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In human resources, resenteeism refers to a form of professional dissatisfaction wherein individuals choose to remain in unfulfilling jobs breeding resentment and a sense of entrapment. This is because they either unable to find a more applicable position, or are concerned about the perceived risks associated with changing employment. Individuals experiencing resenteeism will have poor employee engagement and may appear disillusioned, embittered, miserable, and unhappy. Resenteeism arose following the COVID-19 pandemic and the Great resignation where people reevaluated their work-life balance in the face of cost-of-living increases and is an extension of quiet quitting. Resenteeism is a form of occupational burnout.
Loud quitting refers to a type of employee disengagement in which individuals openly share their discontent, desire for change, and intention to leave. These individuals may refuse to do tasks that they deem unnecessary and by sharing their contempt with colleagues, may spread their disenchantment and disengagement. Loud quitting may arise from perceived workplace inequities, subpar compensation, and an unresponsive employer.
In human resources, quiet thriving refers to employees who actively craft their job in order to stay engaged and improve their mental state. Quiet thriving provides employees with a sense of agency that builds resilience and allows employees to find purpose in their roles and reduces occupational burnout. Quiet thriving may lead to additional career opportunities.
In human resources, quiet hiring refers to the practice of having an employee take on a new responsibilities or a role within their company due to need. The role may be temporary or permanent, and the reassignment may not align with employee interests. Quiet hiring often occurs during economic slowdowns as a cost-saving measure.
In human resources, rage applying refers to the application to a large number of jobs, typically online, when an employee is fed up with their current role. An individual may be prompted to begin rage applying after they've been denied a promotion or raise, feeling unrecognized, or under appreciated. Rage applying is a response to quiet quitting and may be felt as a form of empowerment or revenge against an employer. Rage applying can also allow an individual to understand their current market value.
References
- 1 2 Barness, Sigalle (13 July 2023). "The Negative Effects of Performance Punishment". LawLine. Retrieved 13 July 2024.
- ↑ Ruisi, Chris (Jan 24, 2019). "Stop Punishing Your Best Performers! Build a Culture of Employee Development". American Management Association. Retrieved 13 July 2024.
- ↑ Jackson, Leah (March 14, 2023). "Are You a High Performer Who Has Reached Your Limit?". Higher Ed Jobs. Retrieved 13 July 2024.
- ↑ Tulgan, Bruce (February 15, 2023). "Are You Guilty of Performance Punishment? | Psychology Today". Psychology Today. Retrieved 13 July 2024.
- ↑ Griffith, Daniel B. Griffith (March 14, 2023). "Are You Asking Too Much of Your High Performers?". www.higheredjobs.com. Retrieved 13 July 2024.
- ↑ Jorgensen, Niki (Jun 16, 2023). "Council Post: Performance Punishments: What They Are And How To Avoid Them". Forbes. Retrieved 13 July 2024.
- 1 2 Vozza, Stephanie (Jan 17, 2023). "Have you been 'quietly promoted'? Here's what to look out for". Fast Company. Retrieved 13 July 2024.
- ↑ Brower, Tracy (Feb 3, 2023). "High performers are sometimes punished with more work. Here's how to avoid getting quiet promoted". Fast Company. Retrieved 13 July 2024.
- ↑ Wilson, Jim (Dec 7, 2022). "Forget quiet quitting, what about 'quiet promoting'?". Canadian HR Reporter. Retrieved 13 July 2024.
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