Sally Reed
The era of “resenteeism” has reportedly emerged within the average workplace throughout the United States. Instead of resigning from their positions, the employees affected by this growing trend are leaning towards low productivity due to job-related resentment.
How Resenteeism Differs From The ‘Quiet Quitting’ Trend
The popular “quiet quitting” trend, which became a viral sensation on its own, focused on employees that refused to do nothing more than the bare minimum required to keep their jobs. This trend was primarily brought on by employee burnout.
In addition, the employees impacted by quiet quitting felt as if they were underappreciated. Conversely, the “resenteeism” era is highlighting the workers who are leaning towards low productivity due to resentment that they have for their various jobs.
‘Resenteeism’ Is Apparently For Employees That Are Not Ready To Resign
The “resenteeism” era also differs from the “quiet quitting” era since these impacted employees are not ready to leave their respective positions. They realize that they do not have any other choice but to retain their current jobs.
In most cases, the need to stay in their current position is due to financial responsibilities and other related obligations. Either way, they are simply not ready to leave their positions – which is why they opt to just remain resentfully employed.
District Manager Claims Employees ‘Feel Trapped In A Job They Do Not Want’
Insperity District Manager Jennifer Libby from Kansas City, Missouri opened up about resenteeism in a recent interview. Libby explained that employees start to resent their employer over time “because they feel trapped in a job they do not want.”
Libby further expressed that employees essentially stay in role that they find unsatisfying for two primary reasons. The first reason is that they do not believe they could find a better opportunity elsewhere. The second reason is that they have already tried to look elsewhere for a better opportunity but failed to do so.
Furniture Company Manager Claims ‘There’s Also A Quality Of Life To Consider’
Dominic, a 46-year-old senior manager of a Georgia furniture company. He opened up about his daily routine and the resentment associated with his job that led to his overall lack of engagement on the clock.
He stated that “there’s also a quality of life to consider” regarding why he has not resigned from his position. He admitted that he does not like his job, but he is only “15 minutes from home” and is able to spend Sundays with his family “at church and watching sports.”
Employers Can Combat ‘Resenteeism’ By Determining Root Cause Of Anger
According to Psychology Today, employers are able to take the steps necessary to address and perhaps eliminate the resentment of their employees. For instance, they must first work hard to determine the exact root cause of the employee’s anger and resentment.
One report claims that employees may feel neglected or cheated by their employer. These employees may misread comments or misinterpret mannerisms of their employers, assuming that they are missing the mark and not valued as employees.
Employers Should Actively Listen To Employee Concerns, Suggestions
Making sure that employees felt heard and listened to is another effective way for employers to address the “resenteeism” era. According to Psychology Today, employers must actively listen to their concerns and suggestions.
Employees are more likely to hold onto grudges when they feel ignored or neglected. If an employer makes their employee feel valued and validated, they will increase their chances of drastically reducing any resentment that may be felt.
Study Shows Lack of Advancement Opportunities Leads To Resignations
A 2018 study conducted by research and advisory firm Gartner focused on the various reasons why employees decide to leave an organization. The study determined that a lack of advancement opportunities within an organization played a key role in the average employee’s decision to resign.
Companies are reportedly able to reduce the costs and expenses associated with employee turnover by increasing job satisfaction and internal advancement opportunities. Studies have shown that this must be offered to employees from all ranks within the company.
Top Companies Develop Talent Marketplaces, Online Portals To Boost Retention
Top companies are able to reportedly keep their top performers today by creating talent marketplaces and online portals that allow employees to stay up-to-date on advancement opportunities. For instance, employees are able to see current openings, understand the organizational structure, and read job descriptions.
These tech tools have allowed employees to plan out their overall career trajectory. These tools are also able to provide organizational transparency to foster both inclusion and diversity.
Pandemic Created ‘More Appreciation For The Total Person As An Employee’
Gartner Industrial-Organizational Psychologist Rich Cober stated that a company must “give great workers the space to work in other areas.” Doing so will allow them to create “an ecosystem of development,” according to Cober.
Cober also stated that “the pandemic has created a moment where there’s much more appreciation for the total person as an employee.” He added that if they care of the employees and their families, the employees “will perform better and be more engaged.”
Reducing Stress Can Play A Key Role In Employee Satisfaction
Within the United States, one study shows that 50% of employees reported feeling stressed daily by their jobs and employers. Over 40% admitted that they were worried and over 20% were admittedly sad.
Quite a few psychological studies have shown that employers that focus on stress management techniques and encouraging self-care among their employees are more likely to boost employee morale. Doing so will also help them to effectively fight against the trends of “resenteeism” and “quiet quitting.”
Employers Are Seven Times More Likely To Keep ‘Happy’ Employees
Keeping an employee happy is essential – especially when analyzing the overall staff as a single unit. One study shows that a happy staff is seven times more likely to stay with an employer than an unhappy staff.
It is impossible to make sure that every single employee is happy, especially within a large team or crowded staff. However, every effort counts and could create a ripple effect of positivity within the organization.
Lack Of Transparency Within A Company Is An Effective Way To Boost Resentment
A lack of transparency within any company can easily lead to a boost in employee resentment. When information is only shared with a select group of employees, this will organically create envy and jealousy among the other employees that were not included in the loop.
The same applies when decisions are made without consulting with the employees or at least taking the steps necessary to involve them in the discussion. Through being transparent with employees, an employer is able to prove they are willing to involve employees in important processes and decisions – which will make them feel valued and appreciated within the workplace.
Good Conversations With Employees Is ‘The Holy Grail Of Performance Management’
Cober stated that “really good conversations” with employees is “the holy grail of performance management” for leaders. According to Cober, this requires manager to frequently offer honest assessments.
In addition, this requires leaders to actively listen when their employees explain their specific needs. Even though “mental health used to be taboo,” Cober claims that “companies now want an open dialogue about the support people need.”
The Lasting Impact Of ‘The Great Resignation’ Still Affects U.S. Economy
It is clear that the “Great Resignation” of 2021 still has a lasting impact with the U.S. economy and workforce as a whole. This era led to massive groups of employees throughout the country voluntarily resigning from their respective jobs.
Increasing cost of living expenses, wage stagnation, insufficient benefits, and inflexible remote-work policies were some of the main reasons why so many people decided to resign. However, it is clear that many of those that decided to stay employed have either decided to give “quiet quitting” or “resenteeism” a try as a result of that monumental shift in workplace behavior.
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