Addressing ‘Resenteeism’ in Modern Workplaces

Employee dissatisfaction isn’t always visible, but its effects can be significant. A growing challenge for organizations is resenteeism, a term that combines “resentment” and “presenteeism” to describe employees who remain in their roles despite deep dissatisfaction. Unlike “quiet quitting,” where employees disengage but continue to meet minimum expectations, resenteeism is often fueled by an employee’s view of financial constraints, limited job opportunities, or feeling undervalued, ultimately leading to a feeling of being trapped in an environment they find unfulfilling.

For leaders, HR professionals, and managers, understanding and addressing resenteeism is essential to maintaining a healthy, engaged, and productive workforce.

Understanding Resenteeism

Origins and Causes

Resenteeism is a product of several workplace and economic factors, including:

• Financial Uncertainty – Economic instability or personal financial obligations often prevent employees from seeking new opportunities, even when they are unhappy. According to Forbes, one of the key drivers of resenteeism is the rising cost of living, making employees feel stymied in their current roles.
• Limited Career Mobility – A lack of advancement opportunities or skill development can leave employees feeling stuck in their roles. Research from HRLineup highlights that employees who don’t see a path forward in their careers are more likely to experience resentment toward their organization.
• Toxic or Unfulfilling Work Environments – Poor leadership, workplace conflict, or a lack of recognition contribute to employee resentment.
• Burnout and Work-Life Imbalance – Employees who feel overworked and undervalued may develop a deep sense of frustration but feel unable to leave.

Signs and Symptoms of Resenteeism

Unlike outright disengagement, resenteeism often manifests in subtle but damaging ways:

• Decreased enthusiasm and engagement – Employees may still show up but exhibit minimal motivation or initiative.
• Decline in work quality – Frustration and resentment can lead to increased absenteeism, missed deadlines, or errors in work.
• Negative attitudes and emotional detachment – A once-positive employee may become more cynical, withdrawn, or critical of leadership and company policies.

If left unaddressed, resenteeism can spread, affecting team morale and overall workplace culture.

The Impact of Resenteeism on Organizations

Productivity Losses

Employees experiencing resenteeism often contribute less effectively, impacting overall team performance. A study featured in US News Money found that employee dissatisfaction directly correlates with reduced productivity, leading to missed business goals and operational inefficiencies.

Financial Implications

While these employees may not leave immediately, the hidden costs of resenteeism can be significant:

• Increased recruitment and turnover expenses when dissatisfied employees eventually resign. According to HRLineup, businesses that ignore employee resentment face higher attrition rates.
• Higher absenteeism-related costs as employees take more time off due to stress or disengagement.

Cultural Consequences

Resenteeism doesn’t just affect the individual—it influences the entire organization. Negative attitudes can spread, leading to decreased morale, increased workplace conflict, and a weakened organizational culture. A report from Marquette University highlights how workplace negativity can create an environment of distrust and reduced collaboration.

Strategies to Address Resenteeism

1. Foster Open Communication

Transparency and trust are critical in preventing workplace resentment. Leaders should:

• Be visible and conduct regular check-ins and feedback sessions to understand employee concerns.
• Implement feedback channels to give employees a safe space to express frustrations.

2. Enhance Employee Recognition

Employees who feel valued are less likely to develop resentment. EVERY job has a purpose and consequently has value.  Leadership’s lack of attention to this is a critical component to avoiding resenteeism.  Organizations should:

• Develop recognition programs that acknowledge contributions at all levels.
• Celebrate team successes to create a sense of shared achievement.

3. Provide Career Development Opportunities

Lack of career growth is a major driver of resenteeism. Companies can:

• Offer training, mentorship, and upskilling programs to help employees advance.  Some businesses lend themselves more naturally to this as a possibility, the key even for those environments that truly do  not have upward mobility is around the investment in the person; There is a distinct difference between someone feeling like a tool doing a job as opposed to a human with job responsibilities. 
• Create clear career progression pathways, so employees see long-term potential within the company.

4. Promote Work-Life Balance

Overworked and exhausted employees are more likely to experience resentment. Organizations should:

• Pay attention to the work arrangements and find ways they can be open minded to mutually beneficial accommodation of different needs.
• Encourage regular breaks and paid time off to prevent burnout.  When your employees are on a day off, can they really disengage?  There may be reasons why at times some cannot, the key is to have the dialogue so it is showing importance in both their work and them as a person.

5. Cultivate a Positive Workplace Culture

Workplace culture plays a major role in employee satisfaction. Leaders can:

• Focus on udnerstanding and creating alignment on what their workplace culture is and then evaluate how that culture encourages better long-term productivity. 
• Model respectful and empathetic leadership behaviors that set the tone for the organization.
• Create strong and visible communication on the organization’s identity and connect that identity to the workforce.

Case Studies: Successful Interventions

Company A: Revamping Career Growth Opportunities

A mid-sized tech manufacturing firm was experiencing very confrontational union issues and employees spending more time focusing on confronting management then doing their work.  By introducing responsive and open town halls, showing concern for the workforce as people and collaborating with the union to meet everyone’s needs,, they saw a 25% increase in employee engagement and 40% reduction in turnover within a year.

Company B: Addressing Workplace Culture

A professional services firm experienced growing negativity among employees. Leadership implemented monthly one-on-one check-ins, peer recognition programs, and leadership coaching, which resulted in a 40% improvement in employee satisfaction scores.

Lessons Learned:

• Employees stay when they feel valued, heard, and have opportunities to contribute.
• Leadership attitude and responsiveness play a critical role in mitigating resenteeism.
• Addressing issues before they escalate prevents long-term damage to morale and productivity.

Conclusion

Resenteeism is more than just an individual issue—it’s a workplace challenge that affects overall engagement, productivity, and organizational success. Leaders who take proactive steps to improve communication, recognition, career development, and workplace culture can prevent resenteeism before it takes root.

Have you encountered resenteeism in your workplace? Share your thoughts and strategies in the comments! Explore Strategy People Culture’s coaching and consulting services to strengthen leadership and workplace culture. We specialize in leadership development, workplace investigations, and culture transformation to help organizations create positive, engaged work environments.