Revenge quitting is characterized as a trap when leaving a job without planning, analyzes a career specialist.

The term revenge quitting (translated as “demissão por vingança”) has gained prominence in the job market to describe an increasingly common phenomenon: when professionals impulsively resign, 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 in the Unicamp 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.”

“Although it may seem liberating at the moment, revenge quitting revenge quitting is often an emotional rather than strategic reaction, which generates significant consequences for the professional’s career and financial stability,” he analyzes.

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 abrupt departure 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 ‘great resignations,’ harms the career in an irreversible way,” 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 quotes, referring to Viktor Frankl’s thinking. revenge quitting Revenge quitting ignores this space and results in hasty decisions that do not contribute to professional growth.

Although leaving a job may be a necessary decision in some cases, the expert warns about the importance of a planned exit. “Abrupt ruptures compromise financial and professional future, especially in times of economic uncertainty,” he states. He highlights that the way one leaves a job impacts relationships in the job market.

“Before making definitive decisions, professionals need to reflect on what is truly causing the discomfort. Often, the root of the problem is not the job itself, but specific situations that could possibly be resolved through dialogue,” he continues. Thus, seeking an open conversation with leaders or colleagues leads to unexpected solutions, in addition to demonstrating maturity and commitment. “When departure is inevitable, planning is essential. Ensuring a safe transition, with another opportunity already aligned or a financial reserve, helps avoid regrets.”

Furthermore, moments of dissatisfaction also reveal themselves as valuable opportunities for self-development. “It is the ideal time to seek new learnings, courses, or mentorships, broadening 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 levers for growth and abandoning what no longer makes sense are mature and strategic attitudes, capable of opening new paths in one’s career. 2025 may be the year you turn adversities into opportunities, with focus and emotional intelligence to build a more promising future,” he concludes.