It started in 2021 with the Great Resignation, when 47 million people quit their jobs. In the wake of such an exodus, many organizations faced unprecedented labor shortages that strained the employees who remained. As a result, burnout ran rampant throughout organizations, leading to some employees’ motivation atrophying and the eventual coining of the term “quiet quitting,” when employees discreetly do the bare minimum at their job instead of going the extra mile to grow professionally. Though it’s not a new idea, the proliferation of unmotivated employees in the workforce was widespread enough that the concept of quiet quitting became a hot HR topic.
On the heels of quiet quitting has come “resenteeism.” Employees experiencing resenteeism will reluctantly stay at jobs they’re unhappy with because of concerns regarding job security in a potential recession or a lack of better options in a workforce plagued by layoffs. What separates resenteeism from quiet quitting is that employees experiencing resenteeism don’t try to hide their dissatisfaction. This is a major problem because resenteeism can spread among workers and flatline morale and productivity. One strategy to keep resenteeism at bay is to invest in employees and support their development.
The Roots of Resenteeism
The rise of resenteeism is rooted in uncertainty. The shaky economy has left many workers scared to pursue other options because the possibility of not having a job is much worse than slogging through a job they’re unsatisfied with.
Those experiencing resenteeism may flagrantly display their dissatisfaction among fellow employees but rarely share their concerns with their managers. Because many employees experiencing resenteeism already feel undervalued or forgotten by their employers, they’re unwilling to voice their concerns to those who may have the power to change their circumstances. So how can leaders spot resenteeism? Here are a few signs to watch for:
- Attitude or behavioral changes
- A decline in enthusiasm
- Waning emotional investment in the job
- A reduction in the caliber of work
Detecting disengaged employees is the first step to fighting resenteeism. The next step? Introduce personalized professional coaching.
Digital Coaching as the Antidote for Resenteeism
Workers experiencing resenteeism feel trapped in their roles, but digital coaching can address those feelings through upskilling and professional development. People typically crave meaningful feedback and fulfillment in their jobs. Coaching helps organizations offer both and is a significant indicator that an employer is dedicated to its employees’ growth and well-being. Other ways coaching can combat resenteeism include:
- Improving employee engagement. According to recent Gallup research, only 21% of Americans are engaged at work. Coaching sessions can help employees identify motivating work goals and ultimately reengage individuals in their role. Coaching also ensures these goals align with organizational goals, enhancing the contribution of one’s individual work to a greater sense of purpose within the organization.
- Improving employee well-being. Coaching can help employees overcome obstacles at work by cultivating soft skills like resilience, emotional regulation, and conflict management. A coach can help coachees explore their skill set and address any areas of improvement through activities like role-playing. A coach may role-play a scenario about a challenge employees face in the workplace and then ask questions to spur self-reflection on performance and ways to improve. When employees are empowered at work with the tools for success, their work well-being will improve, and they’ll be happier in their jobs.
- Improving company loyalty. Employees who believe their company is committed to them are more likely to remain committed to their company. Committed employees will put in the effort needed to succeed within their positions and feel more fulfilled at work.
- Preventing burnout. Because coaching offers insights into coachees’ outlooks and attitudes, coaches can help them determine if they’re nearing burnout and proactively support them, reinvigorate their work motivation, and defeat resenteeism. A coach can help employees identify the coping and communication skills they already have and develop them further so they’re equipped to battle burnout.
Because employees experiencing resenteeism are outwardly unhappy with their jobs, the biggest danger is that resenteeism will spread to more employees. However, personalized coaching can support every employee’s unique needs and enable them to thrive in their role, stopping resenteeism in its tracks.
Laurel McKenzie is Senior Behavioral Scientist and Team Lead at CoachHub, a digital platform for professional coaching. She has 8+ years of specialized experience in cognitive performance, coaching, and applications of psychological principles that enhance employee performance and leadership development. She holds an MA in clinical and counseling psychology from William Paterson University and is currently a PhD student in industrial/organizational psychology at Liberty University. She also excels at discovering ways to use her knowledge and experience to improve human performance and contribute to high-level business goals by producing human-centric insights for stakeholders and their employee population.