Burnout is one thing. But more and more often we see something else. Resignations that are not an escape but a message. Loud, emotional and very deliberate. Sometimes an act of desperation because there is no plan B, sometimes an impulse triggered by something, after which people dare to take a completely different career path.
This is no longer quiet quitting. It is revenge quitting.
I’m not leaving because I have to. I’m leaving so that you notice.
Darek, a client of ours, was head of the maintenance department. His team was decimated and the tools didn’t work – problems known for months. He asked for a bigger budget, analysed the risks, gave warnings. To no avail. Instead he heard: “mobilise your people”, “sort it out” – which was nothing short of an encouragement to manipulate.
Until finally – after yet another meeting at which he was publicly blamed for the system’s failures – he said: “F*** you all.” And walked out. The next day he went on sick leave. Then he handed in his notice. His only regret was leaving his team, but he had no strength left.
It was not an act of aggression, cowardice or irresponsibility. It was the last form of communicationhe had left.
What exactly is it revenge quitting?
A phenomenon described by Fast Company Magazine as a demonstrative resignation– a reaction to long-term frustration, invisibility and a lack of agency. It gained popularity in 2023, and in 2024/25 it became an everyday sight on LinkedIn and TikTok.
This is no longer a quiet withdrawal. It is leaving with a message: “You let me down – so I’m leaving you. Publicly. Loudly. As a warning to others.”
The emotions that lead to the decision
Frustrationthat nobody listens. And when they do, they belittle you.
Shamethat you can’t help your own team.
Powerlessnessthat your opinion changes nothing.
Reliefthat you are finally cutting yourself off.
Psychology speaks of three key needs: autonomy, competence and relatedness. Revenge quitting appears when all three have been violated – for months.
How many times have you wanted to leave not because it was hard, but because you felt ignored? You say one thing and your bosses go their own way. And a few months later they do exactly what you suggested anyway, take the credit for it and complain that nobody suggested it earlier… How long can you keep proving you’re not a camel, or banging your head against a brick wall… If you keep repeating these sayings, ask yourself whether you are on your way there.
Data, reports and statements don’t lie
LinkedIn Workforce Report (December 2024): the number of posts about leaving a job increased by 35% year on year.
There is less and less talk of “new challenges” and more and more of disappointment with the company being left behind. In Scandinavia and Germany the term “Exit Statements” is already circulating – emotional, public farewell letters. It is frightening that they read like suicide notes.
And in the background? Declining trust in DEI and wellbeing programmes, which for many have become empty slogans.
We gave people meditation rooms but didn’t let them say they were overloaded. That is not wellbeing. It is packaging.
What can we do about it?
It’s not about fruit Tuesdays and breathing apps.
It’s about being there. Listening. Asking. Talking.
Not only in meetings, not only once a month.
Start with these questions:
🔹 Is someone in my team cracking right now – but still smiling?
🔹 Are our 1:1s still conversations, or just status updates?
🔹 Can I take anger – without punishing emotions?
What would change if we heard the anger earlier – before it turned into a farewell letter?
What if we treated leaving not as betrayal – but as a sign that we failed the relationship?
And this is where the manager’s wounded pride comes in: it is easier to switch on the “sour grapes” mechanism than to admit you contributed to the departure. It is easier to blame the employee – weak, couldn’t take the pressure, irresponsible, not that good anyway – than to own up.
Not everyone can be helped. But if we don’t try, all we will hear is doors slamming.
A BONUS for NESSE readers:
Before someone leaves with a bang, ask yourself (and them):
What do your people say when nobody is listening?
When did you last ask: “What is really wearing you down today?”
Do you have the courage to hear that you are not a perfect boss?
Do you know the emotions that dominate your team today – not just the status of tasks?
How do you react when someone tells you something uncomfortable?
Is your “door open” in name only – or does anyone actually use it?
Can you tell fatigue from withdrawal? And what do you do then?
Who in the team speaks up less and less – and why might that be an alarm?
Do you see your people’s limits, or only the targets to deliver?
When did you last tell someone: “You don’t have to give it everything right now – look after yourself first”?
