Navigating Grievances: Understanding and Addressing Workplace Resentment

The concept of privilege and fairness can stir strong emotions, particularly in team environments where opportunities may seem unevenly distributed. As a manager, it’s easy to become frustrated when grievances overshadow progress, but addressing these feelings head-on can turn discontent into constructive dialogue. Here’s how to shift your perspective and navigate this complex dynamic effectively.

It’s Not About Privilege or Generations

While it’s tempting to attribute workplace dissatisfaction to generational differences or privilege, these factors might not be at the heart of the issue. What you’re experiencing is likely rooted in resentment, a universal and timeless human emotion.

Brené Brown, in Atlas of the Heart, defines resentment as:

“The feeling of frustration, judgment, anger, ‘better than,’ and/or hidden envy related to perceived unfairness or injustice. It’s an emotion that we often experience when we fail to set boundaries or ask for what we need, or when expectations let us down because they were based on things we can’t control.”

Resentment thrives when people feel overlooked, undervalued, or powerless. This is not unique to Gen Z or any specific generation—every age group has had its share of discontent. The challenge is recognizing the emotion for what it is and addressing it effectively.

Understanding the Source of Grievances

When team members dwell on perceived unfairness, it can spread negativity throughout the group. This behavior, much like a contagious ailment, needs to be addressed before it derails the team.

Start by shifting your mindset. Instead of dismissing grievances with a “Who cares?” attitude, consider the underlying causes of their concerns. Asking thoughtful, open-ended questions can help uncover valid points while demonstrating your willingness to listen:

• Do you think there are unfair practices in how opportunities are distributed?

• How do these concerns affect your day-to-day work?

• What do you think can be done to address these issues?

• Are there things you feel you’re missing out on (e.g., recognition, resources, or support)? How might I help?

• Is there something within my control that I should be addressing?

• Can you see how focusing on perceived injustices might hinder our team’s progress?

Listening with genuine curiosity can defuse tension, validate their feelings, and open the door to collaborative problem-solving.

Redirecting Negativity

If individual conversations don’t resolve the negativity, you can make a direct request: ask team members to bring concerns to you privately rather than voicing them in group settings. This keeps grievances from derailing broader discussions and allows you to troubleshoot without amplifying dissent.

Additionally, consider addressing the whole team. Acknowledge the tendency to over-focus on negatives and express your desire to shift that dynamic. Invite team members to share ideas for maintaining a more positive and productive atmosphere.

Building a Shared Vision

Creating a shared vision and set of team values can also help redirect energy toward collective goals. A team credo, built collaboratively, can establish expectations for behavior and highlight what the team aspires to achieve together. This exercise not only builds alignment but also empowers team members to hold one another accountable for upholding those values.

If possible, involve your HR or Learning and Development team to facilitate a workshop. If you’re tackling this independently, the process could include:

1. Identifying Core Values: What principles should guide our work and interactions?

2. Defining Success: What does excellence look like for our team?

3. Setting Boundaries: What behaviors are unacceptable because they undermine our goals?

By creating a shared framework, you foster a sense of ownership and discourage divisive behaviors.

Leading with Empathy and Fairness

As a leader, the most effective way to address resentment is by modeling fairness, empathy, and transparency. Show your team that you care about their concerns and that you’re committed to ensuring equitable opportunities whenever possible.

It’s also important to use your influence to advocate for those who may feel disadvantaged. For example, if you do notice systemic inequities, take steps to address them within your sphere of control. This demonstrates integrity and reinforces your commitment to a fair workplace.

Turning Resentment into Opportunity

Negativity in the workplace doesn’t have to define your team’s culture. With the right approach, you can transform discontent into an opportunity for growth. By meeting individuals where they are, listening with an open mind, and fostering a sense of shared purpose, you can help even the most skeptical team members see the brighter side.

Life—and work—may not always be fair, but with intentional leadership, you can create an environment where your team feels valued, motivated, and inspired to contribute their best.