The High Cost of Resenteeism: How to Address and Prevent It

2 of August, 2023

Ever notice those employees who show up to work every day but just go through the motions? The ones who are physically present but mentally checked out? That’s called resenteeism, and it’s costing your company big time.

Studies show resentful employees are less productive, more prone to mistakes, and have higher turnover—not to mention the damage to company culture. As an HR manager or business owner, it’s critical you recognize the signs of resenteeism and take action.

In this article, we’ll show you how to spot resenteeism, address it properly through open communication, and put practices in place to boost employee engagement and prevent future resentment. The costs of doing nothing are just too high. Read on to learn how to turn your resentees into re-engagees.

Identifying Resenteeism in the Workplace

Resenteeism is when employees show up for work but aren’t fully engaged or productive. As an HR pro, it’s important to identify resenteeism and take steps to prevent it.

Some signs an employee may be resentful include:

•Consistently arriving late or leaving early. This signals a lack of motivation or commitment.

•Taking longer breaks or lunches. While the odd long lunch is fine, frequent lengthy absences could indicate resentment.

•Lack of enthusiasm. If an employee seems unmotivated, bored or apathetic, they may resent their work or workplace.

•Drop in productivity or quality of work. If an employee’s performance declines for no obvious reason, resentment could be a factor.

To address resenteeism, have an open conversation with the employee. Express your concerns about their behavior and try to uncover the underlying issues. Be willing to listen and make reasonable accommodations. Additional training or a more engaging project may help reinvigorate them.

You can also help prevent resenteeism company-wide. Provide meaningful work, opportunities for growth, and a supportive company culture. Be transparent in your communication and open to feedback. When employees feel engaged and valued, they’ll give you their all.

Isn’t it worth investing in your team’s happiness and success? After all, your company’s productivity and bottom line depend on it. Make tackling resenteeism a priority—your business will thrive as a result.

The Negative Impacts of Resenteeism on Productivity and Morale

Resenteeism, when employees come to work but are disengaged and unproductive, can have major negative impacts on your business. Not only does it reduce output and efficiency, but it also harms work culture and morale.

With resentful employees, creativity and innovation suffer. People stop collaborating and bonding with colleagues. This toxic environment spreads and soon impacts clients and customers as well. The costs to your company can be huge, from high turnover rates to loss of business.

As an HR professional or business owner, it’s critical to address resenteeism. Some steps you can take:

•Conduct stay interviews to understand the root causes of resentment and frustration. Look for patterns in responses that point to systemic issues.

•Improve communication and provide growth opportunities. Resentful employees often feel unheard or stuck in their roles. Meet with them regularly and create clear paths for career progression.

•Review and revamp policies and procedures. Bureaucratic red tape and inefficient processes are common resentment triggers. Streamline where you can.

•Offer additional incentives and perks. While raises and bonuses aren’t always possible, offering extra PTO or flex time can go a long way.

•Promote a positive culture. Make sure managers model constructive attitudes and behaviors. And celebrate wins, both big and small, to boost morale.

Resenteeism is damaging but preventable. With the right strategies and tools like Sesame, you can turn disengaged employees into productive, motivated team members. And that will positively impact your bottom line.

Strategies to Prevent and Address Resenteeism

To prevent resenteeism at your company, there are a few effective strategies to try:

Identify the underlying issues. Conduct employee surveys or focus groups to determine the root causes of resentment and dissatisfaction. Maybe workload has increased without additional compensation or career growth feels stalled. Addressing these core problems will have the biggest impact.

Improve communication. Make sure employees feel heard and valued. Hold regular one-on-one meetings to check in, ask open-ended questions and listen without judgment. Share company news and updates frequently and honestly. Lack of transparency and connection to company mission can breed resentment.

Review policies and procedures. Are your policies around scheduling, time off, promotions and pay raises fair and clearly communicated? Unclear or inconsistent policies that negatively impact work-life balance or career advancement can lead to resentment over time. Review and revise as needed.

Offer growth opportunities. Boredom and lack of challenge are major contributors to resenteeism. Provide options for career growth like job rotations, mentorships, education stipends or stretch assignments. Giving employees outlets to advance their skills and take on more responsibility improves morale and retention.

Recognize good work. Expressing genuine appreciation and rewarding high performers will increase motivation and positive feelings about the company. Provide both monetary (bonuses, raises) and non-monetary (public praise, extra time off) rewards. Feeling undervalued is a sure path to resentment.

Addressing the root causes of resentment, improving communication, revising problematic policies, creating growth opportunities and recognizing good work are all effective strategies to prevent and mitigate resenteeism at your organization. Making employees feel heard, challenged and valued will build a motivated, loyal workforce with a positive view of the company.

Conclusion

So there you have it – the high cost of resenteeism and what you can do about it. Don’t let disengaged and resentful employees negatively impact your company’s bottom line and culture.

Make employee engagement and satisfaction a priority. Talk to your people, find out what’s bothering them and make things right. Offer meaningful work, feedback, flexibility and growth opportunities. Foster an open environment where people feel heard and valued.

While it may require an initial investment of time and resources, building goodwill and boosting morale will pay off hugely in the long run through increased productivity, innovation, loyalty and a robust company culture. The rewards of an engaged, satisfied workforce are well worth the effort. What are you waiting for? Get out there and start engaging!