Headhunter Hints: Revenge Quitting

The latest trend in employment news is Revenge Quitting; employees resign and are deliberately destructive on their way out. Acts such as deleting crucial employer data, not sharing pertinent information prior to quitting, or simply leaving abruptly or loudly. Mainly to inconvenience their employers and “make a statement” on the way out.

Is this just a term being thrown out there or are we seeing this within the wine & spirits industry?

It is happening in wine and spirits, at all levels. From the senior executive who has the funds to take the time off or to consult, to those earlier in their career who know they always have the option to go back to living with their parents or have very few expenses to cover.

The pandemic changed what most employees are willing to put up with. The days of not leaving your employer in the middle of OND, or during large projects are over for many. We have entered an era where employees are putting their needs first rather than their employers.

Although the number of people revenge quitting is still relatively low, there’s a good chance it will continue to grow. Some media sources have coined the term Revenge Quitting as the number one employment trend for 2025.

How can you prevent your employees from revenge quitting?

The most common reasons given by those who are unhappy currently are: they are overworked, have managers who are difficult to work with, return to office mandates, management not backfilling vacant roles, and unrealistic bonus plans.

While conducting candidate intake sessions, I ask them to tell me what the most important thing is that they need to see in their next role. I’m continuously told “a culture that encourages collaboration and respect for employees at all levels”. This includes allowing their opinions to be heard, and encouraging your employees to take time off, without having the obligation of continuously being available and checking emails.

Provide transparency in the areas in which you can. Express gratitude for their work. If you are forced to do a reorganization do your best to try to find other roles in the company for those affected. Support their career growth, whether with your organization or with another one. Some of the best leaders I know have put their own needs aside and have encouraged their “A Players” to explore opportunities with other companies simply because they know there isn’t a clear path to get to where they want to be if they continue in their current role. As employees past and present see these types of behaviors, they tend to become more loyal as they feel cared for, and that their contributions make a difference, rather than being just another cog in the wheel.

Aren’t there repercussions? It’s such a small industry…

Unfortunately, as an HR professional in the industry, I’ve witnessed employees throw a tantrum and make a scene as they quit without notice or any regard for their employer or peers. Oddly, I continue to see these individuals get hired over and over and I can’t help but wonder if they will conduct themselves in that way again. (Friendly reminder of why utilizing an experienced and well-connected recruiter is your best bet!)

Even with numerous people available for work, many of the best are still employed, and are receiving interest from headhunters. Despite what the industry news keeps telling us, there are wine & spirits companies that are growing, and they are hiring.

There is an increasing trend of wine and spirits professionals getting out of the alcohol industry. They are going into tech, non-alcoholic beverage, or more traditional CPG. Some are so optimistic about their next role they feel they won’t need a reference from the company they are exiting. And if they do need a reference, they will rely on their peers, who largely felt the same way as they exited that company.

Overall, despite the state of the job market or the economy, your best bet will always be to show your employees respect, even though they may not show it in return. Remember, companies are expected to provide dates of employment and rehire eligibility and not much more. However, prior employees will not hesitate to tell others about their experience, which in turn can affect your Employer Brand.

 

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