees to help them voice concerns or issues in a productive way, and fostering a culture of transparency and accountability within the organization. By listening to employee feedback and addressing concerns, employers can reduce the likelihood of employees sharing their resignations over social media and promote a more positive workplace environment.

Providing a Positive Employee Experience Is Critical

The aftereffects of the Great Resignation have required employers to adapt their approach to managing their workforce effectively. Live quitting in particular underscores the importance of having robust HR strategies to prioritize the employee experience and create a workplace culture that values transparency, respect, and mutual trust. Employers can mitigate the risk of digital resignations by listening to employee feedback, addressing challenges proactively, fostering open communication channels, and cultivating a more engaged and satisfied workforce.