Let’s get loud! What is revenge quitting?

Just as we got used to the term Quiet Quitting, a loud door slam echoed through the corporate world! That sound is nothing other than a new phenomenon—Revenge Quitting. Let’s break down what it is and what this new trend reveals about the state of corporate culture worldwide.

The Shift from Quiet Quitting to Open Revenge

For years, companies brushed off “quiet quitting” as nothing more than disengagement—a passive resistance. But the tide has turned. Today’s workforce isn’t just mentally checking out; they’re making a statement. Unlike traditional job exits, revenge quitting is an act of defiance, a direct response to burnout, exploitation, and disregard for employee well-being.

Social media is amplifying the movement, with workers openly calling out companies that undervalue and overwork them. Gen Z, in particular, is leading the charge. Unlike previous generations who prioritized job security, these young professionals demand respect, balance, and a workplace that doesn’t leave them emotionally drained. And if they don’t get it? They walk—publicly and unapologetically.

Tips for a manager: Signs You’re Witnessing a Revenge Quit

Why Employers Should Worry

Revenge quitting isn’t just bad optics—it’s expensive. Organizations that ignore the warning signs risk a domino effect of disengagement, talent loss, and reputational damage. Here’s what’s at stake:

• Employer Branding Nightmare — A single viral resignation can make top talent think twice about applying.
• Disrupted Operations — Critical projects suffer when employees leave abruptly, especially without proper knowledge transfer.
• Legal and Compliance Risks — If resignations stem from workplace discrimination or harassment, lawsuits and PR crises follow.
• Rising Recruitment Costs — Constant turnover forces companies to pour resources into hiring and training replacements.
• Productivity Drain — Low morale spreads like wildfire, making it impossible to sustain engagement.

How Companies Can Stop the Bleeding

There’s a popular belief on the internet: people join companies but leave managers. More often than not, this turns out to be true. By the way, why does this happen, and how can you recognize if you’re a chaotic leader pushing employees toward Revenge Quitting? We explored this in detail in our previous article—Seagull Management.

Employees aren’t just quitting for fun—they’re quitting because they feel unheard, unsupported, and overworked. So if your team is already falling apart, here’s a step-by-step guide that might serve as your emergency rescue plan.

Fix the Root Causes, Not the Symptoms

• Conduct regular pulse surveys and actually act on employee feedback.
• Create structured career growth paths that go beyond empty promises.
• Ensure fair compensation and benefits that reflect workload and industry standards.

Make Management Accountable

• Train managers in emotional intelligence and conflict resolution.
• Hold leadership responsible for toxic workplace behaviors.
• Implement 360-degree reviews where employees can assess their managers.

Normalize Work-Life Balance

• Set clear boundaries on after-hours work expectations.
• Offer flexible working arrangements to prevent burnout.
• Provide mental health resources beyond generic wellness programs.

Encourage Ethical Leadership

• Build a culture of transparency and trust.
• ddress workplace conflicts before they escalate into public scandals.
• Recognize and reward employees beyond just hitting KPIs.

Adapt or Watch Talent Slamming Your Door

Revenge quitting isn’t a phase—it’s a signal. The modern workforce is redefining loyalty, and companies that fail to evolve will find themselves scrambling to keep their best people. Employees have made their stance clear: they will no longer tolerate workplaces that exploit, dismiss, or drain them. The question is—will employers listen before it’s too late?