“Employees that feel undervalued, underappreciated, and worried about their futures are never going to be happy in their jobs, and the rise in resenteeism, while worrying, isn’t unexpected,”
Pam Hinds, head of people RotaCloud.
What is resenteeism?
Resenteeism is a new workplace term that describes the feeling of staying in a job despite being fundamentally unhappy. Concerns around the cost of living, job security, or a lack of preferable alternatives mean that many people choose to stay where they are but actively resent it.
Resenteeism is not just mentally stepping back from work — de-prioritizing a job and its contribution to identity — it is actively resenting it. This means likely disengaging and becoming increasingly unhappy.
Many felt their bosses didn’t care about them as people, but just as workers. On a broader level, the pandemic led swaths of people to reevaluate their priorities and what matters most to them in life—which happened not to be their places of employment.
Resenteeism is a spin on “presenteeism,” which describes employees showing up—or logging on to Teams—just for the sake of appearing to be doing work. In the case of resenteeism, workers are less subtle about their apathy or outright frustration. That attitude will likely spread around the office just as much as presenteeism could. Such low morale can decrease productivity and create more conflict.
So what can you do proactively to manage resenteeism?
Identify potential solutions: Clearly define what you need from your job to feel fulfilled and motivated. Discuss with your manager what you’re looking for in terms of career growth, work-life balance, and job satisfaction.
Take care of yourself: Don’t let resentment consume you. Ensure you’re taking care of your physical and mental health, including taking time off when needed.
Look for other opportunities: If you feel unfulfilled in your current role, explore opportunities for professional development and growth within your company. If you don’t see things changing, start looking for a new job that aligns with your values and career goals, even if it’s in a completely new field.
Keep perspective: Remember that while your job is an essential part of your life, it’s not the only part. It’s ok for a job just to be a job.”
How leaders should manage resenteeism?
– Encourage open communication: Create an environment where your employees feel comfortable voicing their concerns and opinions.
– Be supportive of time off: End-year break isn’t a happy, relaxing time for everyone. If your team needs to take some extra annual leave, encourage it.
– Provide support: Offer resources like mental health support to help struggling staff.
– Promote professional development opportunities: Invest in your employees and make sure they have clear paths for advancement.
– Really focus on employee engagement: Listen to your team, act on their feedback, and prioritize their needs.
– Show appreciation: Create a culture of positivity, celebrate team success, and reward your staff for their efforts.
Share your perspective. What strategies are working for you to manage resenteeism?
I suggest reading the following sources:
– Resenteeism: what is it and what to do about it?
– Are you suffering from Resenteeism? The new workplace trend that’s the successor to quiet quitting
– What is ‘resenteeism?’ The workplace trend worse than quiet quitting
