HR Learning of the Day Revenge Quitting

Revenge quitting refers to an employee leaving their job as an act of retaliation against perceived mistreatment or unresolved grievances in the workplace. It often stems from issues such as unfair treatment, lack of recognition, toxic management practices, or a hostile work environment.

Example in HRM:

An employee who has consistently been overlooked for promotions despite excellent performance may decide to quit abruptly and share negative reviews about the company online. This departure could disrupt the workflow, lower team morale, and damage the organization’s reputation.

Models Related to Employee Retention:

1. Herzberg’s Two-Factor Theory: Focuses on hygiene factors (salary, job security) and motivational factors (recognition, personal growth).

Addressing hygiene factors can help mitigate revenge quitting scenarios.

2. Job Embeddedness Model: Emphasizes building connections between employees and the organization, reducing the likelihood of quitting.

Benefits for HRM:

1. Identifying Gaps: Can trigger introspection to improve workplace conditions.

2. Culture Correction: Helps HR implement better grievance mechanisms and transparent policies.

3. Enhanced Communication: Encourages direct conversations between employees and managers.

Overcoming Negative Aspects:

1. Exit Interviews: Conduct honest interviews to understand the root causes of employee dissatisfaction.

2. Employee Recognition: Implement timely appreciation programs.

3. Conflict Resolution Mechanism: Set up a neutral platform for resolving disputes.

4. Preventive Measures: Regular surveys to gauge employee satisfaction and identify issues early.

Please note that all HR Words have been Sourced from Google/Wikipedia and I copy from different places, edit using GenAI and share with everyone while learning something new everyday. Image Source ChatGPT

Have A Great HR Day

Regards

Dr. Vishal Verma