The Rise of Resenteeism: How to Foster a Positive Company Culture in Challenging Times

"What is resenteeism? Essentially, it's when an employee resents their boss, the company, their duties, and has no interest in working. Yet, the company is still paying them. We have seen a lot of trends and new terms since COVID, such as quiet quitting, rage applying, and bare minimum Mondays.

As a small business owner for the last 15 years, these trends are hard to hear. However, as a strategic recruiter, I hope I can help companies figure this out. The bottom line is, people have the right to feel whatever they want. It's your job as a company, a leader, and a manager to have a strong culture that can live on through these nasty trends.

As a company, you need to care as much about your employees as you do about the bottom line. In a perfect world, employees would care as much as you do. The only way to make this possible is to walk the walk and make it your goal that everyone you hire will become better versions of themselves.

Ask Your Employees What They Want and Really Listen:

You don't know what you don't know. You can guess and assume, but that will only frustrate you and your employees. Have an open conversation if your team is small, or do a survey if your team is larger. Don't be afraid to do both.

Promote a Culture of Learning:

Offer training programs that are well-structured, engaging, and designed with active learning principles in mind. Encourage employees to actively participate and apply their knowledge in real-life scenarios.

Give Recognition and Rewards:

Everyone wants to know they are doing a great job. Work is a place where they spend a lot of their time, and it's important they feel appreciated. You can do this weekly, monthly, quarterly, or yearly. It doesn't have to be big; even something as small as a company Slack channel to praise wins can suffice.

Have Diverse, Inclusive Groups and Team Building Exercises:

Implement programs and activities that foster a sense of belonging and engagement among employees. This will increase morale and communication.

Build a Culture That Embraces Psychological Safety:

Cultivate a supportive and positive work environment where employees feel comfortable asking questions, seeking help, and sharing knowledge.

Provide Flexibility and Well-being:

Encourage work-life balance and allow employees to have some control over their schedules and where they work when feasible. Lead by example and focus on results, not the amount of time working. Try not to respond when on vacation or after-hours.

Promote Collaboration and Strong Communication:

Maintain open and transparent communication with employees to build trust and foster a positive work culture. Have cross-functional projects, use collaboration tools, and recognize collaboration efforts. Remind employees that it's a conversation, not a confrontation.

Give Regular Feedback:

Provide constructive, specific, and timely feedback. It's important to do this with empathy and support for employees in order to help them grow and improve. Set personal and department goals. Encourage them to do a self-assessment, while also keeping a growth and success journal to keep the mindset strong.

Provide Incentives for Skill Development:

Offer financial incentives or career advancement opportunities for employees who acquire new skills and knowledge relevant to their roles. Encourage employees to then share what they've learned in a presentation to the team.

Lead at All Levels:

Embrace leadership development. This can start with someone fresh into their career. Encourage taking the initiative and being proactive. Instead of asking for permission, ask for forgiveness. This shows you trust your team, and this will, in return, grow confidence amongst all team members. Let people who have the desire lead projects, no matter how small."