From ‘lazy girl jobs’, ‘bare minimum Monday’ ‘ to ‘quiet quitting’, the evolution of hustle culture has seen an array of new buzzwords crop up online and begin impacting the workforce.
Many can be considered little more than formulaic buzz phrases, but the rapid take on of the trends highlights the sheer scale of change that office workers have experienced over the last three years with remote working, the great resignation and the cost of living crisis.
Whilst many of these trends promote a healthy work/life balance some can be negatively impacting the workforce.
Here, Amy Robinson-Nunn, Marketing Director, workplace expert at Distinct Recruitment advises how employers can spot the signs and navigate these changes.
A breakdown of the trends
Snail girl era
Proposed as the antithesis of the girl boss era, the snail girl era is about slowing down at work, taking your annual leave, taking sick leave when you’re unwell and maximising all of your breaks.
The emphasis is on ensuring that employees are putting themselves first and valuing their hard work. Prioritising a work/life balance and slowly climbing the corporate ladder instead of over-exerting and going above the pay grade.
Combating key issues such as burn out, the trend wishes to go against those roles that make employees work lengthy hours and highly competitive promotions.
Lazy girl jobs
Gaining over 18 million views, a TikTok video that coined the term ‘lazy girl job’ sparked online controversy this year.
Focusing on the ethos that sustainable salaries, work-life balance and wellbeing should come first, the post resonated with many workers.
Essentially the role consists of regular hours (no overtime) and with minimum stress levels, meaning it’s easy to switch off once the working day is done.
While the scale of the audience for this trend can be seen as an effective indication of workers’ needs, employers should be mindful of whether employees are pro-actively choosing flexibility or are they in fact quietly quitting.
Quietly quitting
Quietly quitting involves doing the least amount of work required for your job without getting your performance reviewed or fired.
This could look like not actively taking part in meetings, not volunteering for tasks and refusing to do overtime, which according to a global workplace report nearly six in ten employees match this category.
Rage applying
Rage applying is the trend of applying to multiple jobs in a short period of time out of a sense of strong dissatisfaction and frustration with your current job.
Considered a simple way to vent for employees feeling unappreciated and burnt out, it’s important to note that a decision taken in a fit of anger might not be the wisest.
Looking for a role with more pay does not necessarily amount to job satisfaction, or guarantee work-life balance.
How to respond to these trends in the workplace
Recognise and understand the trends
Stay informed about the emerging workforce trends and be aware of consistent issues, it’s better to acknowledge than to ignore.
To do this we would encourage you to keep an eye on TikTok and social media for trending hashtags and make an effort to understand the new shift and approach Gen Z’s may have to work.
Foster open communication
Encourage open and honest communication between employees and management. Create an environment where employees feel comfortable discussing their concerns and challenges.
By showing that you continuously seek employees’ feedback on their experiences and suggestions for improvement it can show that you’re willing to adapt and change your approach and put your employees’ needs first.
This can put you ahead of the trends, anticipating how the workplace can change and understanding the needs of your employees.
Address quiet quitting
Regular check-ins and one-on-one meetings can help identify disengaged employees.
Create opportunities for feedback, such as anonymous surveys, to gather insights into employee satisfaction and concerns.
Offer professional development and growth opportunities to keep employees engaged and motivated.
Offer flexibility
Recognise that employees have different needs and work preferences. Offer flexible work arrangements, such as remote work, part-time options, or flexible hours.
Ensure that these flexible options are available to all employees, regardless of their gender or role.
Track and measure progress
Implement key performance indicators (KPIs) to measure the success of your efforts in addressing these trends.
Regularly review and assess the workplace culture and policies to ensure they are aligned with your goals.
