The term revenge quitting (translated as “resignation out of revenge”) has gained prominence in the job market to describe an increasingly common phenomenon: when professionals impulsively quit their jobs, driven by accumulated frustration or resentment in the corporate environment.
According to Virgilio Marques dos Santos, a professional development expert and co-founder of FM2S Educação e Consultoria (a startup based at Unicamp’s Scientific and Technological Park), this type of decision is usually not motivated by a search for new opportunities but by a desire to protest or “teach the company a lesson.”
“While it may feel liberating in the moment, revenge quitting is often an emotional rather than strategic reaction, which has significant consequences for the professional’s career and financial stability,” he analyzes.
Workplace exhaustion has been identified as one of the most common causes of this behavior. According to the World Health Organization (WHO), burnout is now recognized as an occupational phenomenon, leading many professionals to feel that abrupt resignation is the only solution to their exhaustion. “This impulsive attitude, often linked to a disconnect with the company’s values or even an idealization of ‘grand resignations,’ irreversibly harms one’s career,” explains the expert.
He emphasizes that the problem is not the frustration itself, which is legitimate, but how it is managed. “Between stimulus and response, there is a space. In that space lies the power to choose the response,” he cites, referencing Viktor Frankl’s philosophy. revenge quitting ignores this space and results in rushed decisions that do not contribute to professional growth.
While quitting may be a necessary decision in some cases, the expert warns about the importance of a planned exit. “Abrupt breaks compromise financial and professional futures, especially in times of economic uncertainty,” he states. He highlights that how one leaves a job impacts workplace relationships.
“Before making definitive decisions, professionals should reflect on what is truly causing their discomfort. Often, the root of the problem is not the job itself but specific situations that could likely be resolved through dialogue,” he continues. Thus, seeking an open conversation with leadership or colleagues can lead to unexpected solutions while demonstrating maturity and commitment. “When leaving is unavoidable, planning is essential. Ensuring a secure transition—with another opportunity already lined up or financial savings—helps avoid regrets.”
Additionally, moments of dissatisfaction can also serve as valuable opportunities for self-development. “It’s the ideal time to pursue new learning, courses, or mentorships, broadening horizons for better future opportunities. 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 cites Daniel Goleman, author of “Emotional Intelligence“, to reinforce the importance of managing emotions. “Turning frustrations into growth levers and abandoning what no longer makes sense are mature and strategic attitudes capable of opening new career paths. 2025 could be the year you turn adversity into opportunity, with focus and emotional intelligence to build a more promising future,” he concludes.
