What is Resenteeism?

Not every unhappy employee leaves their job. Some stay, but not because they’re engaged or motivated—rather, they might feel stuck, resentful, and dissatisfied. This is the essence of resenteeism, a workplace trend where employees remain in their roles despite growing frustration. Unlike quiet quitting, where employees break from work by doing the bare minimum and coasting their job duties, resenteeism comes with an undercurrent of resentment that can subtly undermine workplace morale and eventually affect productivity.

Let’s break down what resenteeism is, why it happens, and how organizations can address it before it harms team dynamics and overall performance.

What is Resenteeism?

Resenteeism describes employees who continue working despite feeling deeply dissatisfied, often due to job insecurity, fear of change, or a belief that better opportunities aren’t available. Rather than quitting, they stay and let their frustrations simmer. This can manifest in disengagement, negativity, or even passive resistance to workplace initiatives. All of this, of course, will eventually impact a company's bottom line.

The Origin of the Term

The term “resenteeism” emerged as a response to workplace trends like presenteeism and quiet quitting. While presenteeism refers to employees showing up despite illness or burnout, and quiet quitting describes disengagement without outright resignation, resenteeism is defined by an underlying resentment. Employees experiencing resenteeism don’t withdraw and instead, stay and let their dissatisfaction affect their work and colleagues.

What is an Unfair Labor Practice? →

Causes of Resenteeism

Resenteeism doesn’t happen overnight. It builds up over time, when work environment fails along other workplace frustrations. While every employee’s experience is different, certain common factors contribute to this growing sense of resentment.

Workplace Dissatisfaction and Unfulfilled Expectations

Resenteeism often starts whenemployees feel their job isn’t what they expected. This may have to do with unfulfilled promises, a mismatch between job responsibilities and expectations, or a lack of meaningful work, dissatisfaction can slowly turn into resentment. Resenteeism can also be a response to bossy behavior, or being unfairly treated, or having an excessive workload. Under these circumstances, employees stop striving, although they may stay despite their frustrations, especially if they feel they have no better options.

Lack of Career Growth Opportunities

Most employees, especially young workers, want to see a future for themselves in their organization. When promotions, skill development, or lateral moves are limited, they may feel stuck in their roles, which may frustrate them. Over time, this stagnation triggers resentment in the company leadership, particularly if they see others progressing while they remain in the same position. The way they see it, putting in just the hard work didn't cut it, and leadership may allow other colleagues to climb the ladder because of politics.

Poor Management and Toxic Work Culture

A negative work environment, micromanagement, lack of support, or inconsistent leadership can all contribute to resenteeism. Employees who feel undervalued, ignored, or subject to unfair treatment may stay out of necessity but disengage emotionally. A toxic organizational culture—where negativity, favoritism, or a lack of transparency fly high—only amplifies the issue.

Job Insecurity and Fear of Change

Even when employees are unhappy, the uncertainty of finding a new job can be nerve-racking. Economic instability, financial obligations, or fear of losing benefits may force employees to stay despite wanting to leave. This reluctance to take risks can result in long-term dissatisfaction, with employees feeling trapped rather than committed.

Signs of Resenteeism in Employees

Since resenteeism is more about attitude than actions, it can be tricky to identify in the day-to-day routine. Employees experiencing it don’t necessarily check out completely, but their behavior shifts in ways that affect workplace dynamics. Here are some key signs to look for:

• Decreased motivation and engagement: employees experiencing resenteeism often lose interest in their work. They may put in minimal effort, miss deadlines, or avoid taking initiative—much like how poor performers behave.
• Passive-aggressive behavior: rather than openly voicing their frustrations, employees with resenteeism may express their dissatisfaction subtly—through sarcasm, backhanded comments, or a general reluctance to cooperate.
• Frequent complaints but no action taken: employees with resenteeism might regularly voice concerns about their workload, management, or company policies but take no steps to address the issues or seek solutions. Their dissatisfaction lingers without resolution and sets up a cycle of negativity.
• Resistance to teamwork and collaboration: collaboration often suffers when employees feel resentful. They may withdraw from team discussions, refuse to contribute ideas, or show reluctance to support colleagues.

What is an HR Business Partner (HRBP)? →

Impact of Resenteeism on Businesses

When resenteeism takes hold in a workplace, it has a ripple effect on the entire organization.

One of the first signs of resenteeism’s impact is stagnant productivity. Employees who feel resentful often disengage from their work, doing only what’s necessary to get by. They contribute fewer ideas, avoid taking initiative, and show little enthusiasm for problem-solving. Over time, this stagnation can slow a company’s growth and competitiveness.

Lower employee morale is another major concern. When resentment festers, it spreads. Teams that once thrived on collaboration and motivation may struggle with negativity, frustration, and declining engagement.

Increased turnover and hiring costs also become an issue. While resenteeism doesn’t always lead to immediate resignations, many affected employees eventually leave. Each departure comes with expenses related to recruiting, onboarding, and training new hires. If a company fails to address the root causes of resenteeism, it risks a constant cycle of losing talent and struggling to retain new employees. And remember that turnover is expensive.

An unhappy workplace culture can also damage an employer’s reputation. Word spreads quickly, whether through employee review sites or personal networks, and companies that develop a reputation for dissatisfaction may struggle to attract top talent. Potential candidates may hesitate to apply and make it harder for the company to build a strong, engaged workforce.

How HR Can Address Resenteeism

Resenteeism isn’t inevitable, and HR has the power to turn things around by creating a workplace where employees feel valued, heard, and motivated. Addressing the issue requires a combination of open communication, career development, and a positive work culture.

Allowing spontaneous communication is one of the most effective ways to prevent resentment from building up. Employees need spaces where they can express concerns without fear of backlash. Regular one-on-one meetings based on open and honest conversations, feedback surveys that can capture workers' tendency to love or hate a company, and transparent discussions help management identify and address dissatisfaction before it snowballs into something bigger.

Providing career development opportunities can also reduce resenteeism. Employees who feel stuck in their roles are more likely to disengage, so HR should offer clear paths for growth. Internal promotions, mentorship programs, and professional training opportunities help employees see a future within the company.

Recognizing and rewarding employee contributions is another key strategy. Many employees become resentful when they feel their hard work goes unnoticed. Acknowledging achievements—whether through promotions, bonuses, public recognition, or even a simple thank-you—raises morale and helps employees feel valued. And employees fondly remember even the smallest recognitions.

And companies and HR teams should advocate for a culture that is cooperative and healthy rather than hostile or bitter. A toxic corporate culture fuels resentment, so HR should focus on addressing conflicts quickly and making sure leadership is supportive rather than overly controlling. There are plenty of ways to create a cooperative culture. The easiest one is to combat micromanagement. And offering hybrid and flexible work options, like flexible work locations or flexible work schedules, can help with this, because it will give stressed-out employees some space to breathe.

Gamification in the Workplace: 5 Strategies to Gamify your Workforce →

Resenteeism FAQs

How does resenteeism compare to presenteeism?

While both involve employees staying at work despite challenges, the key difference is motivation. Presenteeism usually refers to employees who continue working despite illness or personal struggles, often due to fear of falling behind or workplace pressure. Resenteeism, on the other hand, is driven by frustration and dissatisfaction. Employees remain in their roles not because they want to, but because they feel they have no other choice. And they ain't exactly delighted about that.

What are the differences between resenteeism and quiet quitting?

Quiet quitting and presenteeism share some similarities, as both involve disengagement from work. But quiet quitting is typically a conscious decision to set work-life boundaries, where employees do only what their job requires without going above and beyond. Resenteeism, on the other hand, is fueled by resentment. Employees withdraw effort and stay in their jobs despite feeling unhappy and stuck, often spreading negativity in the workplace. So maybe quiet quitting is a passive approach to a job, whereas resenteeism is an actively damaging mood toward a job.

How is resenteeism related to employee burnout?

Burnout and resenteeism can overlap, but they result from different issues. Burnout is the result of prolonged stress, exhaustion, and being overwhelmed, often due to high workloads or unrealistic expectations. Resenteeism, however, is more about feeling trapped in a job due to dissatisfaction with workplace conditions, career stagnation, or toxic management. While burnout can lead to resenteeism if employees feel they have no better options, resenteeism is more about emotional resentment rather than utter exhaustion.