Resenteeism

Last updated

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. [1] [2] This is because they either unable to find a more applicable position, or are concerned about the perceived risks associated with changing employment. [1] Individuals experiencing resenteeism will have poor employee engagement and may appear disillusioned, embittered, miserable, and unhappy. [1] [3] [2] 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. [3] [4] Resenteeism is a form of occupational burnout. [5]

Resenteeism has been attributed to poor workplace culture, a disconnect between employers and employees, and subtle layoffs. [6] It is prevalent among employees who had to give up remote work and return to the office. [7] Engaging in resenteeism may negatively impact mental health. [8] [9] Employers can address it by fostering a respectful workplace and investment in employees. [10] [11]

The term was coined by SaaS cloud provider RotaCloud and popularized in 2023 on TikTok and is a portmanteau of resentment, absenteeism, and presenteeism. [12] [13] [14] [15]

Related Research Articles

<span class="mw-page-title-main">Remote work</span> Employees working from any location

Remote work is the practice of working from one's home or another space rather than from an office.

Absenteeism is a habitual pattern of absence from a duty or obligation without good reason. Generally, absenteeism refers to unplanned absences. Absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer. It is seen as a management problem, and framed in economic or quasi-economic terms. More recent scholarship seeks to understand absenteeism as an indicator of psychological, medical, or social adjustment to work.

Work-to-rule is a job action in which employees do no more than the minimum required by the rules of their contract or job, and strictly follow time-consuming rules normally not enforced. This may cause a slowdown or decrease in productivity if the employer does not hire enough employees or pay the appropriate salary and consequently does not have the requirements needed to run normally. It is a form of protest against low pay and poor working conditions, and is considered less disruptive than a strike; obeying the rules is not susceptible to disciplinary action or loss of pay. It can also highlight rules that are technically in place but impractical and thus hamper the organization, if they were to be followed as written.

Workplace wellness, also known as corporate wellbeing outside the United States, is a broad term used to describe activities, programs, and/or organizational policies designed to support healthy behavior in the workplace. This often involves health education, medical screenings, weight management programs, and onsite fitness programs or facilities. It can also include flex-time for exercise, providing onsite kitchen and eating areas, offering healthy food options in vending machines, holding "walk and talk" meetings, and offering financial and other incentives for participation.

In human resources, turnover refers to employees who leave an organization. The turnover rate is the percentage of the total workforce who leave over a certain period. Organizations and wider industries may measure their turnover rate during a fiscal or calendar year.

Employee monitoring software, also known as bossware or tattleware, is a means of employee monitoring, and allows company administrators to monitor and supervise all their employee computers from a central location. It is normally deployed over a business network and allows for easy centralized log viewing via one central networked PC. Sometimes, companies opt to monitor their employees using remote desktop software instead.

A workplace is a location where someone works, for their employer or themselves, a place of employment. Such a place can range from a home office to a large office building or factory. For industrialized societies, the workplace is one of the most important social spaces other than the home, constituting "a central concept for several entities: the worker and [their] family, the employing organization, the customers of the organization, and the society as a whole". The development of new communication technologies has led to the development of the virtual workplace and remote work.

Workplace revenge, or workplace retaliation, refers to the general action of purposeful retaliation within the workplace. Retaliation often involves a power imbalance; the retaliator is usually someone with more power in the workplace than the victim, and retaliation may be done to silence the victim so the retaliator can avoid accountability for workplace bullying, workplace harassment, or other misbehaviors in the workplace. Retaliation, legally, refers to actions taken as punishment for legally permitted behaviors: disciplinary actions taken by employers in reaction to behaviors that are counter to applicable laws or to established institutional policies are permitted as part of the employer's ability to control the work environment.

<span class="mw-page-title-main">Occupational stress</span> Tensions related to work

Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. The World Health Organization and the International Labour Organization conducted a study. The results showed that exposure to long working hours, operates through increased psycho-social occupational stress. It is the occupational risk factor with the largest attributable burden of disease, according to these official estimates causing an estimated 745,000 workers to die from ischemic heart disease and stroke events in 2016.

A “toxic workplace” is a colloquial metaphor used to describe a place of work, usually an office environment, that is marked by significant personal conflicts between those who work there. A toxic work environment has a negative impact on an organization's productivity and viability. This type of environment can be detrimental to both the effectiveness of the workplace and the well-being of its employees.

Glassdoor is an American website where current and former employees anonymously review companies, operated by the company of the same name.

<span class="mw-page-title-main">Workplace hazard controls for COVID-19</span> Prevention measures for COVID-19

Hazard controls for COVID-19 in workplaces are the application of occupational safety and health methodologies for hazard controls to the prevention of COVID-19. Vaccination is the most effective way to protect against severe illness or death from COVID-19. Multiple layers of controls are recommended, including measures such as remote work and flextime, increased ventilation, personal protective equipment (PPE) and face coverings, social distancing, and enhanced cleaning programs.

<span class="mw-page-title-main">Great Resignation</span> 2021–2023 surge in job quits

The Great Resignation, also known as the Big Quit and the Great Reshuffle, was a mainly American economic trend in which employees voluntarily resigned from their jobs en masse, beginning in early 2021 during the COVID-19 pandemic. Among the most cited reasons for resigning included wage stagnation amid rising cost of living, limited opportunities for career advancement, hostile work environments, lack of benefits, inflexible remote-work policies, and long-lasting job dissatisfaction. Most likely to quit were workers in hospitality, healthcare, and education. In addition, many of the resigning workers were retiring seniors. Collectively, the Baby Boomers are one of the largest demographic cohorts in the United States.

Tang ping is a Chinese slang neologism that describes a personal rejection of societal pressures to overwork and over-achieve, such as in the 996 working hour system, which is often regarded as a rat race with ever diminishing returns. Tang ping means choosing to "lie down flat and get over the beatings" via a low-desire, more indifferent attitude towards life.

A lazy girl job is an easy, usually white-collar, job with good pay where an employee can quiet quit. The term was coined in 2023 by Gabrielle Judge, also known by screen name "antiworkgirlboss" on Instagram, in response to hustle culture, the Great Resignation, and worker exploitation. Although the trend is centered around women, she says men can have lazy girl jobs too. Judge explained the term was a marketing gimmick in order to raise awareness about "toxic workplace expectations" and is not about celebrating laziness.

Quiet cutting is a strategy from employers where employees are reassigned to a different role rather than being laid off. The term arose in 2023 to describe a phenomenon seen in the American labor market. Although the nation had a strong job market during this time, quiet cutting was being adopted by companies due to economic worries of the future. Companies were observed to use this approach to fulfill crucial roles while simultaneously reducing costs. According to the financial research platform AlphaSense, conversations about reassignments during corporate earnings calls more than tripled between August 2022 and August 2023. Though the term "quiet quitting" was invented in 2023, the strategy had been seen before.

Bare minimum Monday (BMM), also known as minimum effort Monday or minimal Mondays refers to an initiative by employees to do the minimal amount of work necessary on Mondays, which mark the start of the work week. This may also involve starting the work day later and prioritizing self-care activities. In doing so, employees alleviate the stress and anxiety associated with the beginning of the work week by making Mondays more manageable and less overwhelming.

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, jobless employed is an oxymoron that refers to employees who have little to no work while remaining employed. The presence of jobless employed can negatively impact work culture and breed resentment among those who are overworked. Such positions are seen as a rejection of corporate work culture and an embrace of work-life balance and anti-work.

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.

References

  1. 1 2 3 "Resenteeism: when you hate your job – but you just can't leave". The Guardian. 22 January 2024. Retrieved 18 June 2024.
  2. 1 2 Nezich, Heather (April 16, 2024). "Resenteeism: The Silent Struggle in Today's Workforce". American Society of Employers. Retrieved 18 June 2024.
  3. 1 2 Sinclair, Leah (Jan 21, 2024). "How 'resenteeism' could be holding you back at work". Stylist . Retrieved 18 June 2024.
  4. ↑ London, Bianca (13 January 2023). "Are you suffering from Resenteeism? The new workplace trend that's the successor to quiet quitting". Glamour UK. Retrieved 18 June 2024.
  5. ↑ Bondarenko, Veronika (17 January 2023). "If You Aren't Quiet Quitting, You May Have This Viral New Label". TheStreet. Retrieved 18 June 2024.
  6. ↑ Robinson, Bryan (Apr 22, 2024). "5 Reasons For The Rise Of Workplace 'Resenteeism' And How To Manage It". Forbes. Retrieved 18 June 2024.
  7. ↑ Murray, Clara (29 August 2023). "From shift shock to resenteeism – which workplace trends are here to stay?". Raconteur. Retrieved 18 June 2024.
  8. ↑ Martin, Richard (10 March 2023). "The curious case of resenteeism: What is it? And how can HR combat it?". UNLEASH. Retrieved 18 June 2024.
  9. ↑ Bonis, Liz (9 March 2023). "'Resenteeism': Next step in 'quiet quitting' has negative effects on health". WKRC. Retrieved 18 June 2024.
  10. ↑ Tandon, Riya (27 June 2023). "'Resenteeism' is the new pandemic in offices". The Economic Times. Retrieved 18 June 2024.
  11. ↑ O'Sullivan, Isobel (10 February 2023). "What is Resenteeism? Quiet Quitting's Moody Successor". Tech.co. Retrieved 18 June 2024.
  12. ↑ Madell, Robin; Snider, Susannah (Jan 4, 2024). "What Is Resenteeism?". U.S. News & World Report . Retrieved 18 June 2024.
  13. ↑ Johnson, Eric (23 April 2024). "Employers, you have a problem: Gen Z worker 'quiet quitting' has evolved into 'resenteeism'". CNBC. Retrieved 18 June 2024.
  14. ↑ Grady, Clea (2 February 2023). "Resenteeism: what is it and what to do about it?". RotaCloud . Retrieved 18 June 2024.
  15. ↑ Thier, Jane (February 6, 2023). "'Resenteeism' is the latest trend plaguing workers, and it's even more dangerous than quiet quitting". Fortune.


This page is based on this Wikipedia article
Text is available under the CC BY-SA 4.0 license; additional terms may apply.
Images, videos and audio are available under their respective licenses.