Globally, there is a growing focus on Gen Z and millennial employees; yet, there is a lack of understanding of quiet quitting or rage applying in relation to career growth. Gen Z and Millennial employees find it challenging to fully exploit their job capacity due to the paucity of research. The descriptive method of research is used to gather the necessary data and information on the Generation Z and millennial employee’s perspectives on quitting or raging in relation to career growth. The goal of the researcher is to know the level of factors influencing Gen Z and Millennial employees on Quiet Quitting or Rage Applying in terms of missed promotion, not getting raise, disappointment with the role in the company, and financial hardship. Also, what is the perspective of Gen Z and Millennial employees on Quiet Quitting or Rage Applying in relation to Career Growth in terms of improving performance, finding a role that better suits one's skills and passions, enhancing networking skills, and developing enthusiasm and commitment? The purpose of this study was to examine the effect of quitting or rage on the career growth of Gen Z and millennial employees. The information obtained by completing this study will be beneficial to students, educators, supervisors, and managers. The result demonstrated that the perspective of Gen Z and Millennial employees on Quiet Quitting or Rage Applying has a significant effect on career growth. The F-test of the overall model is significant (F(5,181) = 36.1, p < .001), indicating that the regression model is a good fit for the data. The standard error of the estimate is 48.06, reflecting the average deviation between observed and predicted Quiet Quitting or Rage Applying. Thus, recommendations are to develop abilities and talents and obtain the additional certifications needed for a more senior role. Choosing to remain in an action-based function, the promotion could lead to a higher position. Millennial and Gen Z workers must prioritize the organization, minimize distractions at work, learn new, foundational skills, and establish attainable goals to enhance productivity, and the company must acknowledge that Gen Z employees seek a healthy work-life balance, whereas millennials are more motivated by cash incentives and career objectives.