Your Turnover Rate is Down…But What About “Resenteeism”?
For the last three years, every HR meeting started with the same panic: “How do we stop people from leaving?”
Now, the data shows the tide has turned. The “Great Resignation” has given way to “The Big Stay.” Quit rates in the US have normalized, and employees are holding onto their roles amidst economic uncertainty.
On the surface, this looks like a victory. Retention is up! Recruitment costs are down! But as HR consultants, we are seeing a new, quieter risk emerging. When employees stay because they feel they have to, not because they want to, you trade turnover for stagnation.
You might have bodies in seats, but do you have their engagement? In the following blog, Cisso Bean & Dutch explain “resenteeism,” including how to spot it and stop it!
The Rise of “Resenteeism”
We’ve all heard of “Quiet Quitting.” The 2025 evolution of this is “Resenteeism.”
- This happens when an employee feels trapped. They might want to leave for a higher salary or a new challenge, but the cooling job market makes that riskier.
So, they stay.
- But they stay with a sense of resentment, doing the bare minimum while vocalizing their dissatisfaction to the rest of the team.
- This is more dangerous than turnover. A vacant seat costs money; a toxic, disengaged employee costs culture.
The Big Stay
This isn’t just anecdotal. The shift from the “Great Resignation” to the “Big Stay” has created a friction point in the workforce.
- The “Big Stay” Creates Friction: According to the Bureau of Labor Statistics, the “quits rate” has fallen significantly from its peak in 2022.
- Fewer people are voluntarily leaving jobs. While this sounds good for retention numbers, it creates a pressure cooker if those employees are staying solely out of fear of the job market rather than engagement with work.
- The Cost of Active Disengagement: Gallup’s State of the Global Workplace report highlights that nearly 18% of employees are “actively disengaged.”
- These aren’t just unhappy workers; they are workers acting out their unhappiness. Gallup estimates that low engagement costs the global economy $8.8 trillion annually.
- Worker Satisfaction is Dipping: BambooHR’s recent data analysis of over 57,000 workers revealed that employee happiness has been on a steady decline, reaching its lowest point in four years.
Is Your Team “Stuck”? (The Warning Signs)
How do you tell the difference between a solid team and a “stuck” one?
Look for these subtle shifts in behavior:
- ✔ The “Innovation Drop”: Are people executing tasks perfectly but stopping there? A lack of new ideas is the first sign of disengagement.
- ✔ Usage of PTO: Are employees hoarding vacation days? It suggests they are afraid to step away or are banking time for a future exit.
- ✔ Silence in Meetings: If your usually vocal contributors have gone quiet, they haven’t agreed with you; rather, they’ve checked out.
The Pivot: From “retention” to “Re-Recruiting”
In 2026, your strategy to retain talent must shift. You don’t need to lock the doors to keep people in; you need to give them a reason to climb inside your walls!
- Conduct “Stay Interviews” (Not Just Exit Interviews)
Don’t wait for a resignation letter to ask what’s wrong. Sit down with your top performers now. Ask: “What is one thing that would make your job more satisfying today?” The answer is rarely just money; it usually covers autonomy, tools, or clarity. - The “Lattice,” Not the Ladder
If you can’t offer a promotion because turnover is low, offer movement. “Lattice” careers allow employees to move sideways into new projects or departments. It cures boredom and builds a more versatile workforce. - Upskilling as the New Benefit
If the external market is cooling, the only way for employees to increase their value is by learning inside your company. Invest heavily in AI training and professional development. It sends a powerful message: “We are investing in your future, even if you stay right here.”
The Bottom Line
Low turnover is not a silver bullet. It’s a breathing room. Use this time wisely to fix your culture and re-engage your team, or you risk waking up to a workforce that is present but absent.
Want to learn more about the strategies and solutions above? Consider our Human Resources Consulting Services! We have an established track record of helping businesses implement “best-in-class” programs, and we’d be delighted to step in and help your team reach its full potential. Contact us today to learn more!