By now you have likely seen or at least heard of the “I Quit” YouTube video that having been posted on September 28th has of this moment had 14,931,751 views and 86,909 likes.  As an interesting aside, 3,834 of the 14 million viewers gave the video the thumbs down.  I wonder why, but I will get to that in a moment.

While many experts will tell you there are a variety of reasons why a video goes viral, I believe that at the end of the day there is only one factor that ultimately generates the kind of response that this video has garnered in such a short period of time.  I am talking about truth, and more specifically a truth that reflects something to which most everyone can relate.

For example, I can’t help but wonder how many of the nearly 15 million people who viewed the video feel the same way as the young woman who decided to tender her resignation in such a uniquely demonstrative fashion.  Certainly the 86,000 plus “Likes” would probably be a good number at which to start.

All of this leads me to ask the following; does the response to this video mean that a good percentage of people either dislike their bosses or their jobs (or both).  And if they do, what message does this send to an organization’s senior management?

Think about it for a minute . . . if someone who professes to “work for an awesome” company as the “I Quit” girl contends she does (okay did) in her video, then what would push her to the point of wanting to quit in such a take this job and – insert the name of a 1977 hit song here – fashion?

After all, if you were her former boss, might you feel a little uneasy explaining to your superiors as to why this individual left in what can only be described as being the ultimate non-confidence vote regarding your management style?  Might you also wonder how many of your remaining employees feel the same way?

While we can certainly smile and enjoy for a moment the capricious manner in which the woman left her job, the underlying message here is pretty straight forward . . . bosses of the world should perhaps take notice as you could be the next semi-anonymous subject of a new trend in the expression of employee discontent.  Even if you are not, it probably wouldn’t hurt to do a self-evaluation through a series of frank discussions with trusted members of your team.

In the meantime, I wonder how many of the 3,834 who disliked the video are bosses . . .

In my new book The Future of You! Creating Your Enduring Brand, I talk about the importance of seeking feedback from trusted confidants as part of the first step in my Brand Building strategy; Personal Audit Analysis.  It is important to remember that everyone, regardless of the position in the organization, can gain a great deal from this self-evaluation exercise.

Order your copy today through my website, Amazon.com or Smashwords.

Also . . .  remember to check out my video course on Udemy . . .

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Now is the time to take that first important step towards creating Your Bigger Future by simply clicking on the following link: https://www.udemy.com/the-future-of-you-creating-your-enduring-brand/

Wishing you continued success!
Roz

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