From Feeling Detached to ‘Revenge Quitting?’

In our last blog, we wrote about a Gallup survey referring to higher levels of employees feeling detached, disenchanted, and dissatisfied (all the “D” words I guess)? 

Fortune is now reporting about ‘Revenge quitting’; the trend of workers fighting back against big business. Employees abruptly leave a job in response to negative experiences such as lack of recognition, burnout or disengagement with workplace culture. Experts say that it’s an inevitable result of a workplace evolution that’s been brewing for years and that rapid technological advancements, coupled with changing generational expectations, are accelerating the shift.” 

The Glassdoor Worklife Trends 2025 Report finds that 65 percent of employees are feeling stuck in their current roles. If left unchecked, the report predicts that pent-up resentment will boil over, sparking a wave of “revenge quitting” in 2025. There is even a reference to “rage applying” where employees flood job postings?

If we take a deep breath, stand back a little for perspective, do we honestly feel that strategies involving “revenge” or “rage” are roads we want to be traveling on? Ironically as I write this, I’m listening to Christmas music extolling peace and good will toward each other. How could we get this lost? So what do we do? Where do we go from here? 

I do not want to come across as hopelessly naive or at best, unrealistically optimistic. However, what would happen if we ALL, at every level of organization life, took a PEOPLE FIRST approach to everything we did? I’m not suggesting lowering standards of excellence, minimizing the need for results and more. What I deeply believe though is that it doesn’t have to always be one or the other. A commercial organization can be profitable AND be a place where people can be treated with human dignity and thrive. When I proclaim PEOPLE FiRST, I do NOT mean ME FIRST. For example, investors of public companies should not punish organizations that invest in people AND achieve reasonable profit. Employees at all levels should also be self accountable, create value and reasonably commit. Bad things happen when we get greedy and maximize our gain at the expense of others. That applies to every person in every role. 

Conscious capitalism is possible if we look at things more holistically. Blindly maximizing all resources for the shareholder only is too narrow and simplistic. It always ends badly. However that means ALL of us need to FIGHT for putting PEOPLE FIRST in the decision making and resource allocation process. 

Why not? In the same spirit of stepping back, are we just on Earth to make and acquire more stuff? Really? Call me crazy, dumb, or whatever, but I believe we exist to advance humanity. Too much Christmas music and eggnog perhaps? ‘Tis the season.

Think Big, Start Small, Act Now, 

- Lorne 

One Millennial View: Seasonally appropriate, National Lampoon’s Christmas Vacation has the famous line when Mr. Frank Shirley is called out and kidnapped after covertly rescinding everyone’s Christmas bonuses. He acknowledges his mistake, reinstates the bonuses and says, “Sometimes things look good on paper, but lose their luster when you see how it affects real folks. I guess a healthy bottom line doesn’t mean much if to get it, you have to hurt the people you depend on. It’s the people that make the difference.” The movie is from 1989, but we can still take some Happy People First Holiday lessons from it as we traverse to 2025. 

- Garrett 

AI Response: In addition to the trends you've highlighted, research from the Work Institute reveals that 77% of employee turnover is preventable, emphasizing the need for organizations to prioritize employee engagement and well-being. Furthermore, a study by Deloitte found that companies that implement a people-centric culture experience 2.3 times higher cash flow per employee and significantly lower turnover rates. Statistics from the Gallup 2022 State of the Workplace report indicate that only 20% of employees feel engaged at work, which correlates to a stark increase in workplace dissatisfaction and the likelihood of "revenge quitting." With the ongoing shift towards remote work and an evolving labor market, focusing on employee needs isn't just a moral imperative; it's a strategic advantage that could buffer organizations against tumultuous workforce changes. As we contemplate the potential of a PEOPLE FIRST approach, it’s clear that a commitment to valuing human dignity and fostering a thriving work atmosphere can ultimately drive both employee satisfaction and corporate success, encouraging a healthier balance between profitability and purpose.