4 Strategies to Prevent Revenge Quitting: A Guide for L&D Leaders

Among the most challenging recent workplace trends affecting talent retention is revenge quitting—when employees abruptly resign out of frustration or retaliation. But why is it becoming more common?

Employees today value connection, work-life balance, and flexibility—and they know it’s possible to find those things in a workplace. When their current role denies them these basic benefits, frustration builds. Add in factors like mounting stress and return-to-office mandates, and the balance between what employees give to a job and what they receive in return tilts negatively, making revenge quitting a more attractive exit strategy for many.

The impact on organizations is significant, from impossible workloads and spiraling performance to costly turnover and cultural instability. But here’s the good news: L&D has the power to create a culture that avoids these destructive patterns. Here are four strategies to prevent revenge quitting and build a more engaged workforce.

1. Get Serious About Supporting Employee Well-Being

Leadership has never been more demanding. According to DDI’s Global Leadership Forecast 2025, 71 percent of leaders report higher stress levels since stepping into their current roles, and 40 percent have considered quitting leadership to improve their well-being. However, leaders in supportive work environments are:

• 10 times more likely to excel in their roles.

• 3 times less likely to experience chronic stress.

• 2 times more likely to have energy at the end of the workday.

DDI also found that only 30 percent of leaders feel they have enough time to execute their responsibilities effectively, making workload a major source of stress. While stress may seem inevitable, organizations can take meaningful steps to improve employee well-being. Start by creating work-life balance initiatives that lighten workloads, offering flexible work arrangements where possible, and providing stress management training. Finally, establish processes that help leaders balance priorities, delegate tasks, and focus on what truly matters.

Improving well-being isn’t just a nice-to-have—it’s essential for retention and cultivating the environment your workforce needs and expects.

2. Create a Culture of Respect and Feedback

In a startling finding, DDI found that only 29 percent of leaders trust their manager to do what’s right. In the context of such low trust, patterns like revenge quitting suddenly seem less surprising. But while trust is complex, regular feedback can be a powerful way to strengthen it. Employees who receive feedback are 9 times more likely to trust their manager.

Trust begins with open, two-way communication, and L&D must equip leaders to give and receive feedback effectively. Transparency around company goals and decisions further strengthens trust, helping employees feel connected to a greater purpose. By making feedback a regular practice and prioritizing transparency, organizations create a culture where employees feel heard, respected, and invested in the company’s success.

3. Train Leaders to Be Effective Coaches

Managers play a critical role in preventing revenge quitting, but only if they’re effective coaches. High-potential leaders and individual contributors are 2.7 times more likely to leave in the next year if their manager lacks coaching skills, according to DDI. But when managers excel at coaching, leaders are twice as likely to want more, and 9 times more likely to build trust.

Regular one-on-one check-ins give employees dedicated time to discuss their wins, challenges, resource needs, and career growth while receiving direct coaching from their managers. Managers must lead with emotional intelligence to help employees feel understood, validated, and engaged—making them far less likely to revenge quit.

4. Provide Development Opportunities

High-potential leaders and individual contributors crave opportunities to learn and excel. In fact, DDI found that they are 3.7 times more likely to leave if their manager doesn’t regularly provide growth opportunities and 3.1 times more likely to leave if their advancement is too slow. Yet, when managers actively support employee development, trust skyrockets, and employees are 11 times more likely to trust their manager.

This signals a mandate for L&D leadership. They must reinforce continuous development through opportunities like internal mobility programs, mentorship opportunities, and high-potential programs to prepare future leaders. Employees who envision a clear path for growth are more likely to stay, contribute, and thrive.

Conclusion

The rise of revenge quitting signals a pressing need for L&D professionals to rethink not only engagement and retention strategies but company culture, too. When employees feel undervalued, unheard, or stagnant, they start looking elsewhere.

The long-term benefits of preventing revenge quitting far outweigh the initial effort: a healthier workforce, more engaged leaders, greater performance, and a sustainable talent pipeline that makes for a resilient organization.