As business leaders navigate the complexities of today's ever-evolving work environment, they face a new and growing challenge: 'resenteeism'.

The trend, as discussed in this Stylist article, is characterised by employees staying in jobs they find unsatisfying due to concerns over job security or limited alternatives, and it poses a significant obstacle to maintaining a motivated and productive workforce.

In this article, we explore the factors driving resenteeism, its impact on workplace culture, and how employers can leverage hybrid working models, such as those offered by Regus, to address this challenge.

Understanding the roots of resenteeism.

Rotacloud, the software company that first coined the term ‘resenteeism’, have identified several societal changes and labour market shifts that led to the emergence of this trend:

• Money worries: when fears of another recession and soaring living costs are looming, employees might think twice before taking the plunge into the job market. After all, uncertainty about paying the bills can make anyone nervous.
• Seasonal blues: winter in the northern hemisphere exacerbated feelings of discontent, as people grappled with post-Christmas blues and the return to work.
• The Great Resignation and Quiet Quitting: these trends haven't done any favours for workplace morale. Workers who've stuck with their jobs while others have moved on may feel undervalued, unfairly treated, or even forgotten by their employers.
• The long shadow of Covid: as if all that wasn't enough, we've also had to deal with the ongoing challenges and uncertainties of the pandemic, which certainly haven't made things any easier.

These factors have come together like a perfect storm, giving rise to resenteeism. Now business leaders must address them to keep their workforce motivated and productive.

The ripple effects of resenteeism.

The consequences of resenteeism extend beyond individual dissatisfaction, as Rotacloud explains. Affected employees are unlikely to voice their discontent to their managers, choosing instead to speak to colleagues and peers, who they hope will share their point of view. This behaviour can erode staff morale and workplace culture, ultimately hindering overall business performance.

A proactive approach to resenteeism.

There are many ways to help employees feel secure and fulfilled at work including fostering a culture of positivity, demonstrating empathy and appreciation, and creating an environment where open communication is encouraged and everyone's voice is valued. Rewarding staff for their efforts and celebrating their successes can go a long way and leaders should always encourage breaks when pressure mounts at work.

Offering professional development opportunities can help make people feel supported in their personal and professional journeys. From training courses and mentorship programmes to job shadowing, development resources should be accessible to all employees, enhancing their experience and cultivating a sense of understanding and belonging.

In addition to these strategies, business leaders can prioritise the employee experience by emphasising the advantages of hybrid working.

The latest research from IWG, Regus’s parent brand, demonstrates that hybrid workers — those who divide their time between local flexspaces, home and central offices — are healthier, happier, and more engaged in their work. By offering employees the flexibility to work where and when they perform best, business leaders can create a more positive work environment that minimises resentment and fosters a more motivated workforce.

Hybrid for health and wellbeing.

IWG's white paper highlights several health and well-being benefits of hybrid work, including:

1. Increased sleep: Working closer to home allows employees to gain up to 71 hours of extra sleep per year, promoting better overall health.

2. Improved nutrition: With more time available to prepare meals, 70% of surveyed hybrid workers report that they can now create nutritious meals daily, leading to increased consumption of fruits and vegetables and reduced intake of sweets.

3. More exercise: Hybrid workers now average 4.7 hours per week, up from 3.4 hours pre-pandemic. This increased activity has led to weight loss for many workers.

These benefits, as world-renowned healthcare professional Dr. Sara Kayat states, form the "bedrock of a healthy lifestyle." By adopting hybrid working models, employers can facilitate improved employee health, which can help address the resentment underlying resenteeism.

Supporting hybrid and combatting resenteeism.

Regus’ flexible workspaces provide a practical solution for business leaders seeking to offer hybrid work options to their employees.

With around 3,500 locations globally, Regus enables companies to adopt the 'hub and spoke model', allowing workers to split their time between home, a satellite office close by, and the company HQ. That means no more unnecessary trudging into the central office every day.

And by giving workers access to a range of work environments, from quiet spaces for focused work to areas dedicated to more collaborative activities, Regus promotes a more positive and engaging employee experience.

IWG Founder Mark Dixon has seen the transformative effect the model can have on businesses. He says: “Organisations that have adopted hybrid working are not only seeing healthier and happier workforces, but more engaged and productive teams.”

The takeaway? By embracing hybrid, business leaders can cultivate a dynamic work culture that fosters collaboration, innovation, and job satisfaction, effectively combatting resenteeism.

Find out more about how Regus can help your organisation reap the benefits of the hybrid model.