Angela Yeoh’s viral LinkedIn post has sparked a wider conversation on workplace culture and how employees should be treated, highlighting the emotional toll of feeling undervalued in a professional environment. The resignation story she shared wasn't just dramatic; it was an incredibly bold statement from an employee who felt they had been treated like a disposable commodity, despite their hard work and dedication.
In her post, Yeoh described the deeply upsetting moment when the employee handed over a resignation letter written on toilet paper, choosing the symbolism of the medium to express their anger and frustration. The employee’s statement, “I felt like toilet paper, used when needed, discarded without a second thought,” underscored the sense of being undervalued, which many employees experience but often find it difficult to voice. For this employee, the decision to resign was not just about leaving a job—it was about reclaiming self-respect after feeling like an expendable asset in the company’s operations.
Angela Yeoh’s response to this situation, though sympathetic to the employee, became a moment of reflection for many business owners and managers. “Appreciation isn’t just a tool for retention. It’s a reflection of how much a person is valued, not just for what they do but for who they are.” Yeoh suggested that businesses need to shift their approach to employee engagement, focusing not only on what employees contribute to the company but also on their overall well-being. Treating employees as integral parts of the company—valuing them as people first—could lead to a healthier, more supportive workplace culture.
As the story gained traction on LinkedIn, the reactions from users varied, but there was a recurring theme. Many expressed their shock and empathy for the employee who felt compelled to resign in such an unorthodox and publicly humiliating way. However, a significant number of commenters also took the opportunity to reflect on their own experiences with workplace culture and management. Some users pointed out that while the resignation note was dramatic, it was indicative of a much larger issue within many organizations: the mismanagement of human resources, the lack of emotional intelligence in leadership, and the failure to nurture an environment where employees feel valued beyond their productivity.
One particularly poignant comment focused on the role of middle management in these dynamics. “Sometimes, employees leave not because of the company, but because of the middle manager. And very often it is,” they said. This highlights a critical element of employee dissatisfaction that many workers face—being overlooked or mistreated by direct superiors who don’t value or understand their contributions. Poor management practices often trickle down from the top, but it’s middle management where many employees experience the brunt of this misalignment, leading to a sense of alienation and devaluation.
There was also a significant amount of introspection in the comments. One user took a step back and suggested that employees need to be proactive in advocating for their own worth in the workplace. “If you feel like the company is making you feel small or unimportant, remember—that’s not necessarily a reflection of them, but rather something you need to address within yourself. Confidence comes from believing in your own worth,” the user said. This perspective urges employees to find the confidence to voice their concerns and seek environments that foster respect and mutual appreciation. However, this sentiment doesn’t completely dismiss the responsibility that employers and leaders bear in fostering a healthy, appreciative workplace culture.
For those who were particularly shocked by the dramatic nature of the resignation, it served as a stark reminder that small acts of appreciation can have a large impact on employee satisfaction. Recognizing hard work, celebrating small wins, offering constructive feedback, and most importantly, treating employees with respect can go a long way in improving morale and loyalty.
Yeoh’s post didn’t just resonate with employees or those in managerial roles. It spoke to anyone who has ever felt undervalued or unheard in a professional setting. For business leaders, it serves as a wake-up call. If an employee feels so insignificant that they feel compelled to publicly make a statement like the one on toilet paper, something in the culture or management style needs to change.
At the end of the day, this story underscores a crucial principle: people are more than their work output. Their value should be recognized on a personal level, not just based on the hours they put in or the projects they complete. If employees feel that they matter as people—if they feel that they are genuinely appreciated—then they are more likely to stay with a company, contribute their best work, and leave on good terms, even when they eventually move on.
The broader implications of this resignation extend far beyond the individual employee’s experience. It’s a warning to all organizations, regardless of size or industry, about the cost of neglecting employee well-being. If companies don’t prioritize appreciation and respect, they risk alienating their workforce, leading to a cycle of attrition, resentment, and lost potential. This story, while dramatic in its execution, is ultimately a reflection of the deeper issues that many employees face daily in workplaces where their contributions aren’t truly valued.
In conclusion, Angela Yeoh’s LinkedIn post and the powerful symbolism of the resignation written on toilet paper send a message that employers everywhere would be wise to heed: Respect and appreciation should never be optional. Treat your employees like people, not tools, and they will reciprocate with loyalty, dedication, and a willingness to go the extra mile.
