Resenteeism: New workplace trend fueled by job dissatisfaction

There’s a new term in the human resources world: resenteeism. It’s a trend characterised by employees staying in jobs they find unsatisfying due to concerns over job security or limited alternatives.

Resenteeism poses a significant obstacle to maintaining a motivated and productive workforce.

Resenteeism explained

Rotacloud, the software company that first coined the term ‘resenteeism’, identified several societal changes and labour market shifts that led to the emergence of this trend:

Money worries:

When fears of another recession and soaring living costs are looming, employees might think twice before taking the plunge into the job market.

After all, uncertainty about paying the bills can make anyone nervous.

Great resignation and quiet quitting:

These trends haven’t done any favours for workplace morale.

Workers who’ve stuck with their jobs while others have moved on may feel undervalued, unfairly treated, or even forgotten.

The shadow of Covid:

We’ve also had to deal with the ongoing challenges and uncertainties of the Covid-19 pandemic, which certainly haven’t made things any easier.

These factors have come together like a perfect storm, giving rise to resenteeism. Now, business leaders must address them to keep their workforce motivated and productive.

The consequences of resenteeism extend beyond individual dissatisfaction, as Rotacloud explains.

Low staff morale

Affected employees are unlikely to voice their discontent to their managers, choosing instead to speak to colleagues and peers, who they hope will share their point of view.

This can erode staff morale, ultimately hindering overall business performance.

There are many ways to help employees feel secure and fulfilled at work, including fostering a culture of positivity, demonstrating empathy and appreciation and creating an environment where open communication is encouraged, and everyone’s voice is valued.

Rewarding staff for their efforts and celebrating their successes can go a long way, and leaders should always encourage breaks when pressure mounts at work.

Offering professional development opportunities can help make people feel supported.

From training courses and mentorship programmes to job shadowing, development resources should be accessible to all employees.

Advantages of hybrid working

In addition to these strategies, business leaders can prioritise the employee experience by emphasising the advantages of hybrid working.

The latest research from IWG demonstrates that hybrid workers who divide their time between local flex spaces, home and central offices are healthier, happier and more engaged in their work.

By offering employees the flexibility to work where and when they perform best, business leaders can create a more positive work environment that minimises resentment and fosters a more motivated workforce.

IWG’s white paper highlights the health and well-being benefits of hybrid work, including:

1. Increased sleep: Working closer to home allows employees to gain up to 71 hours of extra sleep per year.
2. Improved nutrition: With more time, 70% of surveyed hybrid workers can now create nutritious meals daily.
3. More exercise: Hybrid workers now average 4.7 hours per week, up from 3.4 hours pre-pandemic.

Hybrid work a win-win

As world-renowned healthcare professional Dr Sara Kayat states, this forms the “bedrock of a healthy lifestyle”.

By adopting hybrid working models, employers can facilitate improved employee health, which can help address the resentment underlying resenteeism.

The takeaway?

By embracing hybrid, business leaders can cultivate a dynamic work culture that fosters collaboration, innovation and job satisfaction, effectively combating resenteeism.

Mark Dixon is International Workplace Group founder and CEO.