First it was “quiet quitting,” when employees did only what their job description required and emotionally checked out from roles they still needed for the paycheck. Then came “loud quitting,” where workers openly aired their grievances on the way out.
Now there’s a new phase: “revenge quitting” — employees leaving their jobs abruptly, with no notice, no resignation email, and no explanation.
And it’s not just frustrated interns or new hires walking away. A recent report from job board Monster found that nearly half of U.S. workers say they’ve left a job this way. Most had been in their roles for more than two years before deciding to simply never come back.
“Sudden resignations aren’t just individual exits, they’re warning signals flashing across workplace culture,” says Monster 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 people are revenge quitting: It’s not about money
Contrary to what many managers might assume, revenge quitting isn’t primarily driven by salary concerns.
Monster’s survey found that the biggest triggers are:
- Toxic work environments
- Poor management
- Feeling disrespected or undervalued
Low pay and weak benefits account for only about 4% of these abrupt departures. Lack of career growth ranks even lower. The message is clear: culture and leadership are what keep people loyal—or push them out the door.
The effects on those who stay are immediate and painful. Nearly 60% of workers say they’ve seen a colleague leave without notice. When that happens, projects stall, workloads spike, and teams scramble to cover the gaps. Morale drops, and burnout spreads. A third of employees say they’ve watched four or more coworkers abruptly walk out.
And it doesn’t end there: witnessing a revenge quit can plant the seed for the next one. Even though people can see how disruptive it is, around 90% of workers say revenge quitting is justified in a bad work environment. Half view it as a legitimate form of protest.
How companies can reduce revenge quitting
Stopping revenge quitting isn’t about throwing around bigger bonuses or adding trendy perks. The real solution is better leadership and a healthier workplace.
According to the workers surveyed by Monster, three things could have convinced them to leave more thoughtfully—or stay altogether:
- A more positive, supportive workplace culture (63%)
- Genuine recognition for their contributions (47%)
- A different or better manager (46%)
Career development also plays a crucial role. Employees want to see a future for themselves—clear paths for growth, promotions, or skill-building. When they feel stuck, ignored, and overworked, walking out can feel like the only way to reclaim control.
The researchers suggest employers focus on four core areas to reduce sudden resignations:
- Create a safe, respectful work environment
Zero tolerance for harassment, discrimination, or toxic behavior—no matter who it comes from. - Train managers to lead with empathy and clarity
Many people don’t leave companies; they leave bosses. Managers need support and training to communicate, listen, and coach effectively. - Recognize and reward contributions
Appreciation doesn’t always mean money. Regular feedback, public acknowledgment, and meaningful thanks all build loyalty. - Offer competitive pay and clear career paths
Fair compensation is still important—but pairing it with visible opportunities for advancement is what really keeps people engaged.
As the report concludes, in today’s tight labor market, leaders who ignore these warning signs risk losing valuable talent overnight. Those who listen, adapt, and invest in their people have a better shot at building a committed, long-term workforce—rather than watching employees disappear without a word.
