Why your employees are ‘revenge quitting’ to make a point

The Great Resignation may have started in 2021, but in 2025, it has evolved into something more personal: Revenge Quitting. According to a recent Aon study, 64% of professionals in the Philippines are either actively switching jobs or planning to do so within the next 12 months. And while some are leaving for better pay or benefits, many are walking away to reclaim control after feeling burnt out, undervalued, or unheard.

In many ways, revenge quitting is the next evolution. It’s not just disengagement like quiet quitting or venting frustrations like loud quitting; it’s walking away to make a statement. This new wave is particularly strong among Gen Z and younger millennials, who are entering a quarter-life crisis and craving more than just a paycheck. 

What is Revenge Quitting?

As the name suggests, revenge quitting is when employees resign to send a message often during busy or crucial times, like peak season or when the team is understaffed. It’s not just about leaving a job; it’s about showing their frustrations loud and clear.

This reaction is typically triggered by burnout, low pay, poor leadership, lack of recognition, or a toxic work environment. These are issues that, when left unaddressed, build into resentment.

The Society for Human Resource Management (SHRM) puts it best:

“Revenge quitting is motivated by a desire to seek revenge. Employees no longer wish to remain silent about their experiences, actively voicing their dissatisfaction as they leave.” 

Signs an employee is the verge of Revenge Quitting

How can you catch it before it’s too late? Watch out for these key signs:

1. Disengagement beyond job activities

Employees suddenly stop volunteering for projects or events they used to enjoy. They clock in and out after the day and actively remove themselves from participating in other activities.

2. Inability to connect to a deeper purpose

Employees, especially younger generations, crave meaningful work. If they begin questioning the “why” behind their role and the organization fails to offer purpose, they begin to check out.

3. Sudden interest in policies

Questions about unused leaves, resignation processes, or separation pay become more frequent. This could likely signal that they’re planning steps for an exit that’s already been emotionally decided. 

What can you do to curb the trend?

The good news? Revenge quitting can be averted through intentional and thorough preparation. The best defense is a culture that champions recognition, purpose, and joy at work.

Here’s how you can build workplaces where people choose to stay — and grow:

1. Recognize people meaningfully and often

While compensation should align with industry standards, there’s also a key emotional aspect to nurture—the importance of feeling valued. Recognition validates contributions, connects to purpose, boosts motivation, and fosters fulfillment, leading to thriving and engaged employees.

2. Make experiences more personal

Moving beyond generic approaches is crucial for combating attrition and boosting employee engagement. Personalized career development, mentorship, and purpose-driven work empower employees to see their future within the company and understand their impact.

Rewards and recognition play a crucial role in boosting employee morale. For long-term impact, platforms like our AI-powered Rewards & Recognition platform, allow for real-time, point-based recognition that fosters a culture of appreciation and continuous engagement. Meanwhile, tax-free allowances and incentives like Pluxee Gifts offer a flexible, short-term solution that delivers timely rewards tailored to individual preferences. Together, they create a balanced strategy: recognizing daily wins while reinforcing lasting motivation.

3. Check in before they check out

Real conversations matter. Go beyond annual reviews and create space for open, frequent check-ins. Make one-on-one catchups an active habit to create a healthy workplace.

4. Invest in work-life joy

Programs that promote mental health, physical well-being, or even simple perks like comfort food in the pantry go a long way. These aren’t just benefits, they’re part of a holistic employee experience that employees seek out.

5. Foster stronger team bonds

Building rapport doesn’t have to be grand to be impactful. Encourage interest groups, celebrate wins together, and create opportunities for real, human connection. Belonging is one of the strongest retention tools there is. Even something as simple as a team dinner or a night of bowling can help teammates unwind and reconnect. 

Be prepared before peak season hits

Revenge quitting often strikes when the stakes are highest. The emotional toll of being under pressure without appropriate support can push employees over the edge.

But it doesn’t have to be that way. With the right strategies in place, you can not only mitigate attrition, but create a culture where people are excited to stay, grow, and thrive.

Now is the time to act. Start with small changes to build a workplace that people would want to grow with.

Want to build impactful retention strategies with meaningful rewards?