A troubling new workplace attitude termed “resenteeism” has been a hot topic in the news recently. It refers to employees who actively dislike their jobs but continue working in them anyway. At The Thrive Team, we recognise this emerging trend and want to empower organisations to curb resenteeism before it takes hold.
As an executive coach, I have begun noticing this trend among clients across multiple industries. Employees often seem to resent feeling stuck when they are surrounded by constant, sometimes large-scale changes. Work-life balance erosion in recent years also seems to play an active part in resenteeism. It manifests in subtle negativity that chips away at engagement and productivity.
Their resentment often seems to stem from feeling overlooked amid constant change and uncertainty as well as a loss of work-life balance in recent years. It manifests in subtle negativity that chips away at productivity.
My firsthand experience shows how vital curtailing resenteeism is before it intensifies. If it is ignored, resenteeism’s bitterness spreads, innovation suffers, and replacing disengaged team members incurs turnover costs. From both ethical and practical standpoints, preventing resenteeism warrants priority focus.
What is Resenteeism and Where Does it Come From?
Unlike quiet quitting, which involves subtle disengagement, resenteeism employees continue carrying out responsibilities while harbouring animosity toward their roles. This resentment often stems from feeling stuck, whether due to financial constraints or a perceived lack of alternative options. Ongoing uncertainty and work-life balance erosion during recent years have also contributed to more resentment-fuelled mentalities.
Why is it Harmful?
Though they fulfil base duties, for employees experiencing resenteeism bitterness infects their work. Their negativity, however subtle, can spread and bring colleagues’ engagement down too. Resenteeism also takes a toll on individual wellbeing, as no one can thrive while actively disliking their daily work life. From an organisational standpoint, harboured resentment impacts innovation, productivity, and loyalty. Replacing disenchanted talent creates substantial turnover costs as well.
How Can Leaders Prevent Resenteeism?
Having seen the damage firsthand, I have seen that curtailing resenteeism should be a priority for any leadership team. As a talent search and organisational wellbeing company, we know that organisations need to feel supported and empowered to do this.
Some ways to prevent resenteeismin in existing staff include:
- Regular check-ins to allow them to air frustrations
- Internal mobility to reinvigorate talent
- Work-life balance policies that help individuals manage boundaries and avoid burnout
- Employee recognition and progress celebration
- Inclusive cultures focused on psychological safety
This multi-pronged approach can give employees greater purpose day-to-day. It nips resentment in the bud while reinvigorating engagement levels company wide. Employees who feel fulfilled, listened to, and supported have less reason to allow resentment’s bitterness to creep in.
I’ve seen firsthand how resenteeism may fly under the radar and develop over time. By taking proactive measures, leaders can detect and address resentment before it intensifies.
The time to act is now.
Don’t let insidious resenteeism undermine your workplace. Get in touch with us to learn more about our executive search, training, and coaching services aimed at creating vibrant, resentment-resistant cultures that are ready to adapt and grow.
