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Historically, any big change in workplace dynamics have been scrutinized. As younger workers enter the workforce with differing expectations from previous generations, it’s almost a rite of passage to bare the brunt of criticism from more senior workers who value their status quo.
Previously, we saw this change and backlash when Millennials entered the workforce, and were critically referred to as the "job hopping generation". Now, it appears that Gen Z, or the cohort born between 1997 and 2012, has been dubbed the ‘most challenging generation to work with,’ due to another seismic shift in expectations.
Gen Z, much like Millennials before them, faces accusations of being too casual in professional settings, leading to a perceived lack of enthusiasm in their roles.
This sentiment has seemingly given rise to a troubling trend known as ‘resenteeism,’ a term coined to describe the combination of resentment and absenteeism in the workplace.
So-called resenteeism represents a new evolution of what is more commonly known as "quiet quitting," a phenomenon where employees disengage from work subtly, doing the bare minimum to avoid drawing attention.
However, unlike its predecessor, resenteeism is characterized by a sense of feeling trapped in one's role, stemming from an inability to find a better-suited job or the belief that such opportunities are unattainable.
The ramifications of resenteeism are significant, as it contributes to burnout, feelings of being undervalued, and a lack of fulfilment among employees.
Recent research from CNBC and SurveyMonkey’s Workforce Survey seems to support the prevalence of this trend, particularly among Gen Z workers.
According to the survey, a staggering 47% of Gen Z respondents admit to "coasting" in their roles, indicating a sense of disengagement and resentment towards their work.
This contrasts sharply with older generations, where a higher proportion claim to be thriving in their roles. Additionally, Gen Z workers are more likely to view their jobs as merely a means to a paycheck, with 42% reporting this sentiment compared to older generations.
What's more, Gen Z workers express dissatisfaction with the nature of their responsibilities, citing a lack of meaningful work and autonomy compared to their counterparts.
These findings shed light on the challenges faced by young workers, who often find themselves in entry-level positions that may feel unfulfilling compared to managerial or executive roles.
What prompted the rise of resenteeism?
The rise of resenteeism is not without its causes. The Great Resignation, exacerbated by the cost-of-living crisis and ongoing financial uncertainties, has contributed to a sense of job insecurity and dissatisfaction among employees.
Moreover, workplace cultures that fail to promote psychological safety, employee wellbeing and talent development are more likely to foster resentment among their workforce, due to a perceived sense of stagnation and declining mental health.
How to prevent resenteeism in your organisation
Identifying and addressing resenteeism in the workplace requires proactive measures from employers. Recognizing the signs of resenteeism, such as decreased enthusiasm, reluctance to take on responsibilities, and reduced communication with colleagues, is crucial for intervention.
However, to stem the problem at its source, it’s vital that managers have the tools to lead this emerging generation. The research seems to suggest that this isn’t the case.
It highlighted that 66.6% of managers express a need for greater clarity regarding their roles, increased support in delivering performance management, and assistance in guiding employees' skills and career development.
It’s easy to see, then, how Gen Z may be swiftly misaligned and demotivated. Aligned employees are 35% more efficient and productive.
The study also notes that employees who receive one-on-one time with their managers at regular intervals, consistently, are at least three times more likely to feel supported in their work, skills, and career development.
Additionally, aligning individual goals with company objectives and promoting a culture of openness and support are essential for improving employee engagement and satisfaction.
The consequences of neglecting resenteeism are far-reaching, impacting not only individual performance but also team dynamics, company performance and overall morale.
As businesses navigate the challenges of a significant change in the generations that make up the workforce, addressing resenteeism should be a top priority to ensure a happier, more productive, and ultimately more resilient workforce.
