Consider this scenario — an employee shows up to work every day, completes tasks, and stays within the bounds of their role. Yet beneath the surface, they’re deeply unhappy, feeling stuck and resentful. This isn’t burnout, nor is it outright disengagement. It’s resenteeism. And it’s a trend quietly reshaping workplaces today.
This workplace issue can eat away at team morale, erode workplace culture, and limit overall productivity. Spotting and managing resenteeism is important for preserving organizational health and employee wellbeing.
Let’s discuss how.
Contents
What is resenteeism?
The cost of resenteeism
Why does resenteeism happen?
5 signs of resenteeism HR should look for
HR checklist: Resenteeism risk assessment
Resenteeism vs. presenteeism vs. quiet quitting
HR’s step-by-step resenteeism action plan
What is resenteeism?
Resenteeism is a workplace phenomenon where employees remain in their jobs even if they feel dissatisfied or disengaged. It often stems from job dissatisfaction, unhappiness with management practices, or career stagnation. Even though disengaged employees still show up for work, they are mentally withdrawn from their positions.
The statistics are worrying: 47% of Gen Z workers feel they are “coasting” at work, compared to 40% who feel they are “thriving” (40%). Despite their resenteeism, however, affected employees remain for various reasons:
- Financial constraints: The rising cost of living, alongside prevalent job market uncertainties, compel employees to stay.
- Lack of alternatives: Limited career options outside current employment and fear of layoffs often prevent employees from quitting.
- Workplace inflexibility: Rigid workplace policies, such as the absence of remote work options, can exacerbate resentment.
Resenteeism can negatively impact organizations on a larger scale. Disgruntled employees can spread gloom in the workplace, hampering teamwork and creating a toxic environment. They are also less productive and efficient. Additionally, unchecked resenteeism can increase absenteeism and, eventually, turnover, causing avoidable strain on company resources.
HR plays a key role in identifying and mitigating resenteeism. Spotting early signs, scheduling regular check-ins, adjusting workplace policies, and investing in employee recognition and development can help re-engage resentful employees.
The cost of resenteeism
Resenteeism typically involves disengagement, lower productivity, and higher turnover. According to Gallup, low employee engagement costs the global economy $8.9 trillion annually, equivalent to 9% of global GDP. Additionally, 62% of the world’s workforce is not engaged, with 15% actively disengaged.
This impacts business outcomes, as disengaged employees are 18% less productive than their engaged peers and contribute to 15% lower profitability for their organizations. Disengagement also significantly increases employee turnover, with replacement costs ranging from 50% to 250% of an employee’s annual salary, depending on the role.
Take, for instance, a company with 500 employees who have an average annual salary of $60,000. If 15% of the workforce (75 employees) are actively disengaged due to resenteeism and each disengaged employee costs the company 34% of their salary in lost productivity, the organization loses approximately $1.53 million each year.
By quantifying the hidden costs of resenteeism, you can justify the cost of boosting employee morale and development to prevent disengagement and turnover.
Why does resenteeism happen?
Resenteeism occurs for a number of reasons — below are some common ones:
- Lack of career growth: Unused skills or undeveloped potential can frustrate employees. They may feel undervalued because the company does not recognize their potential, which also hinders career advancement.
- Poor management: Lack of leadership support, a toxic work culture, or unfair treatment can cause resentment. Persistent office politics erode the trust employees have in their managers and leadership, leading to resenteeism.
- Work overload or burnout: Chronic stress and unrealistic expectations resulting from excessive workloads can cause burnout. This lack of a healthy work-life balance often leads to reduced motivation and job satisfaction.
- Unmet expectations: A mismatch between employee expectations and the reality of their job can cause resentment. If a company doesn’t deliver on the promises made during the hiring process, employees can quickly become resentful.
- Lack of recognition: Undervalued employees are prone to resentment. Managers’ failure to acknowledge staff who consistently exceed job expectations can demotivate and demoralize themAls.
Learn how to spot, handle, and prevent resenteeism
To handle resenteeism before it escalates and prevent it from reoccurring, you must develop the necessary skills to spot its telltale signs as early as possible.
✅ Create and sustain a healthy organizational culture that keeps resenteeism at bay
✅ Ensure a positive talent experience throughout the entire employee lifecycle
✅ Consistently and correctly identify and minimize flight risk to retain crucial talent
✅ Master modern internal mobility practices to help engage and retain top talent
🎓 Future-proof your HR function with a flexible, online Talent Management and Succession Planning Certificate Program.
5 signs of resenteeism HR should look for
Here are five telltale signs of resenteeism you should watch out for so you can step in as soon as possible to address the underlying issues:
Sign #1: Negative attitude and increased complaints
An employee starts making negative comments or complaining more frequently, especially about small matters that previously didn’t bother them. They may also start engaging in passive-aggressive behavior.
Possible explanation: Frustrated, abused, or silenced employees tend to express their unhappiness by constantly complaining, provoking colleagues or management, or resorting to doing something destructive while trying not to get caught. For instance, they may conveniently ‘forget’ to complete a task, resulting in a project being delayed.
Sign #2: Frequent absenteeism or lack of enthusiasm
Colleagues and managers start noticing repeated absenteeism for extended periods (typically on Mondays or Fridays), frequent and long breaks, or a general lack of energy and enthusiasm at work from an employee.
Possible explanation: Unaddressed employee grievance can result in emotional fatigue and a tendency to stay away from the workplace. Affected employees may call in sick more often, arrive late, leave early, or appear physically present but mentally absent.
Sign #3: Decreased productivity
An employee shows a noticeable decline in work quality, starts missing deadlines, or fails to meet performance expectations despite being physically present at work and able to perform their professional duties.
Possible explanation: Resentment can negatively impact employee motivation. Employees may intentionally ignore deadlines, worsen the quality of their work, or simply do the bare minimum to avoid dismissal. This may be an indicator of “quiet quitting,” which involves putting in time and effort only when absolutely necessary.
Sign #4: Avoiding collaboration and team activities
An employee begins withdrawing from team meetings, avoiding collaboration in the workplace, or showing a general lack of interest in team-building activities. They may also lessen their social interactions with their colleagues and managers.
Possible explanation: Resentment can create feelings of isolation and distrust. Affected employees may avoid coworkers to minimize emotional pain or complain about their team or management. This also involves disengagement, which inevitably disrupts team cohesion and overall productivity.
Sign #5: Lack of initiative or refusal to take on new responsibilities
An employee shows a lack of initiative and a noticeable reluctance to participate in new projects. They may stop proposing new ideas and start making excuses not to take on additional work or even directly refuse to do so.
Possible explanation: Resentment can kill enthusiasm. If employees’ efforts go unnoticed, they will likely feel unimportant in the company’s eyes and see no point in taking the initiative. They may also feel that taking on more work will only lead to further exploitation and, as such, stop doing anything beyond their essential duties.
HR checklist: Resenteeism risk assessment
Is your organization at risk of resenteeism? This checklist is designed to help HR professionals proactively assess the potential for resenteeism within their organization. Answer honestly to gain a better understanding of your current risk level.
Employee engagement and satisfaction
- ✔ Are employee engagement survey scores consistently low or showing a downward trend?
- ✔ Based on recent surveys, is there a high percentage of employees identified as “disengaged” or “actively disengaged”?
- ✔ Is there a noticeable lack of enthusiasm or passion among employees during meetings or team activities?
- ✔ Do informal conversations or feedback suggest widespread dissatisfaction with aspects of their work or workplace?
- ✔ Do exit interview responses frequently cite reasons related to lack of growth, poor management, or unmet expectations?
Workplace culture and management
- ✔ Is there a perception of unfair treatment or favoritism within the organization?
- ✔Are managers perceived as unsupportive, inaccessible, or ineffective in addressing employee concerns?
- ✔ Is there a lack of transparency in decision-making processes?
- ✔ Is a blame culture more prevalent than a culture of learning and growth?
- ✔ Are there frequent complaints about workload, unrealistic deadlines, or lack of work-life balance?
Growth and recognition
- ✔ Are there limited opportunities for career advancement or skills development within the company?
- ✔ Do employees express feeling “stuck” in their current roles?
- ✔ Is there a lack of a formal or informal system for recognizing and rewarding employee contributions?
- ✔ Do employees feel their hard work and achievements go unnoticed?
Employee behavior and performance
- ✔ Has there been an increase in negativity, cynicism, or passive-aggressive behavior among employees?
- ✔ Is there a higher rate of absenteeism or presenteeism compared to previous periods?
- ✔ Has overall productivity declined, even if employees are physically present?
- ✔ Are employees hesitant to take on new responsibilities or show initiative?
- ✔ Is there a noticeable avoidance of collaboration or disengagement from team projects?
Check your scores
- Mostly “yes” answers: This indicates a high risk of resenteeism within your organization. Immediate attention and action are likely needed.
- Several “yes” answers: This suggests a moderate risk of resenteeism. Further investigation and proactive measures are recommended.
- Mostly “no” answers: This implies a lower risk of resenteeism, but continuous monitoring and preventative strategies are still important.
Next steps
If you’ve identified a moderate to high risk, consider implementing the step-by-step resenteeism action plan detailed later in the article.
Resenteeism vs. presenteeism vs. quiet quitting
Definition
Staying in a job while feeling resentful and disengaged.
Showing up to work physically but feeling unwell, distracted, or mentally checked out.
Doing the bare minimum without taking on extra responsibilities.
Attitude
Negative, frustrated, or passive-aggressive.
Physically present but mentally or emotionally distant.
Neutral or indifferent, meeting only on basic job requirements.
Work performance
Declining productivity due to dissatisfaction and resentment.
Subpar performance due to illness, stress, or burnout.
Consistent but minimal effort, avoiding additional tasks.
Impact on team
Low morale, increased tension, and potential spread of negativity.
Can burden colleagues who must compensate for poor performance.
Creates an imbalance if others must assume more than their share of responsibilities.
Reasons for behavior
Lack of recognition, poor leadership, unmet expectations, or burnout.
Health or personal issues, fear of job loss, or pressure to take on excessive workloads.
Disengagement, lack of opportunities, unclear expectations, or poor work-life balance.
HR’s step-by-step resenteeism action plan
This action plan for HR details steps to handle and prevent resenteeism at your organization.
Steps to handle resenteeism
Step 1: Spot the warning signs
HR should teach managers to detect even the most subtle signs of resenteeism. They must look out for employees who excessively complain, withdraw from company events, or exhibit sudden behavioral changes.
They should also look out for employees who are frequently absent or late or have suddenly become less productive. Use employee pulse surveys and exit surveys to identify trends and potential problems before they escalate.
Step 2: Facilitate a private, open conversation
Schedule a private one-on-one meeting with the affected employee. Explain that you’re there to listen to their concerns and give them the support they need. Encourage employees to share their experiences and thoughts by asking open-ended questions.
Be sure not to interrupt them while speaking so they don’t become withdrawn or defensive. Additionally, remember to document the conversation, including employee concerns and relevant action items.
Step 3: Identify the root cause
Dig deeper into the reason for the employee’s resentment. Is it hampered career growth, poor management, unmet expectations, or lack of recognition? Or is the employee suffering from a heavy workload or job insecurity?
Look for patterns and common reasons across multiple employee conversations. This will help you identify systemic issues that may be contributing to resenteeism within the organization, so you can deal with them at the root.
Step 4: Collaborate closely and follow up consistently
Collaboration is important for the employee to feel heard, as it gives them some control of the situation. Find out what they would like to change about their current situation in order to increase employee wellbeing and productivity.
Throughout the process, work closely with the employees to resolve their issues and create an action plan outlining specific steps and timelines. Schedule regular check-ins to monitor progress and provide ongoing support. Adjust plans as needed based on employee feedback and progress, and keep communication lines open.
Step 5: Take further action if things don’t improve
If an employee’s resentment persists or escalates, it may be time to involve senior leaders. You can also consider engaging external experts if your company’s budget and policies allow for it or if the employee’s resentment or termination would affect business operations significantly.
Addressing the situation at this stage may include intervention, counseling, or performance improvement plans (PIPs). You can also consider alternative solutions like training or job reassignment, but if none of these solutions work out, it may be best to let go of the employee.
Steps to prevent resenteeism
Step 1: Set clear expectations and goals
Make sure you communicate job roles, responsibilities, and performance expectations transparently to employees during the process of hiring and onboarding. Explain to them how their work relates to the organization’s general objectives.
At the same time, collaborate with employees to set measurable and achievable goals and provide them with regular feedback to help them stay on track.
Step 2: Build a culture of feedback
Provide ways for employees to submit feedback, such as surveys, suggestion boxes, and regular meetings. When distributing surveys, be sure to guarantee the respondents’ anonymity. Additionally, foster a culture where they feel comfortable giving feedback on any topic.
You should also instruct leaders to offer constructive feedback that is direct, timely, and constructive. Model a work environment of continuous improvement and freedom of speech without fear of retaliation.
Step 3: Support career development
Provide the necessary tools and support to allow workers to improve their abilities and seek career growth. You can offer training programs, mentorship opportunities, and internal mobility options that help employees upskill themselves and potentially take on more projects or move into new roles.
At the same time, be sure to invite them to actively participate in developing customized career plans that align with their professional goals and the company’s strategic objectives. This will motivate them to perform well and drive their own growth.
Step 4: Recognize and reward employees fairly
The company should pay employees based on their skills and experience, aligning with industry standards. This helps ensure they receive sufficient, equitable compensation. Also, regularly review salaries to help your company remain competitive and attract skilled industry personnel.
Recognizing and rewarding top performers shows employees appreciation for their contributions to the company. These rewards can be tangible (e.g., a performance bonus or a gift voucher) or intangible (e.g., public recognition).
Step 5: Promote work-life balance
Provide flexible work arrangements, such as a budget for a home office, a hybrid work schedule, and generous vacation policies. Advocate for employees to take the leave they’re entitled to and disconnect from work outside working hours.
You can also consider developing and implementing programs to support employees’ physical wellbeing, such as stress management workshops and fitness initiatives.
Step 6: Train managers to lead with empathy
Educate managers on empathy, active listening, and solving conflicts as part of a training module. Additionally, remind leaders that their actions shape team morale, and they must treat all employees fairly and respectfully.
Invest in training programs for management and leadership to help them establish strong connections with employees and create a conducive work environment. They must also maintain healthy morale and good working relationships with employees.
To sum up
Unaddressed employee resenteeism leads to productivity losses, a hostile work environment, and costs. To proactively address such a situation before it escalates, watch for telltale signs of resenteeism, act quickly to find out the underlying reason for the problem, and step in to deal with the issue as soon as you can.
Open and honest discussions, targeted remedies, and regular monitoring are essential to handling and preventing resenteeism. You should also implement a two-way feedback system, provide career growth opportunities, and help foster a company culture that supports a healthy work-life balance. This not only helps employees but also supports long-term business success.
