What is Resenteeism?
“Resenteeism” is a newly coined term that refers to the act of staying in a job while experiencing deep dissatisfaction or resentment towards it.
The reasons can be job insecurity, lack of adequate pay, and challenging working conditions, all leading to grief and fretting.
This resentment can also include extreme discontent towards one’s job, workplace, colleagues, and the organization.
It is a troubling trend in the workplace that has negative consequences for both recruiters and candidates involved.
Is Reesenteeism the Same as Presenteeism?
Presenteeism is a term used to describe a situation when a candidate is physically present at work but is highly unproductive.
This can happen due to many factors, such as physical or emotional health issues or external distractions.
On the other hand, resenteeism is a trend where candidates remain in their jobs despite feeling unhappy and resentful towards their workplace.
This can be really damaging to staff morale and workplace culture, and it’s often difficult to detect as employees who experience resenteeism may still maintain satisfactory levels of productivity yet complain about everything internally.
While presenteeism is more passive, resenteeism is an active expression of frustration and feeling trapped, making it potentially much more harmful for the organization.
Causes of Resenteeism in the Workplace
Several factors have contributed to the rise of this new workplace trend. Some of them are as follows :
- The rising cost of living and concerns about an upcoming recession may be responsible for these fears.
- Global layoffs are at an all-time high, posing a threat to job security for all employees.
- The “quiet quitting” and “the great resignation” has intensified negative feelings among employees globally.
- Lack of opportunities for promotion or career growth over a long period.
- Significant disparities in compensation for employees who hold the same job title or perform similar duties.
- Quiet Quitting vs. Quiet Firing: Which One Should Employers Embrace?
How Can Recruiters Spot Resenteeism?
Here are a few signs to look out for:
Change in Attitude or Behavior: Resenteeism may cause employees to exhibit different behavior or attitude toward their work or teammates. This may lead to miscommunication and negative behavior.
Lack of Enthusiasm: Employees experiencing resenteeism may lose their passion and excitement for their job. The person may no longer be interested in tasks or projects or may not actively participate in discussions or meetings.
Emotional Disengagement: It can lead to emotional detachment, where employees no longer feel emotionally invested in their job or organization, causing them to feel less motivated.
A Decline in Work Quality: It may also result in a decline in the quality of work employees produce and an increase in the number of missed deadlines.
How Can Recruiters Steer Clear of Resenteeism?
1. Build a Positive Culture at Work
According to a report, toxic workplace cultures cost U.S. employers an estimated $223 billion between 2014 and 2019. That makes it something you simply can’t compromise with.
Companies should prioritize employee engagement, transparency, and workplace satisfaction to address this. Resenteeism can also be combated by ensuring senior leadership has an open-door policy and communicates the work values appropriately.
Diversity and inclusion (DEI) efforts should also be a focus, as diverse executive teams are attractive to candidates and employees.
2. Keep Employees Updated With Regular Check-Ins
Regularly scheduling meetings between supervisors and team members is crucial to ensure smooth operations in any organization.
As remote work has become more prevalent, it is even more important to have regular 1on1s to ensure employees don’t feel disconnected from their flow.
These meetings can also be an opportunity to remind the workforce of business objectives, review policies and procedures, and tie company goals to performance metrics.
Ensure that goals are achievable and employees know how they will be held accountable.
3. Conduct Both Exit and Stay Interviews
Exit interviews effectively identify and address problems, improve workplace culture, and reduce turnover.
Typically conducted before the employees’ last day, exit interviews can provide valuable feedback on why they are leaving and how to improve retention.
On the other hand, stay interviews are conducted with high-performing, long-term employees to gauge their satisfaction with their job and the organization.
These interviews aim to address concerns and retain top talent. Stay interviews ask questions about what makes the employee continue, how improvements can be made, and their career aspirations.
4. Make It Easy for Your Employees to Voice Their Concerns
To create a safe and respectful workplace, it’s important for employees to have multiple channels to report issues and concerns.
Employees who don’t feel comfortable speaking with their direct supervisor or the issue involves their manager should have alternative avenues to turn to.
These can include a human resources representative, another manager, a hotline number, or an intranet reporting mechanism.
Having a reporting policy in place that encourages employees to report harassment, discrimination, or bullying immediately is also essential.
This policy should clearly state that employees will not face retaliation for reporting such incidents.
5. Encourage Holidays
Regular breaks from work are essential for maintaining good mental and physical health.
Employees who don’t take the time to step away from work may experience burnout, stress, and decreased productivity.
Encouraging employees to take leaves and time off can help prevent these adverse outcomes and increase overall job satisfaction.
Discuss the benefits of time off and how it can improve their well-being and work performance.
Make sure that your team knows how to request time off and that the process is transparent and accessible.
6. Set Clear Expectations
Unclear expectations can lead to employees quitting or becoming resentful, quite naturally. So it is crucial to establish well-defined expectations which extend beyond project deadlines.
Employees must understand what recruiters expect from them and their specific job duties. This makes reviewing policies, procedures, and job descriptions even more necessary.
Clear performance standards must be established, backed with metrics and realistic objectives.
If expectations have been established and an employee is not meeting them, it is critical to communicate with them as soon as possible.
7. Develop a Program to Recognize and Reward Your Employees
On a positive note, many employees have worked diligently during the years of uncertainty, contributing towards your growth and improvement.
Don’t forget to recognize and reward those soldiers who stick by the company and exceed performance goals.
Even saying “thank you” or recognizing their accomplishments during a meeting can make a big difference.
For more formal programs, set clear guidelines, performance indicators, and award types so employees understand the criteria and can set their goals accordingly.
New trends in the corporate world may keep emerging, but you can rest assured that we’ve got your back as you navigate the ever-evolving recruitment landscape.
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