The workplace landscape is evolving rapidly, and employers are grappling with a growing trend: “revenge quitting.” Unlike impulsive "rage quitting," revenge quitting is a calculated response to long-standing dissatisfaction with workplace culture. According to Glassdoor's Worklife Trends 2025 Report, 65% of employees feeling stuck in their current roles are likely to consider revenge quitting this year.
A study by Gallup reveals that disengaged employees cost the global economy $8.8 trillion annually, or 9% of GDP. The underlying cause? A lack of recognition, poor communication, and cultures that fail to prioritize employee wellbeing. Employers who ignore these factors risk losing top talent. On the flip side, those who invest in creating an engaging, positive workplace culture stand to gain a committed and high-performing workforce.
What is Revenge Quitting?
Revenge quitting happens when employees walk away from their jobs in frustration, often as a response to feeling undervalued, overworked, or disconnected from the company culture. Unlike the more sudden “rage quitting,” revenge quitting tends to be a calculated move, where employees, tired of being ignored or unappreciated, make the decision to leave when the right opportunity presents itself.
Picture this scenario: After five years of dedication, late nights, and going above and beyond, Mia sat in yet another all-hands meeting, watching as her boss publicly praised the same handful of “star performers.” Her own contributions—projects she had single-handedly salvaged, clients she had kept from walking away—were never acknowledged. Instead, her workload only seemed to grow, while promotions and bonuses went to others who did little more than talk a big game.
The final straw came when she discovered that a junior hire, whom she had trained, was now making more money than her. When she asked her manager about it, she was met with vague excuses: “That’s just how the budget worked out this year.” No raise, no recognition, no future.
So, she made a decision.
For the next month, she quietly documented everything she had built—processes, key client relationships, backend workflows that only she understood. She removed her personal files, forwarded key emails to her personal inbox, and accepted an offer from a competitor who saw her value.
Then, on a busy Monday morning, with a full plate of deadlines looming, she sent her resignation email—effective immediately. No two-week courtesy notice. No transition plan. Just a simple message:
"Since my contributions have consistently been overlooked, I assume my absence won’t be a disruption. Best of luck."
Within hours, chaos erupted. The sales team scrambled when a major client, one that Mia had managed, started asking where she had gone. IT struggled to make sense of the backend system that Mia had maintained solo. Deadlines were missed, and stress levels soared.
The damage was done.
Maria walked away from a position where she felt undervalued and underpaid, leaving a huge gap in her wake, which could cost an employer both time and money to fill. This trend is gaining traction, and as workplace dynamics shift, it’s a powerful reminder for employers to pay attention to employee satisfaction and create a culture where people feel heard, valued, and supported.
Why Recognition and Team Building Are the Cornerstones of Employee Retention
Employee recognition and team building are two of the most effective ways to combat revenge quitting and create a workplace that employees don’t want to leave. When employees feel seen, appreciated, and part of a cohesive team, their job satisfaction increases significantly.
The Role of Recognition in Workplace Culture
Recognition is more than a pat on the back—it's a key driver of employee engagement. According to a study by Deloitte, organizations with strong recognition programs are 31% less likely to see voluntary turnover. Furthermore, employees who feel valued are 45% less likely to leave the organization within two years, recent Gallup data shows.
With the Engage2Reward™ Gift Card Ordering Platform, employers can seamlessly integrate recognition into their workplace culture.
- Immediate Gratification: Celebrate employee wins in real-time with instant digital gift cards delivered via text or email.
- Tailored Rewards: Choose from hundreds of popular brands to match your employees' preferences or opt for the versatile Engage2Reward™ Choice Card to empower your team to choose their own rewards from a curated collection of top brands.
- Scalable Solutions: Recognize contributions at both the individual and team levels, no matter your company size.
Team Building: A Year-Round Priority
A strong workplace culture is built on the foundation of teamwork. Team-building activities not only strengthen relationships but also foster trust and collaboration. According to the Harvard Business Review, employees who feel a strong sense of community at work are 55% more engaged and 66% more likely to remain with the organization.
Incorporating recognition into team-building efforts amplifies their impact. For example:
- Reward teams for achieving project milestones with group incentives.
- Celebrate team successes with gift cards or experiences that everyone can enjoy.
- Use rewards to encourage collaboration and highlight team achievements.
By consistently combining team-building practices with meaningful recognition, employers can create a workplace where employees feel both connected and valued.
Leadership’s Role in Fostering a Culture of Care
Employees look to leadership to set the tone for workplace culture. Leaders who actively prioritize wellbeing, open communication, and work-life balance create environments where employees thrive.
Here’s how leaders can make a difference:
- Model Healthy Behaviors: Take PTO, set boundaries, and show employees that wellbeing is a priority. A survey by Glassdoor found that 77% of employees consider workplace culture before applying for a job.
- Foster Open Communication: Schedule regular check-ins to listen to employees’ concerns and ideas.
- Celebrate Success: Make recognition a visible and consistent part of your leadership style.
By leading with care and intention, executives can inspire their teams and reduce the likelihood of revenge quitting.
Why a Culture of Recognition Is the Best Retention Strategy
Employees today want more than a paycheck—they want to feel appreciated, empowered, and connected to their workplace. Recognition is the simplest yet most powerful way to achieve this.
The Engage2Reward Platform helps employers make recognition an ongoing practice with:
- Ease of Use: Quickly order and distribute rewards for any occasion.
- Customization: Tailor rewards to align with company values and employee preferences.
- Flexibility: Offer individual rewards or team-based incentives to suit any scenario.
Gallup research shows that companies that prioritize employee engagement outperform their low-engagement counterparts by 23% in profitability. When recognition becomes a cornerstone of your workplace culture, employees feel valued year-round—not just during performance reviews or company events.
Remember Maria? Her sudden departure wasn’t just an inconvenience—it was a wake-up call for her former employer. The company lost a high-performing employee, faced operational setbacks, and damaged key client relationships, all because they failed to do one simple thing: recognize and reward her contributions.
But what if things had played out differently?
Imagine if Mia’s hard work had been acknowledged before she hit her breaking point. If her manager had taken the time to celebrate her wins, ensure fair pay, and create a clear path for growth, she wouldn’t have felt invisible. Instead of planning her exit, she might have been planning her next big project.
Here’s how strategic employee recognition, engagement, and rewards could have changed everything:
- Public Recognition That Mattered – A simple shoutout in meetings or a “Thank You” from leadership could have made her feel valued.
- Fair Pay & Growth Opportunities – Regular salary audits and career path discussions could have addressed pay gaps before she discovered them.
- Meaningful Rewards – Performance-based incentives like gift cards or bonuses could have reinforced her contributions.
- A Culture of Listening – Regular check-ins and incentivized engagement surveys might have uncovered her frustration before it was too late.
The lesson? Employees don’t walk away when they feel valued—they walk away when they feel invisible.
Make Employee Satisfaction a Year-Long Commitment
Revenge quitting is a symptom of a larger issue: a failure to prioritize employee happiness and wellbeing. Addressing this challenge requires a shift in perspective. Employee engagement and recognition should not be treated as occasional initiatives but as ongoing efforts woven into the fabric of your organization.
By using tools like the Engage2Reward Platform to recognize employees and investing in team-building practices, employers can build a culture where employees feel appreciated, connected, and excited to contribute. The result? A happier, more engaged workforce and a thriving business.
Make 2025 the year your company becomes a leader in employee recognition and wellbeing. Start building a culture of care today—register for a free account with the Engage2Reward Gift Card Ordering Platform or contact us today to learn more.
