Why ‘resenteeism’ is a slow poison

Are you feeling stuck in an awful job? Do you think your career growth is limited? Are you bogged down by your office workload? Chances are that you may be experiencing ‘resenteeism’.

“Resenteeism” is a new term that has become popular in the realm of work. Introduced by RotaCloud, a provider of staff management software, the term is used to describe the feeling of resentment and dissatisfaction that can arise when one is trapped in a job one dislikes. That is, when one feels one can’t leave due to financial or other constraints.

Resenteeism can have a significant negative impact on an employees’ mental and emotional well-being, as well as their job performance. It can lead to stress, burnout and decreased productivity, which can ultimately exacerbate the situation and make the employees feel even more trapped.

“First, an unsatisfactory job can lead to a negative mindset, which impedes the ability to contribute and learn, thereby hindering growth opportunities.”

Pankaj Lochan, ex-CHRO, Jindal Steel & Power

Pankaj Lochan, ex-CHRO, Jindal Steel & Power, says, “First, an unsatisfactory job can lead to a negative mindset, which impedes the ability to contribute and learn, thereby hindering growth opportunities. Second, when employees are stuck in a job they do not enjoy, they may not reach their full potential, which affects their contributions to the organisation. This can occur if they are forced to stay in the job due to certain circumstances or lack the necessary skills to advance.”

Lochan also rightly points out that during the first five to seven years of an employee’s career, when learning and growth are crucial, even a poor boss can hinder progress.

What are the signs?

Decreased productivity: When employees are resentful and unhappy at work, they are less likely to be productive and engaged in their work. This can lead to lower quality of work, missed deadlines and decreased efficiency.

Frequent mistakes and accidents: Resenteeism can lead to a lack of focus and attention to detail, which can result in more mistakes and accidents on the job. This can be particularly dangerous in jobs that involve operation of heavy machinery or working in hazardous environments.

“It is important to observe employee behaviour, such as whether they are actively communicating and volunteering for tasks or staying under the radar,”

Amit Sharma, CHRO, Volvo

Reduced morale: One employee’s resentfulness and unhappiness at work can also affect the morale of coworkers. This can create a negative work environment that can be toxic and demoralising for everyone.

Higher turnover: Employees who are resentful and unhappy are more likely to leave their jobs, which can result in higher turnover rates and more expenditure in replacing employees. This can also lead to a loss of institutional knowledge and experience, which can be difficult to replace.

According to Amit Sharma, CHRO, Volvo, identifying the signs of ‘resenteeism’ can be challenging because it can be difficult to distinguish between those who consistently underperform and those who have started to disengage.

“The signs can include lack of participation in meetings, missed deadlines and reduced contributions. It is important to observe employee behaviour, such as whether they are actively communicating and volunteering for tasks or staying under the radar,” adds Sharma.

“It is important to establish wellness initiatives, educate workers about the value of taking time off when unwell, appoint wellness counsellors, assess job workload and demands, and cultivate a positive organisational culture.”

Anish Philip, chief people officer, Movate

He also explains that some employees may exhibit behaviour that suggests they are not invested in the company’s or the team’s success. It is crucial to recognise these behaviours and take action to re-engage such employees.

Anish Philip, chief people officer, Movate, opines that there are several tactics that employers can employ to combat and address ‘resenteeism’ in the workplace, including fostering an atmosphere of transparent communication, providing adaptable work schedules and making mental health assistance available.

According to him, it is important to establish wellness initiatives, educate workers about the value of taking time off when unwell, appoint wellness counsellors, assess job workload and demands, and cultivate a positive organisational culture.

What can be done?

Identify the root cause: It’s important to identify the underlying reasons why employees are feeling resentful and unhappy at work. This may involve having a conversation with them to understand their concerns and challenges.

“Employers should communicate with their employees and address their concerns, whether it’s a few individuals or a larger trend.”

P. Dwarakanath, former non-executive chairman, GSK

P. Dwarakanath, former non-executive chairman, GSK,says that there are ways for employers to prevent and handle resenteeism in the workplace. The first step is to identify the root cause, which is often a lack of connection or engagement.

Encourage open communication: Creating an environment where employees feel comfortable sharing their concerns and feedback can help prevent resentment from building up over time. Encouraging regular check-ins and open communication can help address issues before they become bigger problems.

Dwarakanath explains, “Employers should communicate with their employees and address their concerns, whether it’s a few individuals or a larger trend. This can be done through surveys and feedback sessions. It’s important to address the issues early on before they spread.”

Resenteeism can create a negative feedback loop that can be very difficult to break. It’s important for employers to create a positive work environment that values the well-being and happiness of their employees. To prevent resenteeism from taking hold, it is also essential for employees to take care of their own mental and emotional health