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Longstanding workplace issues such as mistreatment, the normalization of toxic behaviour and a lack of accountability for workplace culture have fueled a growing trend known as revenge quitting. This phenomenon, on the rise since the 2000s, sees employees leaving their jobs not just for better opportunities, but as a form of protest and self-preservation against unfair treatment. In the past, fear of economic ruin, social stigma and valuing job stability over personal dignity kept many employees from quitting under such circumstances. However, unprecedented inequality and other geopolitical risks are causing an increase in revenge quitting and similar behaviours. Companies that want to address this issue have much to gain, but they must go beyond diversity, equity and inclusion (DEI) or human resources strategies. Creating a genuine sense of belonging can reshape workplace culture, boost engagement and overall business success. Consequences of revenge quitting When employees resign as a final act of protest against toxic workplace conditions, the impact on organizations can be significant. One of the most obvious consequences is financial loss. Sudden departures lead to expenses related to recruiting, hiring, training, as well as lost productivity and project disruptions. Organizations also lose valuable institutional knowledge and skills when experienced employees quit, hampering innovation, continuity and long-term strategy. The abrupt departure of employees also sends a powerful message to remaining staff, potentially leading to decreased morale, trust and engagement. High-profile cases of revenge quitting can also damage an organizations reputation, affecting customer relationships and investor confidence. Finally, revenge quitting can have lasting consequences on workplace culture. If the toxic behaviour that caused the resignation remains unaddressed, remaining employees may become disengaged, leading to a decline in work quality. Mitigating the risk of revenge quitting My research has found that when employees feel a genuine sense of belonging, they are more engaged and loyal, they produce more innovative and creative solutions, and they are more reliable and productive. Moreover, belonging buffers against workplace stressors that lead to toxic behaviours by reducing feelings of isolation, mitigating burnout and encouraging active listening before making decisions. This, in turn, decreases the likelihood of employees making abrupt, retaliatory exits. Employees want to work for companies that respect their individuality and value their contributions. High-performing teams thrive when there is clear accountability, fair conflict resolution and a culture of feedback and learning. Addressing toxic behaviours early helps maintain trust and reduces the risk of retaliatory quitting. Its also essential to distinguish between belonging and merely fitting in. True belonging is a reciprocated behaviour between employees and the organization, not solely the employees responsibility. Organizations that focus only on forcing employees to fit in overlook the systemic changes required to foster true benefits. Belonging requires an active commitment to the five core indicators of belonging: comfort, connection, psychological safety and well-being. Each indicator is essential in reducing the desire to disengage or quit out of frustration or retaliation. Pillar 1: Comfort Workplace comfort is essential for focus, cognitive function and productivity. While physical factors like temperature, noise and ergonomics matter, social comfort is more critical. Social comfort comes from clear expectations, defined workflows and recognizing individual talents within a team. When the economy becomes volatile, it can force organizations to deviate from their original strategic plans in an effort to stay afloat. When this happens, comfort is the first thing to erode in a workplace, which allows toxicity to go unchecked. For example, when economic shifts force leaders to pivot, employees may have to scrap their work. If leadership lacks alignment in the new strategic actions, expectations will rise while clarity drops, creating stress and conflict. Leaders should reset expectations, restore social comfort and ensure collaboration rather than competition. Pillar 2: Connections Strong social relationships in the workplace can buffer against stress and enhance resilience. Connection is fostered through mentorship programs, collaboration and informal networking. In remote and hybrid work settings, ensuring employees feel connected to their teams through structured check-ins and virtual social space is critical. Connections increase engagement and build emotional attachment, which reduces the risk of employees leaving. Employees who experience meaningful interactions with colleagues and leaders are more engaged and less likely to feel alienated. Pillar 3: Contributions Employees need to feel that their work is meaningful and valued. Recognition activates the brains reward system, which reinforces motivation and increases engagement. When employees feel unappreciated, resentment builds. When this happens repetitively, it can lead employees to disengage from their work, and eventually depart. Organizations must implement structured recognition programs that celebrate individual and team achievements, ensuring employees know their work is valued. Equally important is offering opportunities for employees to contribute beyond their job descriptions, whether through special projects or mentoring. A workplacethat values and acknowledges contributions fosters commitment and decreases the likelihood of employees resigning. Pillar 4: Psychological safety Ensuring employees ideas and concerns are met with curiosity and understanding is crucial for retention. In fear-based workplaces, stress inhibits cognitive function and creativity. Leaders must create environments where feedback is welcomed, mistakes are viewed as learning opportunities and employees feel empowered to express their perspectives. Employees feel safe when they work in an environment where feedback is taught and encouraged. They are less likely to disengage or engage in retaliatory behaviours like revenge quitting. Strategies such as clear communication channels, anonymous feedback mechanisms and inclusive leadership training help create psychological safety. Pillar 5: Well-being Employee well-being is tied to cognitive function, emotional regulation and job satisfaction. Employees experiencing chronic stress, burnout or work-life imbalances are more likely to disengage and eventually quit. Workplace programs that support mental and physical health are crucial. Offering flexible work arrangements, mental health and stress management resources, normalizing breaks and setting boundaries helps sustain employee energy and commitment. More than a checkbox Revenge quitting isnt just a series of isolated incidents, but a reflection of a deeper, systemic disregard for worker dignity. The workforce has changed, with employees now prioritizing workplaces where they feel respected, valued and safe. Companies that fail to adapt will continue to lose experienced, talented workers not because the job market is more competitive, but because employees refuse to tolerate environments that undermine their dignity. Leaders need to recognize that creating a culture of belonging isnt about checking a DEI box its about ensuring employees have every reason to stay and grow within their organizations. Andrea Carter, adjunct faculty in industrial and organizational psychology, Adler University. This article is republished from The Conversation under a Creative Commons license. Read the original article.
Category:
E-Commerce
There’s been a lot of talk about the U.S. buying (or forcibly taking over) other countries recently. But now, a new petition, calling for Denmark to buy California, is flipping the script. The 100% satirical petition,”Denmarkification,” has cropped up in response to Trump’s declaration of interest in purchasing Greenland, a Denmark territory. And, at present, the tongue-and-cheek call to action has collected over 220K signatures. Have you ever looked at a map and thought, You know what Denmark needs? More sunshine, palm trees, and roller skates. Well, we have a once-in-a-lifetime opportunity to make that dream a reality, the petition reads. Lets buy California from Donald Trump! Yes, you heard that right. California could be ours, and we need your help to make it happen.The gimmick, which features the tagline “Make California Great Again” continues, citing California’s most desirable qualities which could be adopted by Denmark, like excellent weather, “Avocado Toast Forever” and Disneyland, which the petition quips Denmark will rename “Hans Christian Andersenland.” The petition also states that the purchase will “protect the free world,” echoing some of Trump’s previous statements about his intent to buy Greenland. At a Jan. 7 press conference at Mar-a-Lago, Trump said, “You have approximately 45,000 people there. People really don’t even know if Denmark has any legal right to it. But if they do, they should give it up because we need it for national security. That’s for the free world.” In his last term, Trump floated the idea of buying Greenland, too. However, in 2025, the conversation is ramping up. On Tuesday, a Georgia Republican introduced legislation which would authorize President Donald Trump to acquire the island of Greenland and rename it to Red, White, and Blueland. America is back and will soon be bigger than ever with the addition of Red, White, and Blueland, said U.S. Rep. Buddy Carter. President Trump has correctly identified the purchase of what is now Greenland as a national security priority, and we will proudly welcome its people to join the freest nation to ever exist when our Negotiator-in-Chief inks this monumental deal. Of course, Greenland isn’t exactly chomping at the bit to become part of the U.S. Officials in both Greenland and Denmark have said they aren’t interested in the transaction. In a written statement, per Reuters, the prime minister of Greenland, Múte Egsede, said Greenland won’t be sold to the U.S. “Greenland is ours,” Egsede wrote. “We are not for sale and will never be for sale. We must not lose our long struggle for freedom.”
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E-Commerce
Duo, the infamous Duolingo owl, is dead. The language-learning app shared the news in a tongue-in-cheek post yesterday. The cause of death remains under investigation, but Duolingo has its own theory: Tbh, he probably died waiting for you to do your lesson, but what do we know? the company wrote on X. Were aware he had many enemies, but we kindly ask you to refrain from sharing why you hate him in the comments. an important message from Duolingo pic.twitter.com/jTTT680yVs— Duolingo (@duolingo) February 11, 2025 The brand didnt miss an opportunity to plug its premium service either, adding: If you feel inclined to share, please also share your credit card number so we can automatically sign you up for Duolingo Max in his memory. Nor could the company pass up the opportunity to mention the viral meme that confuses Duo with pop star Dua Lipa: We appreciate you respecting Dua Lipas privacy at this time, it wrote. (Dua Lipa herself responded to the news mournfully, posting on X: Til death duo part.) Duolingo has fully committed to the bit, updating its X profile picture to an image of Duo with cartoonish Xs over his eyes. Meanwhile, over on TikTok, a video shows fellow Duolingo characters Lily and Zari solemnly carrying Duos coffin onto the bed of a pickup truck. Btw im deaf so i hope this is a sad song, the videos text overlay reads as the X-rated lyrics of the song Good Lookin by Dixon Dallas play. Duos reputation was always tied to his parent companys relentless push notifications that guilt-tripped users into keeping up with their daily language practice. Bro spent his last days begging me to learn French . . . and I ignored him . . . , one X user posted under the announcement. I will never recover from this. Over time, Duo evolved from a simple mascot into an internet-wide meme with his own lore (he once harassed Drake and appeared on Netflixs Squid Game). While the Duolingo owl received plenty of tongue-in-cheek dislike, few expected the company to actually kill him. Yet, thats exactly what they did. Duo now joins the ranks of fallen corporate icons like Twitters beloved blue bird (axed in 2023 after Elon Musk rebranded the platform as X) and Mr. Peanut (killed off by Planters in a 2020 Super Bowl commercial). At the time of publication, theres been nothing more on why Duo is no more, and Duolingo did not immediately respond to Fast Companys request for comment. However, the official X account teased today, UPDATE: Officials have identified cause of death. More details to follow.
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E-Commerce
All Swedish schools and pre-schools will have to make plans to keep unauthorised people off their premises, the government said on Wednesday, as the country tries to come to terms with the worst school shooting in its history last week. Ten people were shot dead at the Campus Risbergska school in Orebro, before the suspected perpetrator – identified by a Reuters source and Swedish media as Rickard Andersson, a 35-year-old Swedish recluse – turned a weapon on himself. The attack has raised questions about whether security at Sweden’s schools needs to be improved. Unlike in many other countries, schools are generally seen as semi-public spaces and rarely have any controls on who can come and go. Minister of Education Johan Pehrson told a news conference that all schools and pre-schools would have to have a plan for how to keep unauthorised people out. “For example, it could involveentry registry, controls and a locking system with locked doors,” he said, but added that it was up to individual schools to work out what worked best for them. The Campus Risbergska shooter entered the school with a hunting rifle and two shotguns in what witnesses have described as a “guitar-shaped box” before he started to shoot. Marwa, who declined to give her full name, survived the attack and helped tend to a fellow student, but said she didn’t think she would go back to the school to finish her nursing training. “I really don’t think so,” she told Reuters. “They need to do something. It’s really strange that a person can just walk in with weapons like that without anyone noticing.” The government will also speed up legislation that would make it easier for schools to install surveillance cameras without seeking permission, and let personnel search bags. Sweden’s right-wing government also said last week it would seek to tighten gun laws as the attacker appeared to have used several of his own licensed rifles. Johan Ahlander, Reuters
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E-Commerce
Amid his dramatic reshaping of the federal government, President Donald Trump’s latest high-profile dismissal could become among his most consequential. On Feb. 7, Trump fired Colleen Shogan from her role as Archivist of the United States, the head of the National Archives and Records Administration (NARA) and government official responsible for overseeing the preservationboth physical and digitaland promulgation of government records. Shogans dismissal marks the first time that a sitting president has fired the nations archivist since the position was established in the 1930s. This evening, President Trump fired me. No cause or reason was cited, Shogan said in a statement on her LinkedIn at the time. It has been an honor serving as the 11th Archivist of the United States. I have zero regrets – I absolutely did my best every day for the National Archives and the American people. The dismissal wasn’t exactly unexpected. The New York Times reports that Trump had grown to despise the agency for its role in alerting the Department of Justice (DOJ) in 2022 to his alleged misappropriation and mishandling of classified documents at his Florida estate of Mar-a-Lago following his first term in officea case a federal judge dismissed in July of last year. (His ire extended to Shogan despite her not assuming the Archivist post until 2023, months after the agency alerted the DOJ.) And Shogan wont be the last NARA official to get the axe: The president has reportedly in recent months drawn up a list of staff to fire in retaliation for their role in the classified documents investigation, according to Rolling Stone. (Shogan, NARA, and the White House did not respond to Fast Companys requests for comment.) Trumps revenge tour appears to be expanding to every corner of the federal government. But unlike some of Trumps other high-profile firings, the dismissal of Shogan also has the potential to dramatically undermine the scaffolding of American democracy. NARA does more than just collect, digitize, and maintain government records. As an independent agency within the executive branch, its responsible for, among other things, administering the Electoral College process by providing the official instructions for how the states transmit electors votes to Congress; overseeing the process of ratifying new Constitutional amendments; managing the document classification system and, in turn, the delicate balance between public transparency and national security; and publicizing the Code of Federal Regulations and the Federal Register, the two documents that codify rules and chronicle the daily goings-on, respectively, of the federal government. If the U.S. Constitution is the core operating system of the U.S. government, the Archivist of the United States and NARA are the maintainers of the systems foundational codebase of legal and historical documents. In a democracy, you need an apolitical, independent actor whose job is to do essential things like record, certify, and provide access [to documents] for public inspection, says Dominic Byrd-McDevitt, the director of community engagement at the Digital Public Library of America. Thats the reason the archivist administers things like the Electoral College and constitutional amendment process: In order for these processes to have legitimacy, NARA is required by law to certify certificates of ascertainment and ratification documents and make them available to the public for viewing. NARAs critical role in controlling the official documents that are the lifeblood of American governance requires that the agency remain a neutral steward of the governments entire legal and regulatory regime. The statute regarding the office of the Archivist of the United States stipulates that the position be appointed without regard to political affiliations and solely on the basis of the professional qualifications required to perform the duties and responsibilities of the office of Archivist. But archivists and historians are already bracing for Trump to install political loyalists at the agency who will bend to his will. (Much as hes done elsewhere.) A partisan archivist could lead to biased (or outright malicious) decision-making when it comes to document access, preservation, and release; delay or block access to records in compliance with the President Records Act to protect political interests; or even, at the very worst, facilitate meddling with the Electoral College or federal regulations in the service of maintaining power. Its not so hard, in this context, to imagine a world where someone deliberately destroys official records in order to obstruct an investigation into potentially illegal government activities. And which recent president has tried to interfere with the Electoral College, destroy documents, and wipe out government regulations wholesale? All of these factors not only create a precedent for future political exploitation by subsequent administrations, but threaten to undermine the U.S. governments historical integrity and democratic accountability. Bureaucracies maintain their institutional legitimacy by consistently applying rules, regulations, and procedures, and injecting potential political malfeasance into the organization tasked with maintaining those rules means corrupting the very mechanisms that define the shape and scope of American governance. Indeed, Trump already appears to have broken the law in his firing of Shogan. In a letter addressed to Trump regarding Shogans dismissal published on Feb. 10, the American Historical Association (AHA), the oldest professional organization for historians in the United States, noted that the president was legally compelled to, in the words of Title 44 of the U.S. Code, communicate the reasons for any such removal to each House of the Congress. Whether Trump decides to actually do so may signal whats ahead of the agency. The American Historical Association awaits the White Houses compliance with the law by informing Congress of the reasons for Dr. Shogans dismissal, wrote AHA executive director James Grossman. Democracy rests on the rule of law. And the history of the United States rests on unfettered access to the archival record. Without additional action from Trump, Deputy Archivist (and career NARA staffer) William Bosanko will now execute the Shogans responsibilities, a temporary reprieve for those concerned about the institutions integrity. But with Secretary of State Marco Rubio rumored to be assuming control of the agency as its acting head (a move that Byrd-McDevitt points out would be illegal) and the rest of the chaos currently roiling the federal government, it is unlikely that NARA and its workforce will emerge unscathed. As it happens, Byrd-McDevitt held the title of Digital Content Specialist at NARA from 2011 to 2019. I worked there: They are civil servants doing their jobs, he says. That shouldnt put a target on their back.
Category:
E-Commerce
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