Resenteeism, Quiet Quitting & the Future of Engagement

Employee engagement statistics are pretty grim. So grim that the results are working their way into our vernacular.

Terms like soft quitting, quiet quitting, rage applying, and resenteeism aren’t just bits of slang buzzing about for a limited time. These are newer ways of explaining how staff react to a lack of employee recognition.

Whether they slowly disengage or become jaded, there are plenty of signs to spot before that resignation rolls in.

What is quiet quitting?

Quiet quitting means sticking to the requirements associated with a job role and nothing else. These employees don’t accept additional responsibilities. They frequently appear to have mentally checked out of the workplace culture.

Common quiet quitting examples:

• Not adding input at meetings
• Declining overtime and any extra work
• Not participating in team-building activities
• General lack of enthusiasm
• Resistance to feedback or constructive criticism
• Lack of response to inquiries/emails

The term “quiet quitting” dates back to 2009, but the intention behind its coining is murky. It came into modern fashion around 2021, during the Great Resignation. It’s often compared to its Chinese counterpart, hùnong xué, which essentially means slacking.

However, we’re about to discover that quiet quitting is rarely about slacking.

What is the root cause of quiet quitting?

There’s a broad range of causes, but here are the main reasons employees consider quiet quitting a new form of self-care:

Lack of recognition

Previous efforts to go the extra mile went unrecognized. They may also feel that their contributions are ignored while management plays favorites with others.

Burnout

Employees simply lack the bandwidth to take on more at work. They’ve experienced a drop in motivation and passion. They may have an imbalanced workload.

Poor work-life balance

Some quiet quit as a way to draw a more effective boundary between work and their personal life.

General company dissatisfaction

Employees are dissatisfied with their pay or benefits and may see no growth opportunities at their current job.

Personal reasons

Health challenges, increased responsibilities at home, and other big changes and milestones make their personal lives more important at that time.

How to address quiet quitting at work

Not every company discourages quiet quitting. Some employers want to get around investing in company culture. They don’t want to offer employees any support outside of their regular pay.

For those companies that do care about their retention rates, the following steps help mitigate employee engagement problems like quiet quitting.

1. Identify and accept the cause.

Find out why people aren’t enthusiastic about their jobs and accept it as the truth.

If employees are saying they want to work remotely more often, but the company refuses to bend, that’s that. If someone with an imbalanced workload has stopped participating during meetings, consider that it’s not a “them” problem.

Leadership and management are frequently the cause of quiet quitting. It doesn’t necessarily mean they’re in the wrong, but you must acknowledge that the environment is not conducive to engaging every employee.

See it and accept it. If it makes sense to do so, resolve to solve it.

2. Promote work-life balance.

From an employee perspective, quiet quitting is often about taking the initiative to better care for themselves. There are numerous ways to promote work-life balance before employees feel they have to take it by force. Here are a few general tips:

• Offer flexible work arrangements where possible.
• Limit emails and other work-related tasks during off-hours.
• Ensure people are actually getting to take regular breaks and use their PTO.
• Take an interest in each employee’s well-being, understanding where their challenges may lie.

3. Offer learning opportunities.

A lack of in-house promotion opportunities comes up a lot in job dissatisfaction studies. Many employees eventually lose interest when it clicks that there’s little chance they can move up.

It’s always a good idea to increase in-house promotions, where possible. If there are limited chances to do so, focus on growth anyway. Offer workshops, webinars, mentorship, training, or any other resource you can come up with.

This demonstrates that you are invested in that employee’s growth and future opportunities, even if raises and promotions aren’t realistic right now.

4. Start prioritizing recognition.

Every suggestion so far has been a form of employee recognition. Contrary to popular belief, employee recognition often costs nothing. Surveys reveal time and again that hearing a “thank you” more often would suffice.

What it does require is consistent effort. It also has to be for everyone, not just the overachievers. “Why should we reward quiet quitters?” the resistant among you may ask. Well, because recognition isn’t a reward. It’s merely the standard for a company culture where employees thrive.

Here are some quick ideas for turning the current culture around:

• Emphasize peer recognition, so employees are also consistently acknowledged by their coworkers and aren’t waiting around for managers to notice them.
• Personally acknowledge their birthdays and work anniversaries.
• Write them a note thanking them for sticking with the company.
• Poll employees every two months to get their feedback and measure satisfaction.

Take a look at dozens more low-cost and free ways to recognize employees, boosting morale and engagement.

What is resenteeism?

Resenteeism is a combination of the words “resentment” and “absenteeism,” and it’s when quiet quitting grows teeth. These employees are as disengaged as the quiet quitters, but they’re openly unhappy about their situation.

It’s mainly associated with Gen Z workers, where Millennials are usually accused of quiet quitting. Generational associations are meant to give context to the modern, post-pandemic workplace. The truth is that most of us have worked with someone who has a raging case of resenteeism.

Quiet quitters may be waiting out a situation or carefully exploring positions elsewhere. Employees struggling with resenteeism feel trapped in their roles with no other prospects.

Here are some signs of resenteeism in the workplace:

• Negative attitude or increased cynicism
• Complaining out loud
• Increased absenteeism/arriving late
• Drop in productivity, disinterest in work
• Difficulty accepting or offering feedback

What is the root cause of resenteeism?

The common causes of resenteeism are similar to quiet quitting. A lack of recognition, poor work-life balance, and dissatisfaction with the company or management can harden into resentment.

These additional factors can tip the scale toward resenteeism, too:

No growth opportunities

The only reason “resentees” stay where they are is because they feel they have no choice. They can’t move up in their current company, but feel they have no prospects elsewhere, either.

Toxic workplace culture

Excessive stress, ineffective management, and drama among coworkers can sour attitudes over time. The resentee feels isolated and helpless in an environment where there’s no support and limited positivity.

Lack of clarity or control

Employees with resenteeism have often thrown in the towel on figuring out precisely what it is they’re supposed to be doing. Others feel tightly confined to a micromanaged role when they think they could innovate or streamline processes.

How to address resenteeism

Resenteeism can be a tougher nut to crack than quiet quitting due to the overt negativity they display. However, their hesitance to vacate the position may at least keep them around until real, meaningful change occurs.

1. Lead by example.

Leadership must make recognition habitual and give it freely as often as possible.

2. Train (or retrain) management.

Management should accept and agree that recognition is essential and know how to administer authentic recognition.

3. Solicit feedback again and again.

Quiet quitters and resentees are both known to avoid giving or getting feedback. Be persistent in polling them on how they view the company’s recognition efforts.

4. Schedule and ritualize recognition.

Shout-outs during meetings, celebrating service milestones, and more should be planned and adhered to.

The dos and don’ts of dealing with resenteeism

Resenteeism can be a bit thornier than handling your average case of quiet quitting. Altering a company culture to remedy employee engagement problems takes time. As you implement steps to do so, here’s a fast rundown of the dos and don’ts of dealing with resenteeism.

Why work so hard to win over quiet quitters and resentees?

Some may wonder if it’s really worth retaining employees who are quiet quitting or experiencing resenteeism. Wouldn’t they be the ones holding the organization back from making beneficial cultural shifts?

Not necessarily. Most companies can name right off the bat why they’re sticking it out with these employees. The cost of turnover is a big one. Others have particular skills that aren’t easy to find or are essential to continuity and team stability.

Then there’s the fact that many of these employees weren’t always struggling like this. We can and should have faith that engagement and job satisfaction can be restored to their former glory.

Quiet quitting and resenteeism can highlight widespread problems that do need addressing, such as imbalanced workloads and toxicity. They can be the first sign that a larger change needs to be made, and fast. Their lack of engagement can be the most glaring feedback we get.

If they don’t re-engage after the problem has been acknowledged and solutions have been implemented, then one can revisit the question of retaining them.

Is soft quitting the same thing as quiet quitting?

No, but one of the biggest signs of quiet quitting is soft quitting. It’s not always present, but it’s good to know if you’re on the fence about an employee’s dip in engagement.

The signs are harder to spot, but intervening ASAP can prevent it from progressing to the next stage.

• Output and performance remain, but enthusiasm wanes
• Completes their portion of collaborative tasks without as much team interaction
• Morale seems okay, but engagement suddenly drops
• Abruptly sets more boundaries around off-hours communications and extra responsibilities

Digital recruitment giant Monster conducts surveys about quiet quitting. Their 2022 estimate suggests that 61% of employees are quiet quitting or thinking about it. Those in the “thinking about it” phase are likely to present signs of soft quitting first.

What is quiet cracking?

Quiet cracking is like soft quitting, but with low morale. An employee’s self-esteem at work is impacted by the issues that cause soft and quiet quitting. They experience more inner turmoil and anxiety, along with signs of disengagement.

Rage applying: The behind-the-scenes behavior threatening retention

If you’re focused on retention, don’t get too comfortable with what the experts say about resenteeism and quiet quitting. Resentees supposedly don’t feel they have options, and quiet quitters are more careful and considered.

But after a really bad day, both of these employees may go home and engage in a fiery session of rage applying.

What is rage applying?

Rage applying is where a dissatisfied employee will submit numerous job applications in one sitting. They’ll have little regard for the particulars of the role itself.

It’s more common among entry-level roles. However, more experienced employees can rage-apply to lower positions, thinking they’re a shoo-in.

Rage applying hurts morale as much as retention

It may seem like the main concern for the applicant’s current employer is that they’ll get an offer and leave. This is valid. However, a key feature of rage applying is a lack of research.

People who rage apply can receive a higher volume of rejections than the average applicant. This makes their morale dip even lower, reducing the likelihood of reengagement.

Growth opportunities can help battle the effects of someone who has been unsuccessfully, privately rage applying. Anything that helps expand an employee’s knowledge and skills can impart the feeling that their opportunities will naturally increase, too. This counters feelings of rejection and reduces the urgency to apply everywhere.

Bring your employee engagement problems to HeyTaco

Companies don’t have to shoulder the burdens by themselves. There are many tools available to help connect dissociated or even disgruntled employees to their roles, building community and increasing positive interactions.

HeyTaco is an award-winning peer recognition platform that aims to increase engagement among employees. Coworkers can begin strengthening their community with virtual, gamified recognition today. That leaves just enough time for leadership to recalibrate their wider recognition strategies.

Don’t wait–start chipping away at resentment and making quiet quitters feel seen for free.

Employee engagement problems FAQ

What is the difference between resenteeism and quiet quitting?

The main difference between resenteeism and quiet quitting is attitude. Resenteeism involves vocal complaints, closed-off body language, excuses, and other behaviors that are basically a neon sign spelling out, “I’m over it.”

By contrast, quiet quitters remain more withdrawn during their withdrawal. They become less available and less compromising.

How can you tell if someone is quiet quitting?

Everyone has rough patches where they can’t be as present as they usually are, but quiet quitting is a bit different.

A change in communication, performance, and productivity is common, but not so drastic as to raise alarms. Quiet quitters opt out of overtime and non-compulsory team-building events and meetings.

What is quiet firing?

Sometimes, quiet quitting and resenteeism are the stubborn results of quiet firing. Quiet firing occurs when an employer makes conditions unmanageable or distressing for an employee in hopes that they’ll voluntarily leave.

For instance, their job responsibilities may increase so much that they cannot tolerate it. Or, they’re reduced until they feel bored and redundant. The targeted employee may feel isolated, uncomfortable, and uncertain of what their responsibilities are.