Decoding the ‘lazy girl’ job trend

Unlike the ‘quiet quitting’ phenomenon, ‘lazy girls’ are not shunning work but are establishing clear boundaries to maintain a healthy work-life balance. This trend embodies the pursuit of flexibility, fair compensation, and a conscious rejection of the hustle culture.

Workplace burnout: a gendered phenomenon?

While the term may suggest a gender-specific issue, the reality is nuanced. Research indicates that women consistently report higher levels of burnout than their male counterparts, a disparity that intensified during the COVID-19 pandemic. In 2023, a study found that 33% of employed women frequently experience burnout, as opposed to 25% of employed men.

Moreover, while both genders value personal wellbeing in their job considerations, 69% of women versus 58% of men emphasise its importance, according to Gallup. This data suggests a paradigm shift in what constitutes a desirable job for the modern workforce.

The renaissance of working women

It's not just about income; women are voicing the need for more than just pay in their roles. Despite the increased quit rates post-pandemic, employees are selective in their job choices, prioritising personal wellbeing alongside remuneration.

Interestingly, the workforce is witnessing a historic influx of women, possibly facilitated by the rise of hybrid and remote work models. This influx may redefine the essence of a ‘good job’ in the forthcoming years.

The true meaning of wellbeing

Contrary to equating wellbeing with perks like autonomy and flexibility, factors such as fairness, manageable workloads, and clear communication are pivotal in preventing burnout. These are management and leadership concerns that extend beyond the scope of HR policies.

Employees who feel disempowered may resort to reducing their work efforts or seeking new opportunities to maintain their wellbeing. However, working less is not a sustainable solution to job dissatisfaction.

What women want: the quest for meaningful work

Women are not merely seeking ‘lazy’ jobs; they are looking for roles that align with their strengths and talents. 62% of women prioritise the chance to leverage their best abilities in their next job. Fulfilling work that matches one's skills can lead to decreased stress and increased productivity.

Organisations can enhance women's wellbeing by helping them identify their strengths and tailoring their roles accordingly. Encouraging women to set stretch goals and pursue new opportunities can lead to more fulfilling and ‘lighter’ work experiences.

Conclusion

The ‘lazy girl’ job trend is not a call for less work but a quest for meaningful engagement in the workplace. By aligning tasks with talents, organisations can not only improve job satisfaction but also support the overall wellbeing of their workforce. This trend is a reminder that meaningful challenges, rather than a lighter workload, could be the key to a happier and more productive work environment.