Working End > Dismissal > Inner Resignation

Inner Resignation

Definition, Explanation

Inner resignation is closely associated with employee satisfaction. Their basis is employee's ideals and expectations. If they are not fulfilled, the so-called "psychological contract of employment" comes to a rupture. This describes the conformity between company expectations and the readiness of each individual to participate actively with his/her performance.

Employee satisfaction can be measured with suitable analysis processes. Deficits can be perceived immediately, for example, by increasing periods of absentee of high rates of fluctuation. According to research by Gallup, about 70 percent of all employees work to rule. About 18 percent of all employees have quit internally. This means an extreme form of frustration. One reacts to the first disappointments by protesting, then by being resigned and finally by "mentally" quitting. As this process takes place in a slow and slinking way, it is often not consciously perceived, neither by the person concerned or the respective superior. As a rule, a noticeable degeneration of performance initially leads to the employee being criticised, who in turn increasingly shuts himself/herself away into the inner resignation.

Signs:

• Lack of dedication and willingness
• Limited performance down to a minimum
• No initiative of one's own
• Changes in behaviour: People who used to do overtime, came up with new ideas to make a career, become people, who only do what is necessary and adhere exactly to their working hours. Or critical employees become "apple polishers".
• Non-exploitation of powers to act
• Reduction in communication and retreat into privacy
• Acceptance and implementation of superiors' decisions without comment
• Body language signalises resignation, weakness, boredom, and disinterest
• Mock harmony, distance, brassiness instead of humour, jokes and laughing
• No participation in events that have nothing to do with the actual work, like work parties, work outings or incentive events
• Passiveness during teamwork, in discussions
• Increased absenteeism, longer breaks during working hours, starting and finishing work punctually, refusal of overtime
• Lacking interest in further training and career
• Criticism and sanctions rebound

Causes:

• Unsatisfied with working situation
• Bad working atmosphere
• No possibility to positively influence
• Mental underload or overload
• Anxious about rationalisations and re-organisations
• Lack of recognition, communication and making sense
• Untransparent responsibilities
• Unclear allocation of tasks
• Time pressure
• Mobbing
• Appraisals found to be unjustified, assessment of the results
• Non-fulfilment of professional expectations or promises (career, posting abroad, project management)
• Unnecessary bureaucracy and formalities
• Motivation is limited to income and getting a job, no interest in actual job
• Burnout, depression, stress
• Notice is not given due to anxiety of unemployment and lack of better alternatives

Consequences:

• For those concerned: dissatisfaction, unhappiness, negative experience of working life, denial and incomprehension of colleagues' behaviour
• For the company: increasing absenteeism, fewer ideas, less commitment, decreasing productivity

Tips, Checklist

For superiors

• Take signs like increased sick leave, frequent absenteeism, decreasing quality, increasing number of complaints and customer complaints seriously
• Examine yourself for possible managerial errors by observing yourself thoroughly and systematically
• Let others give you feedback like in employee discussions
• Try to create good conditions for a high employee satisfaction. That can be through:
  • A co-operative managerial style
  • An expansion of spheres of influence
  • Recognition instead of criticism
  • Involvement of employees, who have innerly resigned, in improvements in projects that handle improvements potentials. These employees are experts for company analyses
• Speak to your employees and enquire about the reasons for his/her decreasing commitment
• Take reasons seriously and make arrangements with your employee to overcome the inner resignation

For those concerned:

• Analyse the reasons why you are not satisfied with your job and write them down
• Talk to colleagues about your dissatisfaction and let them give you stimuli
• Talk to your superior about your situation
• Make suggestions to your superior in a talk about how your situation could be improved or what alternatives there are for you, if things do not improve
• Agree on concrete gaols and measures with your boss and make sure they are adhered to on both parts
• If things do not change, have the courage to quit and look for a new job. Otherwise, your dissatisfaction will make you ill with time

Last update: 01/14/2010