Karen Walker ‘Tuxedo’ blazer, $545, and ‘Jerry’ shorts, $325. Maggie Marilyn ‘Everything’s Waiting For You’ top, $395. Styled by Sammy Salsa. Photographed by Stephen Tilley.
Burnout. Stress. Overtime. They’re all elements of working life people no longer want to keep up with. I’ve been addressing these issues in job interviews recently, as I prepare to return to the workforce after maternity leave. I never want to bring them home to my husband and one-year-old. I know I’m not alone in mulling over what actual work-life balance would look like. A new trend has exploded on TikTok that’s seeing employees ‘quiet quitting.’ Intrigued? Read on to learn about this trend and others that are reshaping workplaces.
1. QUIET QUITTING
Although this term may sound new, the idea isn’t, and it’s not what you think it is. It’s not about walking off the job, but opting out of the hustle culture that’s made employees feel as if they need to go above and beyond in order to achieve success.
These days, more and more people want to work to live, not the other way around, so they’re choosing to protect their mental and physical wellbeing by re-evaluating what makes them happy and fulfilled in their roles, and setting clear boundaries around what hours are ‘work hours’.
Quiet quitting is a remedy for toxic workplaces and a passive protest against companies that see staff as replaceable. It’s about believing we can still excel in our careers without cramming in an extra five, 10 or 20 hours a week without additional compensation.
2. WORKING ON THE SLY
In contrast to quiet quitting, a second trend has workers moving in the opposite direction and taking on more than one full-time gig, spreading the hours out over the week and weekend, unbeknown to their bosses. This shift made possible because of the rise in remote work isn’t a new concept either, but doing it without employers knowing is. Should it be a concern for companies? CEO of Auckland strategy, design and communications agency True, Matt Dickinson, says it’s happening whether employers like it or not.
“We welcome our team members to work on their side hustles, as long as it doesn’t get in the way of their work. If the work’s for a competitor, then that’s obviously not good, but employers need to be flexible, have open and honest conversations, and trust their staff, so they don’t feel the need to operate in secret.”
3. PUTTING PEOPLE FIRST
Pre-Covid, many of us would’ve said we loved the idea of WFH — then the home-work lines permanently blurred and we’ve found that challenging to adjust to. In the aftermath of the pandemic, businesses that care about their people are continuing to offer solutions to improve their working lives. This might mean putting a stop to after-hours meetings or emails, keeping the office fridge fully stocked with snacks, or giving employees paid time off to devote to their mental wellbeing.
4. SHOPPING AROUND & SWEETENING THE DEAL
There was a time when people were more likely to stick with an organisation if they felt it offered a positive workplace culture and because of the friendships they’d made there; now, the pendulum has swung in the other direction. With the reopening of borders, many Kiwis have headed offshore in search of brighter opportunities, while those who remain behind have been reassessing what work and career mean to them and ditching their jobs in droves — a trend dubbed The Great Resignation that for many of us has also meant having to kiss our treasured office bffs goodbye. Microsoft’s 2022 Work Trend Index report showed that 52% of Gen Z and Millennials may change jobs in the year ahead, an increase of 3% on last year. It was noted that their worth, more job satisfaction and the need to be ‘truly themselves’ at work are all factors pushing them towards changing jobs and industries.
With The Great Resignation comes great desperation for talent. Auckland recruitment agency The Creative Store’s annual New Zealand Salary Survey mirrored Microsoft’s findings, and found that companies that are slow to secure talent come last. Creative Store consultant James Hunter says that the market is in short supply of skilled workers, so companies need to act quickly to attract and retain staff who might be receiving multiple offers.
“Gone are the days of simply posting a job ad with the requirements. Companies need to sweeten the package by offering perks such as flexibility with WFH, and enticing staff to work in the office with cool incentives and benefits.”
