Revenge Quitting, what is it and how can it be avoided?

There’s a new kid on the block when it comes to workplace-related terminology, it’s not the great resignation or quiet quitting, but ‘revenge-quitting’. If you haven’t heard of it yet, you’re not alone - Google searches for “Revenge Quitting” soared by 234% at the start of the year. This new term has come to describe situations where employees resign abruptly as a form of protest. Unlike the 'quiet quitting' trend, where employees would essentially do the bare minimum or stop working without formally leaving their positions, revenge quitting is characterised by bold exits intended to make a statement. While the idea of a big exit isn’t new, it’s interesting that it's gained attention, particularly online and in this digital age.

What exactly is revenge quitting?

Revenge quitting occurs when employees, frustrated by lack of recognition, excessive workloads, or in response to negative workplace experiences, choose to resign using dramatic and potentially destructive actions. The trend has gained traction online, particularly among younger workers, who are sharing their resignation stories on social media platforms like TikTok. Examples include deleting or destroying documents, changing passwords and leaving with limited notice of their departure. According to CrashPlan’s 2024 Work Trend Security Report, “one in six workers has experienced a co-worker intentionally deleting important company data before quitting a job. One in twenty has personally committed “Rage Deletion,” with GenZ employees being twice as likely (one in ten) to admit to doing so." Happy People Backup Their Data, and Other Findings from CrashPlan’s 2024 Work Trend Security Report

What’s causing it?

A survey from Software Finder found that “17% of full-time employees have revenge quit in the past. With 4% of full-time employees planning to revenge quit in 2025, having wanted to leave their current role for over 13 months, on average.” Workers in IT and tech, marketing, media and entertainment fields were deemed most likely to revenge-quit. Revenge Quitting: The Workplace Trend Redefining Careers in 2025 The main motivations were found to be low salaries, lack of raises, feeling undervalued and lack of career opportunities, with Gen z employees representing the highest portion of feeling undervalued and lack of recognition.

What can be done to curb it?

Creating an environment where employees feel more heard, respected and valued can reduce the risk of revenge quitting. This might look like encouraging regular feedback meetings and open dialogue, addressing any conflicts early-on. Taking time to acknowledge employee achievements and providing training and growth pathways, as well as competitive salaries and benefits at work. Employers should also build a supportive and respectful environment through promoting diversity, equity and inclusion. In addition, by implementing a strong policy early on through things like an Employee Value Proposition, it sets the tone for what both sides of the fence can expect at your business and can be a great guide to refer back to.

Whether you’re looking to land your next cybersecurity role or make your move up the career ladder, the Decipher Bureau team is here to help. With offices in Brisbane, Sydney, Melbourne, and Canberra, and a skilled team with global reach, we’re here to support your next career move. Contact us for a confidential chat with one of our expert consultants, and let’s work together to find your perfect role.