The Cost of Presenteeism in South African Workplaces,
In today’s corporate landscape, many organizations focus on preventing turnover, but a more insidious issue lurks beneath the surface—silent resignation. This phenomenon occurs when employees remain physically present at work but mentally check out, leading to decreased productivity, low morale, and a ripple effect that undermines workplace culture. Unlike traditional resignations, silent resignation is harder to detect and even more challenging to address.
Understanding Silent Resignation
Silent resignation is often the result of unaddressed workplace stressors, a lack of growth opportunities, and diminishing trust between employees and leadership. South African workplaces, in particular, are seeing a surge in presenteeism, where employees show up but are disengaged due to burnout, financial stress, or job dissatisfaction. A report by Occupational Care South Africa (OCSA) estimates that presenteeism costs businesses nearly R89 billion annually—far more than absenteeism.
A disengaged workforce not only drains productivity but also erodes company culture. A Gallup survey found that 85% of employees worldwide are not engaged or actively disengaged at work, which means businesses are missing out on potential innovation, creativity, and growth.
Key Indicators of Silent Resignation
HR professionals must be proactive in identifying silent resignation before it impacts performance and profitability. Common indicators include:
- Declining Productivity – Employees complete tasks at a slower pace with reduced quality.
- Minimal Participation – Less engagement in meetings, fewer ideas shared, and reluctance to take initiative.
- Increased Absenteeism & Presenteeism – Higher sick leave usage or employees being physically present but mentally absent.
- Lack of Passion – Employees no longer find fulfillment in their work and merely “go through the motions.”
- Withdrawal from Team Activities – Reduced social interactions and avoidance of collaboration.
How HR Can Reignite Motivation and Purpose
The solution to silent resignation isn’t just about increasing salaries or benefits—it’s about fostering meaningful engagement. Here’s how HR can tackle this growing concern:
- Redefine Workplace Culture
A strong workplace culture rooted in purpose and belonging can significantly boost engagement. Leaders should emphasize open communication, transparency, and recognition. Regular check-ins, company town halls, and pulse surveys can help measure employee sentiment and drive improvement.
- Address Burnout Proactively
A Deloitte study found that 77% of employees have experienced burnout in their current role. To combat this, HR should implement mental health programs, workload management strategies, and encourage regular breaks. Offering flexibility in work arrangements can also alleviate stress and improve work-life balance.
- Create Career Growth Opportunities
Stagnation is a major contributor to disengagement. Employees need clear career progression paths, upskilling programs, and mentorship opportunities to remain invested. A LinkedIn study found that 94% of employees would stay at a company longer if it invested in their career development.
- Strengthen Leadership Effectiveness
Poor leadership fuels disengagement. HR should train managers to provide constructive feedback, support employee well-being, and lead with empathy. Employees who feel seen and valued by leadership are far more likely to stay engaged.
- Recognize and Reward Contributions
A simple yet effective way to re-engage employees is through recognition programs. A study by OC Tanner found that employees who feel appreciated are five times more likely to stay in their jobs. Public acknowledgments, incentives, and peer-to-peer recognition can go a long way.
The Bottom Line: A Proactive Approach is Key
Silent resignation is not a fleeting trend—it’s a serious challenge that demands strategic intervention. HR professionals must take a proactive and human-centric approach to address disengagement before it spreads across teams. By fostering a positive, purpose-driven workplace, investing in employee development, and prioritizing mental health, organizations can transform disengaged employees into motivated contributors.
The real question isn’t whether businesses can afford to invest in engagement strategies—it’s whether they can afford not to.
