The university of Limerick has released some research findings on the apparent increase of the concept of ‘revenge quitting’.
Paolo Yaranon, Assistant Professor at the university, refers to this as an act of rebellion by very unhappy employees. While perhaps making the individual feel empowered by this act of rebellion in resigning from a job due to high dissatisfaction, Paolo Yaranon points out that this can actually be detrimental to both the employee and the employer.
For instance the possible adverse publicity of such revenge quitting could well lead to reputational damage for the organisation, such as from getting a reputation for having an undesirable work culture and place to work. Not to mention the potential loss of a significant pool of talent.
Does the employee come out as the winner by revenge quitting in response to being very aggrieved at work? Well questions remain such as how this this might affect a reference for future employment as well as indeed the professional reputation of the individual him/herself.
This all appears to be evidence of the desirability of having a system in place to address discontent by means of a process for addressing such discontent well before it gets to the stage of such a revenge quitting situation. Or indeed gets to a situation of a ‘loud quitting’ situation whereby someone leaves employment indignantly and proceeds to express grievances and disgruntlement via public pronouncements, including via social media. Thereby quite possibly leading to further dispute and conflict between the parties concerned.
Such a dispute resolution process can confront and constructively investigate and talk out the source of high dis-satisfaction. While also considering how to resolve the situation amicably including with regard to how to support and foster good talent rather than de-motivate it. Workplace mediation anyone?
