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Employee ‘revenge quitting’: The damage to businesses is real
By Lynne Curry | Alaska Workplace
On Adam’s last day, he recorded a TikTok video walking through his employer’s facility, pointing out every federal safety violation. The video amassed millions of views, prompting an investigation and hefty fines for the company.
Maggie managed her company’s social media accounts. After a heated argument with her boss, she changed all the account passwords and quit. The company’s online presence froze overnight and attempts to reset the accounts revealed Maria had tied them to her personal email.
After being berated by his manager too many times, Sam quit during a staff meeting. Before leaving, he sent out an email blast to the company’s most important clients, listing every unethical practice he had witnessed.
Heather worked in a small boutique firm. Her boss allowed her to take frequent personal days — even entire weeks off — to deal with family matters. When Heather decided to leave, she deleted the records showing she’d worked a part-time schedule for full-time pay and filed a lawsuit claiming she had worked excessive unpaid overtime. She used her lawsuit to pressure her former boss into letting her steal reams of proprietary material so she could set up a rival company.
Raj, an IT technician, hated his employer. On his last day, he deleted a series of crucial files, claiming they were no longer necessary. A week later, when the company scrambled to recover them, they discovered the backups were mysteriously corrupted.
Nancy handled payroll. On her last day, she “accidentally” deleted the master payroll file. Employees didn’t get paid on time. Nancy claimed it was an honest mistake, but her smirk during the exit interview told another story.
Revenge quitting — abrupt resignations paired with destructive behaviors — has become the latest workplace trend, and the damage is real. A 2024 survey of 2,300 employees reported that that nearly one in every six employees had witnessed a coworker deliberately deleting crucial employer data prior to quitting. One in 10 of those surveyed admitted to destroying files themselves before leaving.
Why the surge in revenge quitting? Experts point to a cocktail of rising workloads, difficult managers and unpopular return-to-office mandates. Many angry employees see revenge quitting as a tool for sending a message or “getting even”; some, like Heather, are opportunists.
Disengagement doesn’t happen in a day. Employees telegraph their dissatisfaction through missed deadlines, lack of collaboration and waning motivation. Leaders must tune in before frustrations explode. Employers need to stay tuned to what’s going on with their employees. As highlighted in Chapter 8 of my book “Managing for Accountability,” top executives need to step outside their leadership bubble and discover what they don’t hear or see when they live in the good-news cocoon that dilutes bad news.
Build trust and engagement.
Leadership starts with action. Employers need to rebuild trust with employees by keeping their word. When employers promise employees growth opportunities and professional development, they need to deliver.
Business owners and managers need to show they’re genuinely interested in their employees. They can do this by conducting skip-level meetings and stay interviews.
Plan for the worst.
No organization is immune to data sabotage, but many leave themselves vulnerable. Only 43% of companies have tools in place to ensure employee data is backed up. Employers must create redundant systems to protect critical information and prevent irreparable damage.
Act now.
The warning signs are clear if employers open their eyes. Gallup’s November 2024 poll of 20,000 U.S. employees reveals more than half — 51% — are actively looking for a new job, the highest figures since 2015. With a cooling job market and fewer opportunities to switch jobs, frustrations among employees are boiling over. Employers must act now — through trust, engagement and proactive security measures — or risk even greater losses.
