What is Resentmentism?

Resentism (""displeasure"" plus ""absenteeism"") describes what happens when an employee  is unhappy with their role  but still stays with the company. These employees are angry with their job and are often not afraid to express their dissatisfaction. However, they do not feel they can leave due to financial insecurity or a lack of options in the job market.

What is the difference between resentment and silent abandonment?

A common response to stress and burnout,  quitting quietly  occurs when an employee keeps their job but only puts in the necessary time, energy, and effort. Essentially, they put off additional responsibilities and avoid putting in the extra effort to achieve a better  work-life balance  . Quitting quietly can lead to resentment – ​​and more overt dissatisfaction as well.

What does workplace dissatisfaction look like?

Resentment can begin as indifference and gradually become worse or more obvious. Resentful employees often display recognizable signs that managers should pay attention to, such as:

• Negative attitudes toward feedback, work, or the workplace in general
• Lack of emotional investment and  motivation
• a drop in productivity or quality of work
• avoidance of social events
• Disinterest in team's success
• Increased absenteeism  , lateness, and leave  from work

What May Contribute to Employee Dissatisfaction?

Employees may feel trapped in a job they don't want for a variety of reasons, which may be within or outside the employer's control. Common reasons for employee dissatisfaction include:

• Economic downturn:  It is not possible for everyone to change jobs all the time, especially in times of widespread economic difficulty when the future is less certain.
• Lack of recognition:  Employees feel undervalued and their efforts are not appreciated, no matter how much effort they put into their work.
• Lack of motivation:  From poor remuneration  to poor  performance management, key workplace structures can contribute to this workplace trend.
• Manager-employee disconnect:  Poor or little guidance and communication between employees and leadership   can lead to low trust and employee engagement .
• Low growth potential:  Employees may feel frustrated and dissatisfied in their careers due to limited career advancement opportunities.
• Workplace frustration:  Persistent frustration at the workplace may be interpersonal, policy-related, or situational.

If you think dissatisfaction is growing in your workplace, the first step is to understand the problem.  Survey your employees  . Even if you think you know the problem, gathering feedback ensures you aren’t missing a crucial piece of the puzzle.

The Negative Effects of Dissatisfaction for Employers

This type of workplace negativity can be contagious if left unaddressed. Resentful employees usually don't keep quiet about their feelings about their jobs and this  can lead to a toxic work culture  . Additionally, resentment can lead to the following:

• Decreased employee engagement
•  Increased turnover rates
• Unbalanced team dynamics
• Poor quality of work

Dissatisfaction can also affect the end result of your business. If many of your employees can't work together or produce high-quality work, this affects your company's financial health — as do the  costs associated with high turnover. Plus, dissatisfied employees are often the harshest online critics. Dissatisfaction   can lead  to negative reviews on websites like Glassdoor and Indeed , which could turn future job seekers away from your company.

How to avoid and resolve dissatisfaction at work

Preventing resentment is crucial to promoting a healthy, happy, and productive workplace. The most important thing is to know the signs of resentment, so you can recognize them in your employees quickly. Then, you can create a strategy that addresses common pain points. For example, here are some ways to reduce resentment in your organization:

Train your managers

Teach your managers  how to become  more effective leaders — they directly impact the level of job satisfaction and engagement at your company. Your leadership team must be able to recognize problematic attitudes and behaviors before they turn into widespread issues and know how to address them promptly and professionally.

Enhance your performance management strategy

Does your company  prioritize performance management  ? Create a strategy that includes more frequent check-ins than the annual employee review, celebrates accomplishments and provides clear paths for advancement. Individual feedback sessions and career plans help ensure that each person knows how valuable they are to your company's mission, vision and goals.

Create a culture of open communication

 Promote  transparency in the workplace between your employees and managers. Employees should be able to express their thoughts, ideas, and feelings without worrying about repercussions, and they should feel confident that you can find solutions together when problems arise. Also, managers should feel comfortable giving feedback and know how to give it in a thoughtful way.

Increase employee autonomy

If possible, try to increase the level of autonomy employees have in your company.  Empowering your employees  to take ownership of their role, where they can, will help them feel more in control of their circumstances and be more engaged at work.

Encourage Healthy Workplace Behaviors

Work-life balance is important for everyone at your company  and helps prevent burnout. Encourage your employees to use their PTO or flexible work arrangements, set boundaries when working remotely, and adopt other healthy practices.