‘revenge quitting’—a phenomenon where employees make sudden, dramatic exits as a form of protest against workplace culture.
A notable trend in the corporate sector, referred to as ‘revenge quitting,’ is gaining significant attention as employees choose to resign suddenly to express their discontent. Gurkaran Singh, an expert in Human Resources and administration based in Indore, recently highlighted this emerging phenomenon in a widely shared post on LinkedIn.
Singh asserts that this trend primarily stems from unmet expectations, detrimental workplace cultures, and insufficient acknowledgment. He observed that employees frequently arrive at a tipping point as a result of micromanagement, favoritism in the workplace, or even a solitary critical email.
He cautioned that organizations that overlook employee well-being may encounter not only disengagement but also unforeseen resignations that can disrupt their operations.
“It’s the opposite of ‘quiet quitting.’ Instead of withdrawing from responsibilities, employees make a sudden, impactful departure—often fuelled by the desire to prove a point. Overwork without recognition, favouritism, and an abusive statement on the office floor, anything can push an employee over the edge,” he adds.
Singh’s post initiated a dialogue on LinkedIn, prompting numerous users to express their viewpoints on the matter.
A commenter stated, “Employees leave when they feel unheard and undervalued. Leaders need to listen, appreciate, and create a healthy work culture before it’s too late! Happy teams = productive teams.”
“Most organisations don’t even admit when an employee has left due to revenge quitting. They continue to harass staff, unaware that the limit has already been crossed,” said another user.
“Great insights! Revenge quitting is definitely a wake-up call for organizations. It highlights the urgency of fostering a healthy, respectful, and growth-oriented workplace. Employees don’t just leave jobs; they leave toxic environments, broken trust, and unfulfilled promises. Leaders who truly listen, engage, and act can turn potential exits into long-term commitments,” was yet another response.