The Rise of Revenge Quitting: Why It’s Happening and What Leaders Can Do
Tarryn Long
Mar 6
3 min read
Have you ever had an employee quit out of nowhere, leaving you scrambling to fill the gap—and maybe even cleaning up a mess they left behind? If so, you might have been a victim of revenge quitting, a growing workplace trend that’s causing headaches for leaders and HR teams alike.
Revenge quitting isn’t just about employees leaving—it’s about how they leave. Some make a dramatic exit, deleting important files, blasting the company on social media, or walking out mid-shift. And while it might seem extreme, the reality is that many workers are feeling frustrated, undervalued, and burned out.
Why Are Employees Revenge Quitting?
There are a few key reasons employees decide to quit in a way that feels like payback rather than a career move:
▶︎ Burnout Boiling Over – Chronic stress can make employees feel like they have no choice but to lash out. When someone’s been pushed too hard for too long, a dramatic exit can feel like taking back control.
▶︎ Changing Expectations – Younger workers, especially Gen Z, expect more from their workplaces. They want flexibility, purpose, and a sense of belonging. If they don’t get it? They’ll walk.
▶︎ Feeling Stuck – About 65% of workers say they feel trapped in their jobs, with no clear path forward. When people feel like they’re spinning their wheels, quitting—especially in a way that makes a statement—can seem like the only way to be heard.
Who’s Most Likely to Revenge Quit?
It’s not just one type of employee engaging in revenge quitting. But according to recent data:
▸ Entry-level employees are the most likely to do it—about 24% have revenge quit in the past.
▸ Gen X workers (yes, even the seasoned professionals) aren’t far behind, with 21% admitting they’ve done it.
▸ Remote employees also top the list, with 20% saying they’ve walked away in a way meant to make a point.
What Leaders Can Do to Prevent Revenge Quitting
If you’re a leader, the last thing you want is to be blindsided by a sudden departure—especially if it comes with a side of public criticism or lost productivity.
Here’s what you can do to keep employees engaged and avoid becoming a target of revenge quitting:
▶︎ Create a Culture of Open Communication – If employees feel heard, they’re less likely to bottle up frustrations until they explode. Regular check-ins and open-door policies can help.
▶︎ Recognize and Reward Hard Work – Employees who feel valued are more likely to stay. A simple “thank you” goes a long way, but structured recognition programs work even better.
▶︎ Offer Work-Life Balance – Overworked employees will eventually hit a breaking point. Offering flexibility and mental health support can prevent burnout-driven quitting.
If You’ve Been the Victim of Revenge Quitting…
It’s frustrating, and honestly, it can feel personal.
You’ve invested in someone, and they’ve left in a way that feels like a slap in the face. So, what now?
● Take a Step Back – Instead of reacting emotionally, analyze what happened. Was there a red flag you missed? Is there something in the company culture that needs to change?
● Find Support – Connect with other leaders who’ve dealt with similar situations. Sometimes, just talking it through can help you gain perspective.
● Rebuild Trust – If revenge quitting has impacted the rest of the team, address it openly. Reinforce a culture where employees feel valued and respected, so history doesn’t repeat itself.
The Bottom Line
Revenge quitting isn’t just a trend—it’s a symptom of deeper workplace issues.
But the good news? It’s preventable.
When leaders prioritize a strong, positive company culture, they don’t just reduce the risk of dramatic exits—they build teams that are engaged, motivated, and committed for the long haul.
So, the real question is: What are you doing today to create a workplace people don’t want to escape from?
