The workplace is undergoing significant changes. Moving on from quiet quitting, employees are now making bold, dramatic exits in what’s being dubbed “revenge quitting.” This phenomenon sees talented individuals leaving organizations due to unfulfilled promises, toxic cultures, and a lack of recognition.
And they’re not just slipping away quietly. They’re making sure their departure is noticed.
What’s behind revenge quitting? According to experts at Hogan Assessments, the key lies in the overall miscommunication and lack of alignment between employees and their workplaces. Revenge quitting isn’t just about frustration over daily tasks. It’s a breakdown in communication and a failure to align employee aspirations with company culture.
The good news? It’s preventable.
Organizations that retain top talent tend to take a proactive approach to engagement. Instead of scrambling for quick fixes, they focus on addressing fundamental issues well before employees feel the need to make a statement by walking away.
Here are three solid strategies to prevent revenge quitting and make employees feel secure:
1. Move Beyond Perks—Understand What Employees Really Want
Having the ability to work remotely, work-life balance, growth opportunities, and employee wellbeing are no longer perks—they’re non-negotiables.
When today’s employee expectations are ignored, the fallout isn’t quiet, and people leave loudly. These high-impact departures rattle teams, stall progress, and send a clear message to management. Business as usual isn’t cutting it.
To stay competitive, organizations need to stay ahead of the curve. That means clear policies, real flexibility, and feedback channels that actually lead to change. The Companies that listen, evolve, and act will do more than retain their talent; they’ll make a reputation for themselves as being a place people want to work.
2. Leadership Can Make or Break Retention
Bad leadership fuels revenge quitting. Toxic or absent managers kill morale, burn people out, and push top talent out the door of the company. Teams with steady, empathetic leaders, however, are significantly more engaged. Leadership development isn’t just a nice skill to have. It’s mission-critical for a winning organization.
Investing in leadership is the backbone of retention, company culture, and long-term growth. Great leaders don’t just manage. They also inspire, support, and build workplaces that great employees want to be a part of.
3. Develop The Ultimate Antidote: Psychological Safety
What’s the most powerful defense against revenge quitting?
Psychological safety. When employees feel heard, respected, and safe to speak up without fear, they stay.
Companies that build cultures of trust, inclusion, and respect don’t just boost morale; they see real results. Innovation, higher productivity, and stronger retention are all quick to follow. Creating an environment like this is more than just an HR checkbox; it’s a business strategy. Psychological safety is the foundation for teams that perform, grow, and stick around.
The Future of Talent Retention
Change is the only constant in the workplace. Employee expectations are constantly evolving, and traditional approaches to management, culture, and engagement are no longer enough. Companies that cling to outdated models risk losing their most valuable asset: their people. Today’s workforce is looking for more than just a paycheck. They want purpose, respect, flexibility, and a voice that’s heard.
At Hogan Assessments, the message is clear: organizations that rise to meet this moment won’t just avoid trends like revenge quitting; they’ll lead the charge toward a new era of workplace excellence. The companies that thrive will be the ones that invest in authentic leadership, prioritize meaningful employee engagement, and foster a culture built on psychological safety and mutual trust.
This isn’t a temporary shift; it’s a long-term evolution. The businesses that embrace it will not only retain their top talent but also attract the next generation of high performers ready to build something even greater.
Ryne A. Sherman, Ph.D., is the Chief Science Officer at Hogan Assessment Systems. He was a professor of psychology at Florida Atlantic University (2011-2017) and Texas Tech University (2017-2018). He received his B.A. magna cum laude in Psychology and History from Monmouth College (Monmouth, IL) and his Ph.D. in Personality / Social Psychology from the University of California, Riverside. Dr. Sherman’s research on the psychological properties of situations and their interaction with personality has been awarded federal support from the National Science Foundation (#1420105). In 2016, Dr. Sherman was named a “Rising Star” by the Association for Psychological Science and received Florida Atlantic University’s Researcher of the Year Award. In 2018, Dr. Sherman was a recipient of the SAGE Young Scholars Award from the Society for Personality and Social Psychology and the Monmouth College Young Alumnus Award.