By Lit Neo, CEO of Tongle
Over the years, I’ve had the privilege of working closely with organizations of all shapes and sizes, from lean startups to sprawling multinational corporations. One thing has become crystal clear: workplace wellness isn’t just a “nice-to-have” anymore—it’s the backbone of a thriving company. When it’s neglected, the consequences can be catastrophic.
Take revenge quitting, for example. This isn’t just a buzzword I’ve picked up from conversations with clients—it’s something I see happening more and more frequently in today’s workplaces. Employees aren’t just quietly resigning anymore. They’re leaving with a bang, fueled by frustration and often taking to social media to share their stories of burnout, toxic culture, or feeling undervalued. It’s not just a resignation—it’s a reckoning.
Let’s dive into why this is happening, what I’ve learned from working with clients on the frontlines, and how we can stop this trend before it gets worse.
What Revenge Quitting Really Means for Employers
Revenge quitting is more than just employees leaving—it’s employees sending a message. It’s the result of unmet needs, ignored frustrations, and a workplace that didn’t prioritize their well-being.
And in today’s connected world, that message doesn’t stay in the office. Unhappy employees are taking to platforms like LinkedIn, Glassdoor, and even TikTok to share their experiences publicly. Their posts often go viral, with hashtags like #ToxicWorkplace or #QuitMyJob amplifying their voices.
The fallout is huge. From my work with clients, I’ve seen how one negative post can create ripples that deter top talent, tarnish a brand, and sow distrust among current employees. If that doesn’t get your attention, this will: 86% of job seekers check online reviews before applying for a job.
Insight: Revenge quitting is a symptom of a much deeper issue. When employees don’t feel heard or valued, they don’t just walk away—they tell the world why they left.
The Pressure Cooker of Poor Leadership
One of the most common threads I’ve noticed in workplaces plagued by revenge quitting is poor leadership. When leaders ignore the emotional and mental well-being of their teams, it creates a pressure cooker environment.
I recently worked with a company where the CEO was baffled by their high turnover rate. After spending time with their team, the issue became clear: employees felt their concerns about workload and burnout were falling on deaf ears. Leaders were too focused on hitting KPIs to notice the human cost.
When employees feel unsupported, it doesn’t just lead to frustration—it can push them to make a dramatic exit, sometimes publicly.
Practical Step: Train your leaders to actively listen and take real action on feedback. Small changes can make a world of difference.
Burnout: The Hidden Culprit
In my conversations with clients, burnout is almost always at the root of revenge quitting. Employees don’t quit because they don’t like the work—they quit because the work has consumed them.
I’ll never forget a story from a mid-level manager who shared her experience during one of our wellness workshops. She described going from being passionate about her job to dreading every email. Eventually, she quit and wrote a LinkedIn post titled, “Why I Had to Leave the Job I Once Loved.” That post garnered thousands of reactions and inspired others to share similar stories.
Burnout is real, and it’s not just about exhaustion—it’s about losing the sense of purpose that keeps us going.
Insight: The grind culture doesn’t just burn out employees—it burns out your company’s reputation.
Social Media: The Modern Megaphone
Revenge quitting has a 21st-century twist. Employees now have platforms to amplify their experiences. One of the trends I’ve noticed is how quickly a single unhappy employee’s story can go viral, pulling back the curtain on your workplace culture for the entire world to see.
I’ve seen TikTok videos where former employees list the “5 reasons I quit my toxic job,” racking up hundreds of thousands of views. These posts aren’t just cathartic—they’re shaping how your brand is perceived in the market.
Companies that neglect workplace wellness are often blindsided by these public callouts. It’s no longer just an HR problem; it’s a reputation crisis.
Practical Step: Be proactive. Create an open channel for employees to voice their concerns internally so they don’t feel the need to go public.
The Tongle Difference: A Proactive Approach to Wellness
At Tongle, we’ve made it our mission to help companies avoid the fallout of revenge quitting. Our Employee Assistance Program (EAP) and Corporate Wellness workshops are designed to tackle the root causes of employee dissatisfaction—burnout, stress, and poor communication.
One client I worked with recently implemented Tongle’s EAP after experiencing a wave of resignations. Within three months, they reported a 30% drop in turnover and saw a marked improvement in employee satisfaction scores. What made the difference? Employees finally felt like their well-being was a priority.
Insight: Investing in wellness isn’t just good for employees—it’s good for business. Studies show that companies with robust wellness programs see a 6-to-1 ROI.
Workshops That Transform Workplaces
Our Corporate Wellness workshops don’t just scratch the surface—they dig deep into the challenges your team is facing. From stress management to fostering healthier work-life balance, these workshops have become a game-changer for many of our clients.
One company we partnered with saw employees opening up in ways they hadn’t before. A frontline manager shared, “I finally feel like I’m allowed to say, ‘I’m not okay.’” That level of trust and openness is what prevents employees from turning to social media to air their grievances.
Practical Step: Make wellness workshops a regular part of your workplace culture, not a one-off event. Consistency builds trust.
The Bottom Line: Prioritize People to Protect Your Reputation
Revenge quitting is more than a workplace trend—it’s a wake-up call for all of us as leaders. Employees want to feel valued, supported, and seen. When those needs aren’t met, they leave. And in today’s digital world, they don’t just leave quietly—they take their story to the world.
The good news? We can stop this cycle. By prioritizing workplace wellness through initiatives like Tongle’s EAP and Corporate Wellness workshops, we can create environments where employees thrive—not just survive.
A Final Thought: As a leader, ask yourself this: Are you giving your team a reason to stay, or a reason to leave and tell the world about it? If you’re not sure, it’s time to make a change.
Let’s work together to build workplaces where revenge quitting is no longer part of the story. Reach out to Tongle today, and let’s make well-being a priority for your team—and your business.
