Make a resolution this Thanksgiving to "revenge-quit" your job if you feel stress, toxicity, back-stabbing, groupthink, favoritism, etc. at the company where you work. I've been there, done that. Kiss-ass sycophants of the boss get favorable treatment, while productive useful employees who do not kiss-ass or do not engage in petty politics are lamented as not contributing and are often seen as not toeing the line. I hated it, but I always managed to walk out on time before the guillotine came down.
I once tried to work with my boss on one particularly disgruntled employee - we were peers, then she restructured the group and placed him under my report. He refused to cooperate, would not attend group meetings, would not submit reports, etc.. I gave him time to adjust, without putting pressure on him. But when his behavior wouldn't change, I sought the help of my boss. She asked me to take a course on "Managing with Diplomacy". It was my fault. Not his. Not hers. He was a US-born xenophobe. I wasn't. A couple of months later, I revenge-quit and found another job.
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Half of workers are ‘revenge quitting’ and walking out on their jobs without notice—and the majority are loyal, longtime staff
Orianna Rosa Royle
Updated Tue, November 25, 2025
New research reveals workers are quitting without warning, often after years of loyalty, to send a clear message to management. (Halfpoint—Getty Images)
You’ve probably heard of “quiet quitting,” the trend that saw employees doing the bare minimum of work and silently checking out of jobs they didn’t enjoy but financially needed. Then came “loud quitting,” which is essentially what it says: Making a lot of noise about why they’re walking.
But now, workers are so frustrated with toxic workplaces they’re ditching jobs without any warning or resignation letter—or rather, “revenge quitting.”
Unfortunately, it’s not just young new hires who are leaving their employers high and dry without any formal notice or so much as a heads-up that they won’t be at their desks the next day: According to a report on revenge quitting by the job board Monster, nearly half of U.S. workers say they’ve done it.
The majority were in their post for over two years before deciding to silently walk out of their job.
“Sudden resignations aren’t just individual exits, they’re warning signals flashing across workplace culture,” says Monster’s career expert Vicki Salemi. “When workers walk out without notice, it’s often because they’ve lost trust in leadership or feel their voices aren’t heard.”
Why employees revenge quit: Toxic workplaces and management
Perhaps surprisingly, it’s not about money. Monster’s survey shows the main triggers for revenge quitting are toxic workplaces, poor management, and feeling undervalued. Low pay or the lack of benefits actually accounts for only 4% of silent exits.
Lack of career growth opportunities ranks even lower, proving that culture and management drives loyalty—or its collapse.
And of course, it has a ripple effect on those left behind. Nearly 60% of workers have seen a colleague walk out without notice, and the impact on teams is immediate. Projects stall, remaining employees scramble to fill the gaps, and overall morale takes a hit. Up to a third of workers have seen four or more peers abruptly quit without a word.
Worse yet, it may even inspire your next revenge quitter. Despite seeing the disruption it causes, around 90% of workers report that revenge quitting is justified in a poor work environment. Meanwhile, half say it’s a valid form of protest.
How to reduce revenge quitting at your company
The antidote isn’t just raises or perks—it’s proactive leadership. Employees told Monster that a healthier workplace culture (63%), recognition for their contributions (47%), and even a new boss (46%) could have kept them from walking out abruptly.
Clear career paths matter too. Workers want to feel their time and effort are investments in growth, not just a way to keep the office running. Without visible opportunities for advancement, paired with not feeling listened to, frustration builds—and loyalty erodes.
The researchers suggest that employers who want to reduce turnover should focus on four things:
- Creating safe, respectful work environments
- Training managers to lead with empathy and clarity
- Recognizing and rewarding contributions
- Offering competitive pay and clear career paths
“In today’s competitive job market, addressing these issues proactively could mean the difference between losing talent suddenly—or building a loyal, long-term workforce,” the report concludes.
This story was originally featured on Fortune.com
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