Employee satisfaction is declining rapidly, and employee responsiveness is rising rapidly. A Glassdoor WorkLife Trends 2025 report found that 65% of employees feel trapped in their current roles, and employee satisfaction with career opportunities has declined in 10 industries over the past two years.
As the bitterness increases, employees are moving to quit their jobs, but this is nothing new. But the newest thing is how they do it. People don’t just quit their jobs and leave calmly. Instead, they are knocking on the door on their way out. Input: Revenge Kitter.
Photo illustrations by Newsweek/Getty
What will you stop revenge?
The revenge stops when an underestimated or frustrated employee leaves his job in a way that is designed to cause as much confusion and disappointment as possible.
For example, if you worked in retail, you are known to be at the peak of the sector during the Christmas season. Or, when there is a shortage of business, many people on vacation or multiple other people quit, you may quit at the start of your shift.
Like many new employment trends, it is driven primarily by Gen Z as entry into the workforce of younger generations has caused a major shift in discourse about approaches to work. Gen Z is made up between the ages of 13 and 28, and is expected to account for 30% of the workforce by 2030, according to Forbes. Some older generation members dismiss their attitude as Bratty, but others feel it is worth seeking work-life balance.
To learn more about the revenge trend, Newsweek spoke with Keri Mesoropov, founder of Spring Talent Development, and Dr. Julie Lee, psychologist and co-resident of Mental Health, a Harvard graduate.
What drives the trend of Gen Z quitting revenge?
“ZZ has a fierce commitment to personal values, including transparency, ethical leadership, inclusion, happiness and social responsibility,” Mesropov told Newsweek. “They aren’t just passionate about them, but they expect employers to keep them up too. When they see an inconsistency or a complete violation, they don’t just shrug it.”
She continued that Gen Z “had no years of experience in knowing how to advance concerns productively. Often their workplaces have not set a clear path for this. Without this clarity, frustration turns into resistance, and in extreme cases it means a very public, very bold and big exit.”
Meslopov also said Gen Z was pushing back on work norms.
“For decades, the corporate world has been operating under the idea of ’sucking it up, quietly doing work,'” she said. “Gen Z rejects that. They want a workplace that prioritizes mental health, work-life balance, and authentic, open dialogue.”
How does this affect your employer?
How should employers handle the tendency to stop revenge? For Lee, the core of the solution is the relationship between Gen Z employees and their managers.
“I think the Z-employer relationships for managers are one of the most important factors in preventing or mitigating the risk of ‘stop revenge’,” she said.
“Burnout is a major case of ‘revenge’ and managers are in a unique position to evaluate and deal with each employee. Burnout is a big problem with Gen Z. According to a 2024 UKG survey, 83% of Gen Z employees suffered from burnout, with over a third saying they left their jobs.
“Studies and polls show that well-structured, regular check-ins promoted by managers can play a pivotal role in supporting Gen Z and other employees,” Lee said.
What do trends reflect on Gen Z?
Mesolopov highlighted the important difference in ZZ’s attitude towards work, saying to them, “Work should not consume it.”
“Unlike previous generations, who often prioritized work and careers above all else, Gen Z doesn’t want to accept workplaces that contradict their values and happiness,” she said.
“Resigning revenge is a form of protest at its core: the emphasis: “I am not going to take this moment.” For General Zell, it is not just about leaving work, but also about making a statement, calling for better treatment, and claiming a healthier, more valuable work environment. ”
So, what can we learn from this trend? Mesolopov said it was not necessary to consider this as a generation qualified to act impulsively.
“Let’s see serious behavior like revenge quit as a cry of change,” she said. “Gen Z hopes to come before them and benefit from the change with them.”
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