After years of career stagnation and limited advancement opportunities, some employees are preparing to leave their roles in a trend dubbed "revenge quitting." As the job market rebounds, workers who feel undervalued or stuck are seeking better opportunities—reshaping workplace dynamics in 2025.
This article explores the factors driving revenge quitting, identifies the most at-risk industries, and outlines effective employer responses. Drawing on survey data, we uncover key insights into employee sentiment and career ambitions, providing actionable takeaways for businesses aiming to retain top talent and stay ahead of workplace disruption.
- 17% of full-time employees have revenge quit in the past.
- 4% of full-time employees plan to revenge quit in 2025, having wanted to leave their current role for over 13 months, on average.
- Among work locations, hybrid employees are the most likely to plan to revenge quit in 2025 (7%).
- 28% of full-time employees expect revenge quitting to occur at their workplace in 2025.
- 27% of full-time employees feel professionally "stuck" in their current role due to economic or other external factors.
- Government (33%), retail (31%), and marketing and advertising (31%) employees are the most likely to feel stuck in their current role.
- 17% of full-time employees have revenge quit in the past. Those most likely to have revenge quit in the past include:
- Entry-level employees (24%)
- Gen X employees (21%)
- Remote employees (20%)
- 28% of full-time employees expect revenge quitting to occur at their workplace in 2025, with hybrid workers being the most likely to expect it (31%).
- 4% of full-time employees plan to revenge quit in 2025. Those most likely to revenge quite in 2025 include:
- Hybrid employees (7%)
- Managers (6%)
- Marketing and advertising (16%), IT and tech (11%), and media and entertainment (7%) employees
Employees planning to revenge quit have wanted to leave their current role for over 13 months, on average.
- Employees' top workplace frustrations are low salaries or lack of raises (48%), feeling undervalued (34%), and lack of career growth opportunities (33%).
- Gen Z employees are the most likely to feel undervalued (40%), lack recognition or appreciation (44%), and have inadequate work-life balance (33%).
- Entry-level employees are the most likely to feel undervalued (39%), while mid-level employees are the most likely to feel a lack of recognition or appreciation (30%).
- 27% of full-time employees feel professionally "stuck" in their current role due to economic conditions or other external factors.
- Entry-level (34%) and remote employees (29%) are the most likely to feel professionally stuck.
- 35% of employees believe the incoming presidential administration will leave them feeling more stuck in their career and/or current role, with entry-level (42%) and Gen Z (38%) workers being the most likely to feel this way.
- 27% of full-time employees feel their employers' response to workplace dissatisfaction is poor, with media and entertainment employees being the most likely to feel this (40%).
- Among their demographic groups, entry-level (33%) and on-site employees (33%) are the most likely to say their employers' response to workplace dissatisfaction is poor.
- The top incentives employers can offer their employees to stay in their current roles include a 4-day workweek (33%), performance-based bonuses (33%), and more paid time off (28%).
- Entry-level employees are the most likely to desire performance-based bonuses (36%), while senior-level employees want career development opportunities (27%), and managers want better work-life balance initiatives (25%).
- On-site employees are the most likely to desire more paid time off (33%) and better work-life balance initiatives (21%).
- Hybrid employees are the most likely to desire permanent remote work options (27%).
- Remote employees are the most likely to desire performance-based bonuses (38%) and career development opportunities (23%).
- Government (33%), retail (31%), and marketing and advertising (31%) employees are the most likely to feel stuck in their current role.
- Full-time employees working in hospitality (25%), healthcare (20%), finance (19%), and marketing and advertising (19%) are the most likely to have revenge quit in the past.
- Full-time employees working in hospitality (41%), marketing and advertising (38%), and manufacturing (36%) are the most likely to expect to see revenge quitting occur in their workplace in 2025.
Methodology
We surveyed 1,007 full-time employees about revenge quitting, their workplace satisfaction and dissatisfaction, and working sentiment in 2025. Here are the demographic breakdowns of the respondents:
By generation:
- Baby Boomers: 5%
- Gen X: 26%
- Millennials: 59%
- Gen Z: 10%
By role level:
- Entry-level: 19%
- Mid-level: 45%
- Senior-level: 15%
- Manager: 17%
- Executive: 3%
By work environment:
- On-site: 44%
- Hybrid: 31%
- Remote: 25%
By industry:
- IT and tech: 19%
- Healthcare: 15%
- Education: 12%
- Finance: 10%
- Retail: 8%
- Hospitality: 6%
- Government: 5%
- Media and entertainment: 4%
- Manufacturing: 3%
- Marketing and advertising: 3%
- Other: 14%
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