Given the seismic changes affecting the world over the past couple of years, it’s hardly surprising that a new lexicon has emerged to describe the ways in which employees have reacted to the ever-evolving landscape of work.
First, we had The Great Resignation, which began in the first half of 2021 and continued all the way through 2022. In the wake of the pandemic and the context of ample job opportunities, higher wages and increased opportunities for remote working, most of the people resigning voluntarily did so in order to take up new jobs, rather than quit the workforce completely.
Then came Quiet Quitting which saw employees, rather than seeking to progress, put no more time or effort into their jobs than absolutely necessary to hold onto their positions. People’s priorities had changed, they were fatigued by the pandemic and no longer saw their job as the most important thing in their life. They just wanted to do enough to get by.
Quiet Quitting was swiftly followed by presenteeism, characterised by employees turning up to work but not being productive because, for example, they were unwell.
The latest buzzword to hit the world of work is resenteeism, a term coined by staff management software provider, RotaCloud. It describes the phenomenon of employees staying in jobs in which they are fundamentally unhappy, whether for reasons of job security or perceived lack of better options, who are not bothering to hide their dissatisfaction from either their employer or co-workers.
Two of the most common reasons underlying resenteeism are employees’ perception of being undervalued and having been left behind when colleagues departed for greener pastures in The Great Resignation.
The tech sector has largely embraced increased options for flexible, remote, and hybrid working, and those stuck in organisations that have not been agile in meeting employees’ preferences are most likely to show signs of discontent.
The situation is bad not only for the demotivated employee but also for the employer trying to maintain staff morale and stave off contagion.
If resenteeism takes hold within an organisation it has the potential to cause untold damage - especially at a time of instability in the tech sector where the need to retain valued employees is more crucial than ever.
So what can be done about it?
Know the signs
Employers need to be on the lookout for signs of resenteeism and react quickly when it rears its ugly head. Proactively, they can take positive steps to stave it off by engaging with employees on a consistent basis, making good communication a priority and being open to discussing the potential for employees to explore other roles within the company, to move laterally if that is their wish.
Demonstrating a willingness to listen and respond to employee concerns, and to explore flexible working arrangements, are two of the things which may prevent employers from losing key members of their workforce to resenteeism.
The employee who has fallen victim to resenteeism has options.
In the first instance, they should try to identify specific reasons for their unhappiness and discuss them with their manager or HR department. Perhaps they can identify potential solutions which would help increase job satisfaction and improve work-life balance or suggest ways in which they can achieve career growth and meet personal objectives.
While they are experiencing feelings of resentment, employees need to take extra care to look after their health and wellbeing, so they don’t become consumed by negativity. Taking time off work may help them be more objective about their situation and feel better able to talk openly with their employer about how their concerns might be addressed. It may be that through good communication their issues can be resolved, and they’ll be able to stay with their current employer.
But in some cases, the employee may have come to the end of the road and will decide it’s time to start hunting for a new job to inspire and motivate them again. Life is too short to stay stuck in a job that doesn’t meet those needs and, as the old saying goes, there’s no harm in looking. Discover three open roles below or find plenty more opportunities on the Tech.Eu Job Board.
HR Business Partner - DataAILab, TikTok, London
TikTok is the leading destination for short-form mobile video and it is actively recruiting a HR Business Partner. This role involves building relationships with leaders and guiding management on employee relations and performance management. Among the requirements, the successful candidate will need a Bachelor's degree or equivalent practical experience as a HR advisor or generalist experience supporting leaders at MNC. To explore the requirements further or to be amongst the first to apply, click here.
Business Development Manager, Mönchengladbach
MACRIX Software GmbH in Mönchengladbach seeks a Business Development Manager with relevant B2B sales experience in the IT environment, especially in direct sales of complex software services to the logistics and energy sectors, and the steel and automotive industries. Macrix has been in business since 2000 and growing ever since, but retains the ethos of a small family business and is committed to continuous development and training for all employees.
To apply or learn more about the role, click here.
Senior Software Rail Engineer, T-Systems International GmbH, Frankfurt
T-Systems bring public transport into the digital future with innovative IT solutions and fresh ideas. As a Senior Software Rail Engineer, you will develop digital solutions in the Rail & Public Transport business unit. The role includes developing software in the context of the implementation of professional customer requirements into innovative technical solutions. The ideal candidate will have a degree in one of the sub-areas of computer science (e.g. technical computer science, business informatics) or a comparable course, enjoy solving complex problems with the help of a modern programming language (e.g. Java, Python). For a full list of requirements or to apply, check out the job posting today.
Lead image: Obie Fernandez