People
According to Gallup, U.S. employee engagement has hit a 10-year low. Pixabay

A trend, dubbed "revenge quitting," is taking hold as workers who feel undervalued or trapped in their jobs are making a bold move. With the job market rebounding, the workplace dynamics of 2025 are about to change, and revenge quitting is leading the charge.

Revenge quitting is all about employees finally taking a stand against a system that they feel has failed them. It's rooted in pent-up frustration — workers who've been passed over for promotions, ignored for their efforts, or stuck in roles with no future. As a result, they're deciding to leave, sometimes suddenly.

This trend is largely driven by negative workplace experiences: return-to-office mandates, burnout, lack of recognition, or disengagement with the company culture. Essentially, employees are saying, "enough is enough."

According to Gallup, U.S. employee engagement has hit a 10-year low, signaling widespread dissatisfaction, reports Forbes. Employees are no longer content with the status quo. They want more — whether it's flexibility, recognition, or a deeper sense of purpose.

Revenge quitting tends to happen when the job market is strong, offering employees the opportunity to move on. Experts believe revenge quitting is a natural outcome of broader shifts that have been brewing in the workplace for years. Rapid technological advancements, along with changing expectations from younger generations, are fueling this shift.

As the workplace evolves, so do the demands of the people who keep it running. And if those demands aren't met, the result could be a wave of revenge quitting that reshapes how businesses approach employee engagement in 2025 and beyond.

Indicators Of Revenge Quitting

Employees on the verge of revenge quitting often display the following signs:

Lack of Career Advancement: Employees feel they are passed over for promotions or growth opportunities.
Lack of Purpose: Workers become demotivated when they feel like they're just another cog in the machine.
Unresolved Conflicts: A toxic work culture or unresolved issues with colleagues or managers can lead to frustration.
Disengagement: Employees who don't feel a sense of community or purpose at work are more likely to quit.

Scale Of Revenge Quitting

A study by Software Finder surveyed over 1,000 full-time employees about their workplace dissatisfaction for 2025. The key findings include:

  • 28% of employees expect revenge quitting to occur in their workplace in 2025.
  • 31% of hybrid workers are most likely to expect revenge quitting.
  • 17% of employees have already revenge quit.
  • 4% plan to revenge quit in 2025, many having wanted to leave for over a year.

Why Employees Plan To Revenge Quit In 2025

The study highlights several reasons why employees are considering revenge quitting:

  • Low pay and lack of raises (48%)
  • Feeling undervalued (34%)
  • Limited career growth (33%)

Generational And Role-Specific Frustrations

  • Gen Z employees are most likely to feel undervalued, with 40% reporting a lack of recognition and 33% citing poor work-life balance.
  • Entry-level employees (39%) and mid-level employees (30%) are the most likely to feel undervalued or unappreciated.
  • 27% of employees feel "stuck" in their roles, especially those in entry-level (34%) or remote (29%) positions.

How Employers Can Prevent Revenge Quitting

Employees are seeking incentives to stay in their current roles. The most popular ones include:

  • Four-day workweek (33%)
  • Performance-based bonuses (33%)
  • More paid time off (28%)

To retain talent, employers must tackle employee frustrations head-on. Leaders need to understand that rising resentment often comes from top-down management styles and outdated company cultures.

A culture that values long hours and relentless hard work can lead to frustration. In contrast, a balanced approach that respects work-life harmony is key to keeping employees engaged and loyal.