The viral workplace trends you need to know<\/h2>\n\n\n\n
As Gen Zers tend to share their life journeys on social media, the discussion about work penetrates their favorite social media channel \u2014 TikTok. We singled out the most popular work-related trends, rounded up under the hashtag #WorkTok:<\/p>\n\n\n\n
#LazyGirlJob<\/strong> <\/h3>\n\n\n\nDon\u2019t let the name fool you. It\u2019s not about slacking off \u2014 it\u2019s a push for lower-stress jobs that prioritize work-life balance. <\/p>\n\n\n\n
As Senior Talent Manager at Omnisend and HR, Dovil\u0117 Gel\u010dinskait\u0117<\/a>, explains, this trend \u201cpromotes seeking lower-stress roles that support work-life balance.<\/em>\u201d<\/p>\n\n\n\n#QuietQuitting<\/strong> <\/h3>\n\n\n\nForget the drama. Gel\u010dinskait\u0117 clarifies that quiet quitting<\/a> actually means employees don\u2019t go on and beyond without proper compensation: <\/p>\n\n\n\n\n\n![\"\"](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/12\/Dovile-Gelcinskaite.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cThe trend highlights the desire for fulfilling work that respects personal boundaries, where employees do only what\u2019s required if extra effort isn\u2019t fairly rewarded.\u201d<\/em> <\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nAccording to the Gallup report<\/a>, at least 50% of the U.S. workforce identifies with this mindset.<\/p>\n\n\n\n#ActYourWage<\/strong> <\/h3>\n\n\n\nIn a time of stagnant wages and rising costs, this trend encourages workers to match their effort to their pay, Gel\u010dinskait\u0117 explains. It\u2019s a rallying cry for fair compensation, especially as financial pressures increase.<\/p>\n\n\n\n
#LoudLaboring<\/strong> <\/h3>\n\n\n\nThe flip side of quiet quitting, this trend mocks people who shout about their efforts more than they actually work. <\/p>\n\n\n\n
A professor of organizational behavior, Andr\u00e9 Spicer, describes it for The Guardian<\/a> as \u201ctelling everyone what they have done. For these individuals, the actual work is a distant afterthought.<\/em>\u201d It\u2019s seen as a social misstep, but it\u2019s also a call for employers to focus on substance over showmanship.<\/p>\n\n\n\n#ShiftShock<\/strong><\/h3>\n\n\n\nEver start a new job and immediately feel duped? You\u2019re not alone. A Muse survey<\/a> revealed that 72% of workers have experienced this, with many quitting within six months if the role doesn\u2019t meet expectations. <\/p>\n\n\n\nThe Muse\u2019s co-founder and CEO, Kathryn Minshew, describes it as the \u201cfeeling when you start a new job and realize, with either surprise or regret, that the position or company is very different from what you were led to believe.<\/em>\u201d<\/p>\n\n\n \n \n \n \n \n Level up team communication with Pumble<\/p>\n \n
Send messages, post updates on channels, and organize video calls to quickly and easily coordinate your team.<\/p>\n \n
\n \n Get started <\/a>\n \n \n Learn more <\/a>\n <\/div>\n <\/div>\n \n \n ![\"Level](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2025\/12\/banner-pumble.png\")
\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nWhy is Gen Z creating #WorkTok trends? <\/h2>\n\n\n\n
The answer lies in a generation redefining the rules of work. HR Business Partner at RankUp.ua and HR expert, Alisa Volynets<\/a>, claims these TikTok trends are a direct response to outdated norms: <\/p>\n\n\n\n\n\n![\"\"](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/12\/Alisa-Volynets.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cThey are redefining traditional work dynamics, challenging the \u2018workaholic culture\u2019 and advocating for healthier work-life balance, fair compensation, and more meaningful work.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nGen Z is also laser-focused on purpose. A Deloitte survey<\/a> found that 86% see purpose-driven work as key to their well-being, and the CAKE.com 2024 Gen Z in the Workplace report<\/a> shows that \u201c60% of Gen Zers expect managers to care about their well-being<\/em>.\u201d Add to that rising costs, slow wage growth, and the feeling that hard work doesn\u2019t guarantee success, and you get a generation unafraid to voice their frustrations online.<\/p>\n\n\n\nThe CEO and Founder of Career Candor (an outplacement and career coaching company), Brittany Wilson<\/a>, adds that Millennials and Gen Z have different experiences regarding the traditional work culture compared to older generations. She notes that the age-old career advice to \u201carrive to work early, stay late, work hard, and wait for the reward\u201d<\/em> wasn\u2019t an adequate formula for these generations: <\/p>\n\n\n\n\n\n![\"\"](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/12\/Brittany-Wilson.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cSince 2008, job seekers needed 3+ years of experience to apply to entry-level jobs and wages haven\u2019t kept up with home prices. The American Dream seems like only a dream, and Gen Z and Millennials realize that hard work won\u2019t make it a reality.\u201d <\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nWe also asked our interlocutors what the social media impact in business is \u2014 what are the pros and cons of these trends?<\/p>\n\n\n\n
Pros and cons of #WorkTok<\/h2>\n\n\n\n
Compared to the previous generations, Gen Zers are more vocal and passionate about advocating for what they believe in. They have already received the title of the most purpose-driven generation<\/a>. <\/p>\n\n\n\nBut, is this “rebellious behavior\u201d a force for good \u2014 or just a workplace headache?<\/p>\n\n\n\n
#WorkTok pros<\/h3>\n\n\n\n\n- Happier employees<\/strong>: Trends like #LazyGirlJob and #QuietQuitting push for healthier work environments. As Gel\u010dinskait\u0117 notes, \u201cHealthier work-life balance reduces burnout, improves well-being, and boosts loyalty.\u201d<\/em><\/li>\n\n\n\n
- Empowered workers<\/strong>: CEO of Rivermate, an HR consultancy firm, Lucas Botzen<\/a> believes these movements can lift employee morale<\/a>: \u201cWorkers are feeling empowered to demand environments in which they are respected and valued \u2014 a positive factor that could raise morale and productivity if handled properly.\u201d<\/em><\/li>\n\n\n\n
- Cultural shifts<\/strong>: Companies are rethinking toxic work environments, offering flexibility, mental health support, and fair pay. These trends \u201cpush companies to rethink toxic work cultures and offer greater flexibility, mental health support, and fair wages,\u201d<\/em> says Volynets.<\/li>\n<\/ul>\n\n\n\n
#WorkTok cons <\/h3>\n\n\n\n\n- Productivity concerns<\/strong>: Setting boundaries is great, but as Gel\u010dinskait\u0117 warns, it can lead to a \u201cbare minimum<\/em>\u201d mindset that hurts team performance.<\/li>\n\n\n\n
- Entitlement risks<\/strong>: Employers may struggle to balance flexibility with the need for productivity and collaboration. Volynets warns about the \u201cchallenges in finding a balance between flexibility and productivity.<\/em>\u201d<\/li>\n\n\n\n
- Leadership challenges<\/strong>: Trends like #LoudLaboring demand new management approaches. \u201cPromotion decisions will have to shift from popularity contests to who is the best for the people and the business,<\/em>\u201d says career coach Brittany Wilson.<\/li>\n\n\n\n
- Misaligned priorities<\/strong>: These trends cause employees to feel less commitment toward long-term goals. Botzen adds that over time \u201cthis can create friction where employees disengage from roles without open communication<\/em>.\u201d<\/li>\n<\/ul>\n\n\n\n
How should companies react to #WorkTok?<\/h2>\n\n\n\n
For any employer noticing these trends at their workplace, it\u2019s time to look in the mirror, our interlocutors say. <\/p>\n\n\n\n
According to Tetiana Hnatiuk<\/a>, Head of HR at Skylum, the best way to deal with these trends is to ensure your employees can maintain a good work-life balance: <\/p>\n\n\n\n\n\n![\"\"](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/12\/Tetiana-Hnatiuk.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cYou might need to consider offering remote working options or redistributing the workload to avoid overwhelming employees. Additionally, this is where the work of HR becomes crucial. HR needs to stay in close contact with employees, schedule regular one-on-one meetings, and encourage them to voice any concerns.\u201d<\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nGel\u010dinskait\u0117 suggests companies should use these trends as an opportunity to reassess workloads, clarify roles, and ensure fair compensation:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cEncouraging honest conversations about work-life balance and job satisfaction can make employees feel heard and valued, helping align individual and company goals.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nIf employees show signs of minimal engagement<\/a>, it\u2019s not necessarily about their lack of ambition, she adds. It may actually reflect a need for more meaningful work or reasonable boundaries:<\/p>\n\n\n\n\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cIn this instance, employers should focus on creating a culture of mutual respect and transparency. In some cases, leaders may need to redefine productivity, valuing impact over sheer quantity of work.\u201d<\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nBotzen believes listening to, understanding, and responding to the root cause of these trends is the best reaction for companies. <\/p>\n\n\n\n
\n\n![\"Lucas](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/07\/Lucas-Botzen-HR-Expert-CEO-at-Rivermate.jpg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cEmployers have to create a culture where workers feel safe enough to air their concerns. They have to go back to their workload, career development, and compensation policies and make sure they reflect employees\u2019 needs. Straightforward growth plans, competitive compensation, and meaningful work will retain the motivated employees and make such trends less attractive.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nTherefore, companies should rethink their work policies, cultures, and values, and adjust to the needs of different generations in the labor market.<\/p>\n\n\n \n
\n \n \n \n Level up team communication with Pumble<\/p>\n \n
Send messages, post updates on channels, and organize video calls to quickly and easily coordinate your team.<\/p>\n \n
\n \n Get started <\/a>\n \n \n Learn more <\/a>\n <\/div>\n <\/div>\n \n \n \n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nThe future belongs to those willing to embrace the change<\/h2>\n\n\n\n
With the further increase of Gen Zers in the labor market, companies will likely have to cater to a workforce that values purpose, mental well-being, and fair pay. <\/p>\n\n\n\n
Since Gen Z emphasizes work-life balance and transparency more than previous generations, Gel\u010dinskait\u0117 believes companies willing to change will likely see a shift toward a flexible, purpose-driven work environment:<\/p>\n\n\n\n
#QuietQuitting<\/strong> <\/h3>\n\n\n\nForget the drama. Gel\u010dinskait\u0117 clarifies that quiet quitting<\/a> actually means employees don\u2019t go on and beyond without proper compensation: <\/p>\n\n\n\n\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cThe trend highlights the desire for fulfilling work that respects personal boundaries, where employees do only what\u2019s required if extra effort isn\u2019t fairly rewarded.\u201d<\/em> <\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nAccording to the Gallup report<\/a>, at least 50% of the U.S. workforce identifies with this mindset.<\/p>\n\n\n\n#ActYourWage<\/strong> <\/h3>\n\n\n\nIn a time of stagnant wages and rising costs, this trend encourages workers to match their effort to their pay, Gel\u010dinskait\u0117 explains. It\u2019s a rallying cry for fair compensation, especially as financial pressures increase.<\/p>\n\n\n\n
#LoudLaboring<\/strong> <\/h3>\n\n\n\nThe flip side of quiet quitting, this trend mocks people who shout about their efforts more than they actually work. <\/p>\n\n\n\n
A professor of organizational behavior, Andr\u00e9 Spicer, describes it for The Guardian<\/a> as \u201ctelling everyone what they have done. For these individuals, the actual work is a distant afterthought.<\/em>\u201d It\u2019s seen as a social misstep, but it\u2019s also a call for employers to focus on substance over showmanship.<\/p>\n\n\n\n#ShiftShock<\/strong><\/h3>\n\n\n\nEver start a new job and immediately feel duped? You\u2019re not alone. A Muse survey<\/a> revealed that 72% of workers have experienced this, with many quitting within six months if the role doesn\u2019t meet expectations. <\/p>\n\n\n\nThe Muse\u2019s co-founder and CEO, Kathryn Minshew, describes it as the \u201cfeeling when you start a new job and realize, with either surprise or regret, that the position or company is very different from what you were led to believe.<\/em>\u201d<\/p>\n\n\n \n \n \n \n \n Level up team communication with Pumble<\/p>\n \n
Send messages, post updates on channels, and organize video calls to quickly and easily coordinate your team.<\/p>\n \n
\n \n Get started <\/a>\n \n \n Learn more <\/a>\n <\/div>\n <\/div>\n \n \n \n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nWhy is Gen Z creating #WorkTok trends? <\/h2>\n\n\n\n
The answer lies in a generation redefining the rules of work. HR Business Partner at RankUp.ua and HR expert, Alisa Volynets<\/a>, claims these TikTok trends are a direct response to outdated norms: <\/p>\n\n\n\n\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cThey are redefining traditional work dynamics, challenging the \u2018workaholic culture\u2019 and advocating for healthier work-life balance, fair compensation, and more meaningful work.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nGen Z is also laser-focused on purpose. A Deloitte survey<\/a> found that 86% see purpose-driven work as key to their well-being, and the CAKE.com 2024 Gen Z in the Workplace report<\/a> shows that \u201c60% of Gen Zers expect managers to care about their well-being<\/em>.\u201d Add to that rising costs, slow wage growth, and the feeling that hard work doesn\u2019t guarantee success, and you get a generation unafraid to voice their frustrations online.<\/p>\n\n\n\nThe CEO and Founder of Career Candor (an outplacement and career coaching company), Brittany Wilson<\/a>, adds that Millennials and Gen Z have different experiences regarding the traditional work culture compared to older generations. She notes that the age-old career advice to \u201carrive to work early, stay late, work hard, and wait for the reward\u201d<\/em> wasn\u2019t an adequate formula for these generations: <\/p>\n\n\n\n\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cSince 2008, job seekers needed 3+ years of experience to apply to entry-level jobs and wages haven\u2019t kept up with home prices. The American Dream seems like only a dream, and Gen Z and Millennials realize that hard work won\u2019t make it a reality.\u201d <\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nWe also asked our interlocutors what the social media impact in business is \u2014 what are the pros and cons of these trends?<\/p>\n\n\n\n
Pros and cons of #WorkTok<\/h2>\n\n\n\n
Compared to the previous generations, Gen Zers are more vocal and passionate about advocating for what they believe in. They have already received the title of the most purpose-driven generation<\/a>. <\/p>\n\n\n\nBut, is this “rebellious behavior\u201d a force for good \u2014 or just a workplace headache?<\/p>\n\n\n\n
#WorkTok pros<\/h3>\n\n\n\n\n- Happier employees<\/strong>: Trends like #LazyGirlJob and #QuietQuitting push for healthier work environments. As Gel\u010dinskait\u0117 notes, \u201cHealthier work-life balance reduces burnout, improves well-being, and boosts loyalty.\u201d<\/em><\/li>\n\n\n\n
- Empowered workers<\/strong>: CEO of Rivermate, an HR consultancy firm, Lucas Botzen<\/a> believes these movements can lift employee morale<\/a>: \u201cWorkers are feeling empowered to demand environments in which they are respected and valued \u2014 a positive factor that could raise morale and productivity if handled properly.\u201d<\/em><\/li>\n\n\n\n
- Cultural shifts<\/strong>: Companies are rethinking toxic work environments, offering flexibility, mental health support, and fair pay. These trends \u201cpush companies to rethink toxic work cultures and offer greater flexibility, mental health support, and fair wages,\u201d<\/em> says Volynets.<\/li>\n<\/ul>\n\n\n\n
#WorkTok cons <\/h3>\n\n\n\n\n- Productivity concerns<\/strong>: Setting boundaries is great, but as Gel\u010dinskait\u0117 warns, it can lead to a \u201cbare minimum<\/em>\u201d mindset that hurts team performance.<\/li>\n\n\n\n
- Entitlement risks<\/strong>: Employers may struggle to balance flexibility with the need for productivity and collaboration. Volynets warns about the \u201cchallenges in finding a balance between flexibility and productivity.<\/em>\u201d<\/li>\n\n\n\n
- Leadership challenges<\/strong>: Trends like #LoudLaboring demand new management approaches. \u201cPromotion decisions will have to shift from popularity contests to who is the best for the people and the business,<\/em>\u201d says career coach Brittany Wilson.<\/li>\n\n\n\n
- Misaligned priorities<\/strong>: These trends cause employees to feel less commitment toward long-term goals. Botzen adds that over time \u201cthis can create friction where employees disengage from roles without open communication<\/em>.\u201d<\/li>\n<\/ul>\n\n\n\n
How should companies react to #WorkTok?<\/h2>\n\n\n\n
For any employer noticing these trends at their workplace, it\u2019s time to look in the mirror, our interlocutors say. <\/p>\n\n\n\n
According to Tetiana Hnatiuk<\/a>, Head of HR at Skylum, the best way to deal with these trends is to ensure your employees can maintain a good work-life balance: <\/p>\n\n\n\n\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cYou might need to consider offering remote working options or redistributing the workload to avoid overwhelming employees. Additionally, this is where the work of HR becomes crucial. HR needs to stay in close contact with employees, schedule regular one-on-one meetings, and encourage them to voice any concerns.\u201d<\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nGel\u010dinskait\u0117 suggests companies should use these trends as an opportunity to reassess workloads, clarify roles, and ensure fair compensation:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cEncouraging honest conversations about work-life balance and job satisfaction can make employees feel heard and valued, helping align individual and company goals.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nIf employees show signs of minimal engagement<\/a>, it\u2019s not necessarily about their lack of ambition, she adds. It may actually reflect a need for more meaningful work or reasonable boundaries:<\/p>\n\n\n\n\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cIn this instance, employers should focus on creating a culture of mutual respect and transparency. In some cases, leaders may need to redefine productivity, valuing impact over sheer quantity of work.\u201d<\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nBotzen believes listening to, understanding, and responding to the root cause of these trends is the best reaction for companies. <\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cEmployers have to create a culture where workers feel safe enough to air their concerns. They have to go back to their workload, career development, and compensation policies and make sure they reflect employees\u2019 needs. Straightforward growth plans, competitive compensation, and meaningful work will retain the motivated employees and make such trends less attractive.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\nTherefore, companies should rethink their work policies, cultures, and values, and adjust to the needs of different generations in the labor market.<\/p>\n\n\n \n
\n \n \n \n Level up team communication with Pumble<\/p>\n \n
Send messages, post updates on channels, and organize video calls to quickly and easily coordinate your team.<\/p>\n \n
\n \n Get started <\/a>\n \n \n Learn more <\/a>\n <\/div>\n <\/div>\n \n \n \n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nThe future belongs to those willing to embrace the change<\/h2>\n\n\n\n
With the further increase of Gen Zers in the labor market, companies will likely have to cater to a workforce that values purpose, mental well-being, and fair pay. <\/p>\n\n\n\n
Since Gen Z emphasizes work-life balance and transparency more than previous generations, Gel\u010dinskait\u0117 believes companies willing to change will likely see a shift toward a flexible, purpose-driven work environment:<\/p>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n\u201cThe trend highlights the desire for fulfilling work that respects personal boundaries, where employees do only what\u2019s required if extra effort isn\u2019t fairly rewarded.\u201d<\/em> <\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n According to the Gallup report<\/a>, at least 50% of the U.S. workforce identifies with this mindset.<\/p>\n\n\n\n In a time of stagnant wages and rising costs, this trend encourages workers to match their effort to their pay, Gel\u010dinskait\u0117 explains. It\u2019s a rallying cry for fair compensation, especially as financial pressures increase.<\/p>\n\n\n\n The flip side of quiet quitting, this trend mocks people who shout about their efforts more than they actually work. <\/p>\n\n\n\n A professor of organizational behavior, Andr\u00e9 Spicer, describes it for The Guardian<\/a> as \u201ctelling everyone what they have done. For these individuals, the actual work is a distant afterthought.<\/em>\u201d It\u2019s seen as a social misstep, but it\u2019s also a call for employers to focus on substance over showmanship.<\/p>\n\n\n\n Ever start a new job and immediately feel duped? You\u2019re not alone. A Muse survey<\/a> revealed that 72% of workers have experienced this, with many quitting within six months if the role doesn\u2019t meet expectations. <\/p>\n\n\n\n The Muse\u2019s co-founder and CEO, Kathryn Minshew, describes it as the \u201cfeeling when you start a new job and realize, with either surprise or regret, that the position or company is very different from what you were led to believe.<\/em>\u201d<\/p>\n\n\n \n Level up team communication with Pumble<\/p>\n \n Send messages, post updates on channels, and organize video calls to quickly and easily coordinate your team.<\/p>\n \n The answer lies in a generation redefining the rules of work. HR Business Partner at RankUp.ua and HR expert, Alisa Volynets<\/a>, claims these TikTok trends are a direct response to outdated norms: <\/p>\n\n\n\n \u201cThey are redefining traditional work dynamics, challenging the \u2018workaholic culture\u2019 and advocating for healthier work-life balance, fair compensation, and more meaningful work.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Gen Z is also laser-focused on purpose. A Deloitte survey<\/a> found that 86% see purpose-driven work as key to their well-being, and the CAKE.com 2024 Gen Z in the Workplace report<\/a> shows that \u201c60% of Gen Zers expect managers to care about their well-being<\/em>.\u201d Add to that rising costs, slow wage growth, and the feeling that hard work doesn\u2019t guarantee success, and you get a generation unafraid to voice their frustrations online.<\/p>\n\n\n\n The CEO and Founder of Career Candor (an outplacement and career coaching company), Brittany Wilson<\/a>, adds that Millennials and Gen Z have different experiences regarding the traditional work culture compared to older generations. She notes that the age-old career advice to \u201carrive to work early, stay late, work hard, and wait for the reward\u201d<\/em> wasn\u2019t an adequate formula for these generations: <\/p>\n\n\n\n \u201cSince 2008, job seekers needed 3+ years of experience to apply to entry-level jobs and wages haven\u2019t kept up with home prices. The American Dream seems like only a dream, and Gen Z and Millennials realize that hard work won\u2019t make it a reality.\u201d <\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n We also asked our interlocutors what the social media impact in business is \u2014 what are the pros and cons of these trends?<\/p>\n\n\n\n Compared to the previous generations, Gen Zers are more vocal and passionate about advocating for what they believe in. They have already received the title of the most purpose-driven generation<\/a>. <\/p>\n\n\n\n But, is this “rebellious behavior\u201d a force for good \u2014 or just a workplace headache?<\/p>\n\n\n\n For any employer noticing these trends at their workplace, it\u2019s time to look in the mirror, our interlocutors say. <\/p>\n\n\n\n According to Tetiana Hnatiuk<\/a>, Head of HR at Skylum, the best way to deal with these trends is to ensure your employees can maintain a good work-life balance: <\/p>\n\n\n\n \u201cYou might need to consider offering remote working options or redistributing the workload to avoid overwhelming employees. Additionally, this is where the work of HR becomes crucial. HR needs to stay in close contact with employees, schedule regular one-on-one meetings, and encourage them to voice any concerns.\u201d<\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Gel\u010dinskait\u0117 suggests companies should use these trends as an opportunity to reassess workloads, clarify roles, and ensure fair compensation:<\/p>\n\n\n\n \u201cEncouraging honest conversations about work-life balance and job satisfaction can make employees feel heard and valued, helping align individual and company goals.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n If employees show signs of minimal engagement<\/a>, it\u2019s not necessarily about their lack of ambition, she adds. It may actually reflect a need for more meaningful work or reasonable boundaries:<\/p>\n\n\n\n \u201cIn this instance, employers should focus on creating a culture of mutual respect and transparency. In some cases, leaders may need to redefine productivity, valuing impact over sheer quantity of work.\u201d<\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Botzen believes listening to, understanding, and responding to the root cause of these trends is the best reaction for companies. <\/p>\n\n\n\n \u201cEmployers have to create a culture where workers feel safe enough to air their concerns. They have to go back to their workload, career development, and compensation policies and make sure they reflect employees\u2019 needs. Straightforward growth plans, competitive compensation, and meaningful work will retain the motivated employees and make such trends less attractive.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Therefore, companies should rethink their work policies, cultures, and values, and adjust to the needs of different generations in the labor market.<\/p>\n\n\n \n Level up team communication with Pumble<\/p>\n \n Send messages, post updates on channels, and organize video calls to quickly and easily coordinate your team.<\/p>\n \n With the further increase of Gen Zers in the labor market, companies will likely have to cater to a workforce that values purpose, mental well-being, and fair pay. <\/p>\n\n\n\n Since Gen Z emphasizes work-life balance and transparency more than previous generations, Gel\u010dinskait\u0117 believes companies willing to change will likely see a shift toward a flexible, purpose-driven work environment:<\/p>\n\n\n\n#ActYourWage<\/strong> <\/h3>\n\n\n\n
#LoudLaboring<\/strong> <\/h3>\n\n\n\n
#ShiftShock<\/strong><\/h3>\n\n\n\n
\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nWhy is Gen Z creating #WorkTok trends? <\/h2>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\nPros and cons of #WorkTok<\/h2>\n\n\n\n
#WorkTok pros<\/h3>\n\n\n\n
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#WorkTok cons <\/h3>\n\n\n\n
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How should companies react to #WorkTok?<\/h2>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\n\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nThe future belongs to those willing to embrace the change<\/h2>\n\n\n\n