How to Prevent Revenge Quitting in Your Workplace

You’ve probably heard about “revenge quitting”—and if you haven’t, it’s exactly what it sounds like. Employees are leaving their jobs in dramatic, sometimes public, ways because they’re frustrated with their work environment. Maybe they feel burned out, underappreciated, or like they don’t have a chance to grow. The difference now? They’re making a big deal out of it on social media, often going viral. This can be a serious headache for businesses, especially with the 2025 job market already being tough.

Here’s what you need to know: revenge quitting happens when an employee leaves because they feel disrespected or ignored. It’s not just quitting—it’s quitting with a loud statement. It’s often fueled by things like burnout, lack of recognition, and poor communication. And it’s trending right now. According to a recent Forbes article, nearly half of American workers are looking for new opportunities this year, and revenge quitting is expected to be huge in 2025. So, what can you do about it?

1. Keep an Eye Out for Disengagement

Disengagement doesn’t just happen overnight. Watch for signs like missed deadlines, less enthusiasm in meetings, or employees pulling back from teamwork. If you notice this, it’s time to ask them directly but kindly: “How’s your workload lately?” or “Is there something we can do to make your day easier?” Sometimes just letting them know you care can stop disengagement before it turns into quitting.

2. Build Trust and Be Transparent

Nothing kills morale like broken promises. If you say one thing but do another, trust takes a hit. Be upfront about what employees can expect, especially when it comes to growth opportunities. Regularly check in with your team, be open about company goals, and stick to your word. People appreciate consistency.

3. Celebrate More Than Results

While hitting targets is important, recognizing the effort behind the results matters too. A simple “good job” doesn’t cut it. Be specific—mention what they did well, like “Your hard work on that project made a huge impact.” When employees feel appreciated for their effort, they’re less likely to feel overlooked or unmotivated.

4. Prioritize Mental Health & Flexibility

Burnout is real. The key is to offer flexibility and show your team that their well-being matters. Provide options like wellness days, flexible hours, or mental health resources. When employees see that their health is a priority, they’re more likely to stick around. Remember, leading by example is important here—don’t send emails after hours or expect employees to work weekends.

Preventing revenge quitting is all about creating a supportive and transparent environment where employees feel seen, valued, and heard. If you focus on building trust, recognizing hard work, and giving your team the flexibility they need, you’ll minimize the chances of them leaving—and making a viral exit.

This post was inspired by an article from Bryan Robinson, Ph.D., featured in Forbes. Read more about “revenge quitting” and its impact on businesses here.

See our YouTube video about Revenge Quitting here.