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Learn to identify and prevent resenteeism and quiet quitting with practical engagement strategies and leadership best practices.
The modern workplace is undergoing significant change, bringing new challenges for leaders and HR professionals. Terms like "resenteeism" and "quiet quitting" reflect deeper shifts in how employees view work, purpose, and well-being.
To address these trends effectively, it is important to define them clearly and understand how they differ. Both are forms of disengagement, but they manifest in distinct ways.
Resenteeism refers to employees who stay in their jobs despite deep dissatisfaction. Unlike presenteeism, which often results from illness or stress, resenteeism stems from resentment and can lead to toxic behaviors and low morale.
Quiet quitting describes employees who stop going above and beyond their job duties, doing only what is required. It is a more passive withdrawal, often driven by burnout or a desire for work-life balance.
Recognizing these behaviors helps leaders respond to the unique motivations behind each trend. Distinguishing between active resentment and passive detachment is a first step toward designing better engagement strategies.
Employee disengagement is rising due to a mix of personal, organizational, and economic pressures. These underlying causes often intersect, making disengagement difficult to solve without a comprehensive approach.
Addressing disengagement requires identifying which of these factors are present in your workplace. Only then can tailored strategies be implemented to rebuild trust and motivation.
Disengagement is not just a personal issue—it has significant consequences for teams and organizations as a whole. Ignoring it can result in long-term operational and cultural damage.
Understanding these risks helps justify the need for serious investment in engagement strategies. Preventing disengagement is not just about employee satisfaction—it is about organizational success.
Leaders must rethink their approach to employee engagement in response to evolving expectations and workplace realities. A reactive stance is no longer enough.
A modern engagement strategy is proactive, people-centered, and tailored to individual needs. Building a culture of connection and trust is key to retaining and motivating talent.
To shift from reactive fixes to sustainable engagement, leaders must focus on both individual and organizational changes. These recommendations provide a roadmap for that process.
When implemented consistently, these strategies can help organizations build a more committed and engaged workforce. Long-term investment in people always delivers lasting returns.
Resenteeism and quiet quitting are not temporary trends—they are signs that the workplace must evolve. Organizations that listen, adapt, and invest in their people will build cultures that thrive in this new era.
By taking proactive steps today, leaders can prevent disengagement and foster a resilient, motivated, and purpose-driven workforce.
Discover how Assembly can help you boost engagement and prevent quiet quitting—schedule your free demo today.
Resenteeism occurs when employees remain in their roles despite deep dissatisfaction, often due to economic concerns. This leads to active negativity, reduced collaboration, and a toxic work culture.
Quiet quitting involves doing the bare minimum at work without emotional investment, while resenteeism includes active resentment and negativity. Both are disengagement forms but with different behaviors.
Signs include decreased participation, lack of enthusiasm, withdrawal from team activities, and a decline in performance. Increased negativity or cynicism may also be noticeable.
Leaders should foster open communication, recognize contributions, support well-being, and ensure fairness. Building trust and purpose can prevent disengagement from taking root.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered
