Dear HR Manager from Navigating Revenge Quitting

Dear HR Manager,

My company has recently experienced an increase in abrupt resignations, often accompanied by employees voicing frustration about pay, advancement opportunities, and workplace culture. How can we address revenge quitting and prevent it from impacting morale and retention?

– Navigating Revenge Quitting

Dear Navigating Revenge Quitting,

Revenge quitting is emerging as a workplace trend in 2025.

Unlike quiet quitting, where employees disengage while remaining in their roles, revenge quitting is a more vocal and abrupt exit driven by frustration. Employees who feel undervalued, underpaid, or stuck in their careers choose to leave dramatically, often making their dissatisfaction known on the way out. This trend reflects more profound workplace dissatisfaction and can have a ripple effect on morale and retention if left unaddressed. To mitigate the impact of revenge quitting, consider these three key strategies.

Prioritize Open Communication

Create an environment where employees feel heard before they reach a breaking point. Establish regular check-ins with managers and anonymous feedback channels to gauge employee sentiment. Encourage transparent conversations about career growth, compensation concerns, and workplace culture. Proactively addressing frustrations can prevent employees from feeling the need to make an abrupt exit.

Enhance Career Growth

Employees often revenge-quit when they feel their contributions go unrecognized or their careers are stagnant. Provide transparent plans for advancement, regular performance-based salary adjustments, and meaningful professional development opportunities. Celebrating achievements and clear career pathways can reinforce a sense of progress and belonging, reducing the likelihood of frustration-driven resignations.

Develop an Engaging Workplace Culture

A positive workplace culture can significantly impact employee retention. Encourage collaboration, acknowledge diverse perspectives, and ensure employees feel valued. Building trust through transparency and fair workplace policies can help reduce dissatisfaction. Regularly assess and adjust workplace policies to align with employees’ evolving needs, reinforcing a culture that retains talent rather than repels it.

By implementing these strategies, you can create an environment where employees feel appreciated, engaged, and motivated to stay. Addressing the root causes of frustration before they escalate into revenge quitting will help your company attract and retain top talent.

– HR Manager

Originally featured in UBA’s March 2025 HR Elements Newsletter.