What Is Revenge RTO, And Why Is It Rising In The Workplace?
Revenge RTO is a pattern of passive-aggressive behaviors from employees getting back at employers ... More because they feel forced to return to the office.
I wrote a story for Forbes.com last December in which experts predicted that revenge quitting would peak in 2025, and boy has it ever. In many cases, it's taking a slightly different form known as the Revenge RTO trend. As companies mandate more days in office, there's a rising trend of employees finding passive-aggressive ways to get back at leadership in the workplace.
The experts I spoke to were correct. Revenge quitting is on the rise. In fact, it's the top career trend of 2025, according to some sources, showing that 28% of employees expect it to happen at work this year. And workers are not slipping away quietly. They're making sure their exit is seen and heard, leaving loudly and dramatically over unmet promises, RTO mandates and toxic cultures. Examples of revenge RTO are coming in late, leaving the office for lunch, leaving the office early, taking home office snacks and more.
So, what's behind this trend? According to experts at Hogan Assessments, the key lies in understanding the deeper disconnect between employees and their workplace. "Revenge quitting isn't just about frustration over daily tasks—it's a breakdown in communication and a failure to align employee aspirations with company culture,' explains Dr. Ryne Sherman, chief science officer at Hogan Assessments and co-host at The Science of Personality podcast. 'The good news? It's preventable.'
While many companies might consider perk policing, I spoke with leaders--like Annie Rosencrans, HiBob director of people and culture--who believe, instead, that employers should think about the ways workers may be feeling unheard or overlooked when it comes to their needs for flexible schedules and better employee appreciation.
'Signs of revenge RTO can include taking home office snacks or supplies, coming in late and leaving early or stepping out of the office for lunch or a workout class," Rosencrans stresses. "Employees are taking time away from the office in a stance against leadership as a result of feeling overlooked and underappreciated for the lack of flexibility.'
When we spoke through email, Rosencrans shared with me why flexible work is so important and offered tips to make in-office days more meaningful to employees. 'Revenge RTO is becoming the norm as in-office mandates become stricter and as many companies abandon the flexibility that was once promised to employees,' she told me. 'Employees are also feeling that the return to office requirements haven't resulted in more meaningful connection with their colleagues.'
Rosencrans cites a recent study showing that only 31% of employees feel connected at work. She says employees perceive their companies as not prioritizing employee morale and improved experience even as in-person days become required, leaving teams resentful and wondering why they're in the office at all.
'Flexibility is key in work-life balance and many employees need and expect these accommodations.,' Rosencrans asserts. 'It's crucial to creating an inclusive workplace that values both employee morale and productivity. While taking snacks and leaving the office early may seem minor, it can be a sign of deeper team disengagement.'
She points out that in order to truly understand the needs of employees, leadership should solicit team feedback through anonymous surveys, one-on-one meetings or town hall gatherings. 'The results can help companies better frame their workplace models to avoid potential backlash and employee resentment, creating a stronger company culture as a result,' she notes.
Sherman at Hogan Assessments emphasizes companies that successfully retain their top talent have one thing in common: they take a proactive approach to employee engagement. 'Rather than scrambling for short-term fixes, they address core issues before employees feel the need to make a statement with their resignations," he says. Sherman has identified three key strategies for leaders to retain top talent and prevent costly exits.
'Remote work flexibility, work-life balance, growth opportunities and employee well-being are no longer perks—they're non-negotiables,' according to Sherman. 'When these expectations aren't met, employees don't just disengage, they make high-impact exits that disrupt teams and shake up workplace dynamics.'
He insists that organizations must adopt transparent policies, offer genuine flexibility and establish open feedback channels to stay ahead, adding that employers who listen and adapt to evolving employee needs will not only boost retention but also strengthen their employer brand.
'Poor leadership is a fast track to revenge quitting. Toxic or absentee management styles drain morale, increase burnout and drive talent away,' Sherman states. 'Employees who feel unsupported or undervalued by their managers are significantly more likely to leave—and they'll make their dissatisfaction known. In fact, a recent Gallup report highlights that managers are the linchpins of engagement, with 70% of team engagement attributed to the manager.'
Sherman cites the flip side where teams led by calm, organized and empathetic managers report three times higher engagement, adding that investing in leadership development isn't just beneficial—it's essential.
Sherman is convinced that when companies cultivate an environment of trust, inclusion and mutual respect, they see tangible benefits: improved innovation, higher productivity and, most importantly, greater talent retention. 'Creating psychological safety isn't just an HR initiative—it's a business imperative,' he concludes.
Nearly half of American workers are seeking new employment this year, hitting a 10-year high. After waves of layoffs, harsh return-to-office mandates and skyrocketing workloads, employees are no longer staying quiet. They're leaving abruptly and loudly, fighting back against big business for not considering their work flexibility and work-life balance.
Sherman predicts that the most successful organizations with talent retention will be those that embrace authentic leadership, meaningful engagement and a culture of trust. As the workplace evolves, those companies that fail to adapt risk losing their most valuable asset: their people. Sherman believes that businesses that get this right won't just prevent revenge RTO quitting, they'll set the gold standard for workplace excellence in the years to come.
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Forbes
5 days ago
- Forbes
Forbes Announces Its Inaugural Accessibility 100 List Spotlighting The Impact-Makers And Innovators In The Field Of Accessibility For People With Disabilities
Forbes Accessibility 100 2025 This morning at Cannes Lions International Festival of Creativity, Forbes unveiled its first-ever Accessibility 100 list, highlighting the biggest innovators and impact-makers in the field of accessibility for people with disabilities. The companies featured on this list are changing the world of accessibility – big tech companies that made the list, like Apple and Google, specialize in devices that introduce new and vital accessibility features year over year. Other list makers are lesser known companies and individuals whose innovations are transforming how people with a wide range of disabilities can communicate, learn, travel and more. Featuring companies and people from 15 countries, the list was compiled through more than 400 conversations with industry insiders over nine months, and with the guidance of an expert advisory board. For the purposes of this list, 'Accessibility' is defined as software, devices and services that allow people with disabilities to have equitable access to information, content, public spaces and experiences. Disabilities considered include physical, sensory and neurodivergent; types of accessibility include digital (technology, websites, etc.), physical (access to public transportation and buildings) and experientials (sports, careers and the like). Listmakers honored on the first ever Accessibility 100 list include: 'Accessibility is a fascinating space that has never been captured like this before,' says Alan Schwarz, Forbes Assistant Managing Editor who spearheaded the project. 'There are lone innovators, juggernaut tech companies, and startups. They are revolutionizing how people get around, learn, communicate, work, play sports, travel, and so much more. Their impact on people's lives is monumental – and will only be getting more so soon.' For the full Accessibility 100 List and package, visit: here. To join the conversation on social, follow #ForbesAccessibility100. Media Contacts: Christina Vega Magrini, cmagrini@ Feryal Nawaz, fnawaz@
Yahoo
02-06-2025
- Yahoo
Steve Noriega Joins Exclusive Forbes Business Council
WILMINGTON, NC / / June 2, 2025 / Steve Noriega, Founder and CEO of Epic Brand, has officially joined the Forbes Business Council, an exclusive, invitation-only community for top entrepreneurs and business executives. The recognition highlights Noriega's outstanding accomplishments and positions him among the world's most influential business leaders. Photo Courtesy: Steve Noriega Noriega's acceptance into this prestigious organization comes as a result of his proven business acumen, leadership in the branding and marketing industry, and his commitment to making a meaningful impact. Membership is granted only to individuals who have demonstrated exceptional success in their respective fields, making Noriega's selection a significant honor. The Forbes Business Council provides members with invaluable opportunities for growth, networking, and knowledge sharing. As a member, Noriega will have access to a vast network of entrepreneurs and thought leaders, creating a platform to foster collaboration and innovative ideas. He will also be able to contribute articles with original insights on and participate in Expert Panels, where he will share his expertise alongside other industry leaders. The Council's mission is to offer entrepreneurs an exclusive space where they can exchange knowledge, strategies, and solutions that will help them grow both personally and professionally. "I'm thrilled to be a part of such an esteemed community of business leaders," said Noriega. "Joining the Forbes Business Council is not only a personal honor but an opportunity to connect with like-minded professionals who share a passion for innovation and leadership. It's a platform that will allow me to learn, contribute, and continue to grow as both a leader and an entrepreneur." The benefits of being a member of the Forbes Business Council extend beyond networking opportunities. Members receive access to cutting-edge industry insights, specialized marketing and branding resources, and concierge services. One of the key advantages is the EXEC program, which offers exclusive luxury business, travel, and lifestyle benefits. For Noriega, these resources will play a crucial role in his continued efforts to expand Epic Brand and make a lasting impact in the industry. Noriega's acceptance into the Forbes Business Council builds on his already impressive career achievements. In 2024, he was named to Top 100 Magazine's Top 40 Under 40, recognizing his innovation and leadership within the branding and marketing space. His entrepreneurial journey with Epic Brand has been marked by both commercial success and a strong commitment to giving back to the community. Through the company's philanthropic initiatives, Noriega ensures that a portion of the company's profits go toward charitable causes, further demonstrating his belief that business should be a force for good. Under Noriega's leadership, Epic Brand has established itself as a premier branding and marketing agency. The company specializes in creating purpose-driven, digitally native brands that resonate with today's values-driven consumers. Epic Brand's focus on ethical practices and community engagement sets it apart in an increasingly competitive industry. Noriega has made it clear that his goals for Epic Brand go beyond financial success; he is committed to using his platform to make a tangible difference in the world. In the coming years, Noriega plans to expand the company's charitable efforts, further solidifying his commitment to his faith-based philanthropy while continuing to drive business growth. The Forbes Business Council is a global collective of exceptional business owners and leaders, brought together by their shared commitment to excellence. The council offers its members access to valuable resources, connections, and opportunities that are designed to help them grow their businesses and expand their professional influence. Noriega's addition to this community is a testament to the strides he has made as an entrepreneur and the positive impact he has had on the branding and marketing industry. His work with Epic Brand continues to inspire others in the business world, and his membership in the Forbes Business Council opens the door to even greater opportunities for collaboration and growth. About Forbes Councils Forbes Councils is an exclusive community of invitation-only groups created in partnership with Forbes and the founders of the Young Entrepreneur Council (YEC). Forbes Councils offers its members a powerful platform for networking, knowledge sharing, and accessing invaluable business insights. Members of the Council have access to resources that help them continue to grow and succeed, with opportunities to contribute to thought leadership and expert panels across various industries. To learn more about Forbes Councils, visit Media Contact Country: United StatesMedia Contact: Steve NoriegaCompany Name: Epic BrandEmail: steve@ (302) 265-0380Website: SOURCE: Epic Brand View the original press release on ACCESS Newswire Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Forbes
14-05-2025
- Forbes
What Is Revenge RTO, And Why Is It Rising In The Workplace?
Revenge RTO is a pattern of passive-aggressive behaviors from employees getting back at employers ... More because they feel forced to return to the office. I wrote a story for last December in which experts predicted that revenge quitting would peak in 2025, and boy has it ever. In many cases, it's taking a slightly different form known as the Revenge RTO trend. As companies mandate more days in office, there's a rising trend of employees finding passive-aggressive ways to get back at leadership in the workplace. The experts I spoke to were correct. Revenge quitting is on the rise. In fact, it's the top career trend of 2025, according to some sources, showing that 28% of employees expect it to happen at work this year. And workers are not slipping away quietly. They're making sure their exit is seen and heard, leaving loudly and dramatically over unmet promises, RTO mandates and toxic cultures. Examples of revenge RTO are coming in late, leaving the office for lunch, leaving the office early, taking home office snacks and more. So, what's behind this trend? According to experts at Hogan Assessments, the key lies in understanding the deeper disconnect between employees and their workplace. "Revenge quitting isn't just about frustration over daily tasks—it's a breakdown in communication and a failure to align employee aspirations with company culture,' explains Dr. Ryne Sherman, chief science officer at Hogan Assessments and co-host at The Science of Personality podcast. 'The good news? It's preventable.' While many companies might consider perk policing, I spoke with leaders--like Annie Rosencrans, HiBob director of people and culture--who believe, instead, that employers should think about the ways workers may be feeling unheard or overlooked when it comes to their needs for flexible schedules and better employee appreciation. 'Signs of revenge RTO can include taking home office snacks or supplies, coming in late and leaving early or stepping out of the office for lunch or a workout class," Rosencrans stresses. "Employees are taking time away from the office in a stance against leadership as a result of feeling overlooked and underappreciated for the lack of flexibility.' When we spoke through email, Rosencrans shared with me why flexible work is so important and offered tips to make in-office days more meaningful to employees. 'Revenge RTO is becoming the norm as in-office mandates become stricter and as many companies abandon the flexibility that was once promised to employees,' she told me. 'Employees are also feeling that the return to office requirements haven't resulted in more meaningful connection with their colleagues.' Rosencrans cites a recent study showing that only 31% of employees feel connected at work. She says employees perceive their companies as not prioritizing employee morale and improved experience even as in-person days become required, leaving teams resentful and wondering why they're in the office at all. 'Flexibility is key in work-life balance and many employees need and expect these accommodations.,' Rosencrans asserts. 'It's crucial to creating an inclusive workplace that values both employee morale and productivity. While taking snacks and leaving the office early may seem minor, it can be a sign of deeper team disengagement.' She points out that in order to truly understand the needs of employees, leadership should solicit team feedback through anonymous surveys, one-on-one meetings or town hall gatherings. 'The results can help companies better frame their workplace models to avoid potential backlash and employee resentment, creating a stronger company culture as a result,' she notes. Sherman at Hogan Assessments emphasizes companies that successfully retain their top talent have one thing in common: they take a proactive approach to employee engagement. 'Rather than scrambling for short-term fixes, they address core issues before employees feel the need to make a statement with their resignations," he says. Sherman has identified three key strategies for leaders to retain top talent and prevent costly exits. 'Remote work flexibility, work-life balance, growth opportunities and employee well-being are no longer perks—they're non-negotiables,' according to Sherman. 'When these expectations aren't met, employees don't just disengage, they make high-impact exits that disrupt teams and shake up workplace dynamics.' He insists that organizations must adopt transparent policies, offer genuine flexibility and establish open feedback channels to stay ahead, adding that employers who listen and adapt to evolving employee needs will not only boost retention but also strengthen their employer brand. 'Poor leadership is a fast track to revenge quitting. Toxic or absentee management styles drain morale, increase burnout and drive talent away,' Sherman states. 'Employees who feel unsupported or undervalued by their managers are significantly more likely to leave—and they'll make their dissatisfaction known. In fact, a recent Gallup report highlights that managers are the linchpins of engagement, with 70% of team engagement attributed to the manager.' Sherman cites the flip side where teams led by calm, organized and empathetic managers report three times higher engagement, adding that investing in leadership development isn't just beneficial—it's essential. Sherman is convinced that when companies cultivate an environment of trust, inclusion and mutual respect, they see tangible benefits: improved innovation, higher productivity and, most importantly, greater talent retention. 'Creating psychological safety isn't just an HR initiative—it's a business imperative,' he concludes. Nearly half of American workers are seeking new employment this year, hitting a 10-year high. After waves of layoffs, harsh return-to-office mandates and skyrocketing workloads, employees are no longer staying quiet. They're leaving abruptly and loudly, fighting back against big business for not considering their work flexibility and work-life balance. Sherman predicts that the most successful organizations with talent retention will be those that embrace authentic leadership, meaningful engagement and a culture of trust. As the workplace evolves, those companies that fail to adapt risk losing their most valuable asset: their people. Sherman believes that businesses that get this right won't just prevent revenge RTO quitting, they'll set the gold standard for workplace excellence in the years to come.
