When presence doesn’t mean engagement
They’re still showing up to meetings. Emails are answered. Tasks are done.
But something’s off.
There’s a flatness in their voice. Sarcasm where there used to be spark. A sense of “meh” that’s slowly seeping across the team.
This is resenteeism — the new face of burnout. It’s what happens when people emotionally check out but stay in post. Whether it’s fear of change, financial need, or sheer loyalty, they’re still on the payroll… but no longer on board.
And the scary part? It’s often invisible until it starts to undermine morale, damage culture, and ripple out across teams like a slow leak.
If you’re leading people, this is one trend you can’t afford to miss.
What is resenteeism — and why does it matter?
The term “resenteeism” blends resentment and presenteeism (being at work but not fully functioning). But unlike the quiet detachment of “quiet quitting,” this one simmers.
Employees experiencing resenteeism are frustrated. Disconnected. They might feel:
- Stuck in a role they’ve outgrown
- Overlooked for recognition or promotion
- Silenced in decisions that affect them
- Or simply exhausted by change without support
But they stay — because it feels safer than leaving. The cost? They’re mentally disengaged, emotionally drained, and slowly dragging team culture down with them.
Seen in the wild: One leader’s wake-up call
I was coaching a team leader recently who described a brilliant team member becoming “difficult” — resistant in meetings, rolling their eyes, muttering under their breath. On paper? Still productive. In reality? Burning out from the inside out. When we dug in, it became clear: they’d felt ignored for months. Passed over for a new project. No space to give feedback. No meaningful 1:1s. Once the manager made space for honest conversation — without defensiveness — something shifted. It wasn’t too late. But it almost was.
This isn’t about lazy employees. It’s about disconnected humans. And the difference is everything.
Why resenteeism is spreading
The modern workplace is a pressure cooker. Hybrid fatigue, cost-of-living stress, and shrinking teams mean people are under more emotional load than ever. Add in stagnant career pathways and poor management practices, and you’ve got the perfect storm for resentment to build.
Resentment is contagious. One emotionally checked-out team member can create a ripple effect that undermines trust, morale, and momentum across the board.
3 Ways to Spot and Shift Resenteeism Before It’s Too Late
1. Look past performance and listen for tone
Just because someone is delivering doesn’t mean they’re doing well. Tune into tone — sarcasm, flatness, or passive-aggressive comments are all red flags. If something feels off, it probably is.
2. Make space for real conversation
When was the last time you asked, “How are things really going for you here?” Not as a tick-box, but with genuine curiosity. Resenteeism grows in silence — connection disrupts it.
3. Rebuild purpose and recognition
People need to feel valued, seen, and progressing. Even small wins deserve spotlighting. Ask team members what motivates them — and how you can help them get closer to it.
Final thoughts: It’s not too late
Resenteeism isn’t the end of the road. In fact, it can be an invitation — to reconnect, reflect, and re-engage your people before disconnection becomes departure. If you’re seeing the signs, don’t panic. Lean in. Listen. Act. Because the best leaders aren’t the ones with the most answers — they’re the ones who are most willing to ask the right questions.
If this resonates, BetterU offers leadership development and wellbeing workshops that help managers spot early warning signs, build emotional intelligence, and reconnect with their teams in meaningful ways.
Let’s help your people thrive —not just survive. https://betterugroup.com/