The Modern Office – Stagnation, Managerial Aversion, Hating 9-to-5

<p>In the contemporary office, a trifecta of challenges is reshaping the career
landscape. Job stagnation, a reluctance among younger staff to ascend to
managerial roles, and the seismic shift in perspective among Gen Z towards the
traditional 9-to-5 are converging, leaving employers grappling for strategies
to retain and engage a diverse workforce.</p><p>Stagnation Stifles Growth</p><p>The specter of job stagnation haunts today’s professional realm,
prompting an urgent quest for solutions. Resignations <a href="https://hbr.org/2022/03/the-great-resignation-didnt-start-with-the-pandemic">peaked
during and around the pandemic</a> following years of increases. But
people appear to have decided that now’s a <a href="https://www.bbc.com/worklife/article/20230731-the-great-resignation-is-over-what-does-that-mean">time
to stay put</a>. </p><p>The end result is increasing numbers of people who are just … sitting.
Workers are often disengaged and resentful of having to come back to the
office, as many companies are <a href="https://www.financemagnates.com/trending/remote-work-to-return-or-not-to-return/">mandating</a>.
How do you manage this workforce, one that appears to just … exist? Where’s the
determination, the drive? Where are the people looking for the next challenge?
How do you create a dynamic team? <a href="https://www.under30ceo.com/how-to-create-a-happy-and-productive-workforce-within-your-company/">It’s
complicated</a> and it’s a challenge every company faces.</p><p>Managerial Aversion</p><p>Alongside the desire to just sit, which in itself is possibly
understandable given the upheavals of the last few years, is the strange phenomenon
of younger workers, Gen Z, being <a href="https://www.dailydot.com/news/millennials-gen-z-not-wanting-manager-roles/">unmotivated
to climb the traditional ladder</a>. Reasons for this reluctance, including
citing a preference for specialized roles, a desire for work-life balance, and
an apprehension about the burdens of leadership. And, of course, buying power
is a major issue, does the promotion come with a serious raise and how’s
overtime handled?</p><p>Let’s pause there. Before you get indignant and mutter about “the youth
of today”, let’s consider it. Higher education is essentially mandatory these
days and it churns out a lot of “specialists”. These people want to work in
their field, but are being put off by having to graft to get into it. Secondly,
there is a real surge in dissatisfaction with the work-life balance. Let’s not
kid ourselves, costs are soaring, and young people face serious challenges
balancing the books. Their unhappiness with work cannot be surprising. Finally,
why lead? This goes back to points one and two: More responsibility equals less
time and management often involves stepping back from specialist roles.</p><p>This leaves us with a problem as the grey-beards retire and middle management
moves up. Who fills the gap?</p><blockquote><p lang="en" dir="ltr">Important Factors that Gen Zers Consider when Choosing a JobGen Zers seek jobs that align with their values and offer opportunities for growth and development. They desire a competitive compensation, along with looking for opportunities that provide flexibility, work-life…</p>— Jack Kelly (@jackjaykelly) <a href="https://twitter.com/jackjaykelly/status/1723357909126398139?ref_src=twsrc%5Etfw">November 11, 2023</a></blockquote><p>Enough of the 9-to-5</p><p>And, finally, Newsflash: <a href="https://www.independent.co.uk/voices/gen-z-work-tiktok-commute-9-to-5-job-grind-b2435664.html">Gen
Z doesn’t like the 9-to-5</a>. No surprise there. Nobody really does. And let’s
face it, it’s not a 9-to-5, it’s often much longer for younger staff. </p><p>You don’t like the grind, I don’t like the grind. But we had no choice.</p><p>Gen Z, however, have been told about work-life balance, about quiet
quitting and about remote work. And, they also understand that the system isn’t
helping them to achieve their financial dreams like it might have done a
generation or so ago.</p><p>The end result is that they’re looking elsewhere, and they’re looking
at progressive companies.</p><p>So, What to Do?</p><p>Easy. Be progressive. End of article. Go back to your spreadsheet.</p><p>OK, it’s not easy to do, but the answer’s simple. Create a supportive
work environment. The numbers aren’t in about productivity and remote work.
People want to work remotely? Let them, as far as you’re able.</p><p>People hate the office 9-to-5? Allow for flexible hours. Unsure about moving
into management? Work with them, why aren’t they happy with the idea? How do
they envisage their career growth?</p><p>They’re generally demotivated? Why? What would motivate them? What
would excite them about their job, or let’s be real, what would incentivize them?</p><p>The answer is that you have to care for your staff. If you don’t, they’ll
sit there and you’ll stagnate. Then you’ll fire them, then you’ll spend a
fortune hiring people who will, over time, stagnate.</p><p>Yes, people are sitting in place … at present. But, when they look
around at the market, they’ll go where the money is, or where the flexibility
is, or where they feel valued, or where they can find all three.</p><p>Stop grumbling about Gen Z and start to think, change has been the
air for quite some time and, in most cases, it’s obvious why.</p>

This article was written by Louis Parks at www.financemagnates.com.