The term revenge quitting (translated as “revenge dismissal”) has gained prominence in the job market to describe an increasingly common phenomenon: when professionals impulsively resign, driven by frustration or accumulated resentment in the corporate environment.
According to Virgilio Marques dos Santos, a specialist in professional development and co-founder of FM2S Education and Consulting (a startup based in the Science and Technology Park of Unicamp), this type of decision is usually not motivated by a search for new opportunities, but by a desire to protest or “teach a lesson” to the company.
“Although it may seem liberating at the moment, revenge quitting is often an emotional and not strategic reaction, which has significant consequences for the professional’s career and financial stability,” he explains.
Work exhaustion has been identified as one of the most common causes of this behavior. According to the World Health Organization (WHO), burnout is already recognized as an occupational phenomenon, which leads many professionals to feel that an abrupt exit is the only solution to their fatigue. “This impulsive attitude, often linked to a disconnection from the company’s values or even an idealization of ‘grand resignations,’ harms the career irreversibly,” explains the specialist.
He emphasizes that the issue is not the frustration itself, which is legitimate, but how it is managed. “Between stimulus and response, there is a space. In that space is the power to choose the response,” he quotes, referring to Viktor Frankl’s thinking. Revenge quitting ignores that space and results in hasty decisions that do not contribute to professional growth.
Although quitting a job can be a necessary decision in some cases, the expert warns about the importance of a planned exit. ‘Abrupt breakups compromise the financial and professional future, especially in times of economic uncertainty,’ he says. He emphasizes that the way you leave a job impacts relationships in the job market.
‘Before making definitive decisions, professionals need to reflect on what is really causing discomfort. Often, the root of the problem is not in the job itself, but in specific situations that could possibly be resolved through dialogue,’ he continues. Therefore, seeking an open conversation with leaders or colleagues leads to unexpected solutions, as well as demonstrating maturity and commitment. ‘When the departure is inevitable, planning is essential. Ensuring a secure transition, with another opportunity already lined up or a financial reserve, helps avoid regrets.’
Furthermore, moments of dissatisfaction also reveal themselves as valuable opportunities for self-improvement. ‘It is the ideal time to seek new knowledge, courses, or mentorship, expanding horizons for better opportunities in the future. Leaving what no longer serves us is important, but the focus should be on the future we want to build, not on revenge,’ he reflects.
Finally, he quotes Daniel Goleman, author of ‘Emotional Intelligence’, to reinforce the importance of managing emotions. ‘Turning frustrations into growth catalysts and abandoning what no longer makes sense are mature and strategic actions, capable of opening new paths in the career. 2025 could be the year you turn adversities into opportunities, with focus and emotional intelligence to build a more promising future,’ he concludes.
