Most Gen Z Workers Think The Career Ladder Is Dead

I’d argue that some of the so-called Gen Z working “trends”, like “taskmasking” – looking, but not being, busy – are not so much fads as time-honoured office traditions.

But what might genuinely be unique to the age group is “income stacking,” or the increasing need to secure multiple forms of payment in order to stay afloat.

According to research conducted by a bastion of the gig economy, Fiverr, 54% of Gen Z and Gen Alpha believe traditional employment will become obsolete.

As a result, 67% say they think they’d need to rely on multiple smaller streams of income, rather than one job, to pay the bills.

Why don’t younger people believe in traditional career paths?

Well, part of it may be that entry-level jobs are disappearing, Fiverr says.

And as many careers, even in industries deemed especially “safe” as little as five years ago, become unstable, only 14% say they’d be interested in working for an established company.

That makes traditional paths of employment – ie starting at the “bottom” of a single company, staying there for years, and landing a more senior position – sound less and less likely as the “job hopping” generation enters the workforce.

As Forbes put it, Gen Z are picking the career “lily pad” over the more established, but vanishing, “ladder”.

In fact, the Next Gen Of Work study, which was run with Censuswide and involved over 12,000 young people from all over the world, found that Gen Z and Gen Alpha face “single paycheck panic”.

What is “single paycheck panic”?

Michelle Baltrusitis, Associate Director of Community and Social Impact at Fiverr, said: “Gen Z isn’t rejecting work; they’re redefining it.

“Faced with economic uncertainty, Gen Z is experiencing what we’re calling ‘single-paycheck panic’ – they’re diversifying income streams because relying on one job feels too risky.

“Instead of waiting for stability, they’re betting on themselves by embracing freelancing and building financial resilience as the smarter path forward.”

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‘A F*ck-Up Of Epic Proportions’: 7 Of The Worst HR Mistakes Workers Have Seen

Nobody’s perfect: we all mess up from time to time. But when that happens at work, the stakes can be pretty significant.

For instance, writing to r/AskUK, site user MoonlightByWindow shared that the HR in their friend’s workplace recently sent out a mass email congratulating a worker on their new promotion to manager.

After much ado, though, it turns out this was likely a mistake. “A few hours later, HR announced that they’ve ‘suddenly’ realised that someone else would be better suited for the role,” the poster wrote.

They asked other members of the forum, “What’s the biggest cock-up by HR that you’ve witnessed?”

Here are some of the most-upvoted responses:

1) “HR came to see me a told me to collect my things and meet them in the office with a higher-up. So I did.”

“They then informed me I was being suspended from my job pending both an internal investigation and a possible criminal investigation. I was suspected of gross misconduct (theft of money) and harassment.

“My manager looked dumbfounded during [this], as did I. HR had somehow got themselves confused: I was the victim of the harassment and the witness to the theft of money.”

Credit: u/MissLotti

“That’s a fuck up of epic proportions,” u/EastEven5980 replied.

2) “At my level, everyone’s contract stated that employees needed to give three months’ notice, [while] the company only needs to give one month’s notice to let you go. ”

“But mine read that the company needed to give me three months’ notice. So when redundancy came round, I was in quite a strong position.”

Credit: u/CIMAJ98

3) “After a little increase in responsibility and a bump in pay, I got a new contract with an extra 0 in the salary.”

“I had to ask my boss if I was really gonna be paid £600k.”

Credit: u/Bokkmann

“I once received an offer letter paying me £90,000 per month instead of per year,” u/ang14 replied.

“The actual contract I received later fixed it, but that was nice to dream about.“

4) “HR accidentally sent out a spreadsheet with every job title listed, with its salary, instead of just sending it to a director.”

“Imagine the amusement as literally hundreds of staff launched grievances about pay disparity. It ended up costing circa £10m… to settle the grievances.”

Credit: u/KibboKid

5) “I found letters firing people on the shared drive (including one for me!).”

“I called them up on it and in the end didn’t get fired, as I had some leverage.”

Credit: u/BrisTing123

6) “I got added to a private Slack channel discussing a colleague’s disciplinary, with a bunch of messages advising the manager heading the investigation on how to phrase questions to make them difficult to respond to.”

Credit: u/hunsnet457

7) “HR had a server which was split into two sections: 1) a whole company reference section with things like company policies, handbooks, and how-to guides, and 2) a private section… which had employee files, payroll, etc.”

“They were migrating to an online HR platform, so someone in HR created an Excel export with everyone’s personal info to be added to the new system. Names, personal addresses, contact info, bank details and salary.

“Guess which area of the server they saved it on.”

Credit: u/dcpb90

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AI Is Coming For Jobs – But This Surprising Age Group Faces The Biggest Risk

While many fear that artificial intelligence is killing their careers, there is now new data to back it up. According to a recent paper, AI is indeed coming for certain people’s jobs.

Stanford University professor Erik Brynjolfsson, along with research scientist Ruyu Chen and postgraduate student Bharat Chandar, analysed millions of payroll records from ADP, the largest payroll provider in the U.S., from late 2022 to this summer to learn who is being most impacted by AI disruption.

Analyzing data from this timeframe is revealing because late 2022 is when OpenAI’s ChatGPT was introduced to the masses. Since then, AI has become a dominant force in our lives, upending whole industries and creating an anxious workforce that worries about being replaced.

But not everyone is affected in the same way. What the researchers found was that one age group, in particular, is vulnerable to AI displacement ― and it might not be who you think.

Entry-Level Workers Under 25 Are The Most At Risk Of Losing Jobs To AI

A new Stanford paper shows exactly who AI is replacing at work.

pixelfit via Getty Images

A new Stanford paper shows exactly who AI is replacing at work.

“The AI revolution is beginning to have a significant and disproportionate impact on entry-level workers in the American labor market,” the Stanford study stated. In the most AI-exposed fields, like software development and customer service, workers ages 22–25 “have experienced a 13% relative decline in employment.”

This finding held even when researchers accounted for factors like interest rate changes, more people being hired after COVID, and remote-friendly jobs.

Chen, one of the study’s authors, told HuffPost that the reason young people are especially vulnerable is that AI is great at doing “textbook knowledge” that college students learn to do.

“Entry-level workers are doing some very well-defined tasks” like analyzing large sets of coding data and basic production work, Chen said. And “AI is pretty good at handling those tasks.”

That’s why older workers have an advantage. While employment opportunities for young people under 25 have shrunk, according to the study, employment for older workers ages 35–49 actually grew during this time period.

That’s because for this age group, hard-won, on-the-job training is invaluable. “They have so much intensive knowledge that AI is not able to replace. They know they can handle customer relationships. They have some firm-specific experience,” Chen said.

David Kryscynski, a professor of human resource management at Rutgers University, said the Stanford paper’s findings align with what he has seen in his research.

“It is much easier for companies to simply not hire new workers than it is to downsize, so it makes sense that this age group would be disproportionately affected,” Kryscynski said.

But Kryscynski doesn’t think older, more experienced workers should come away from this study feeling like their jobs are safe from AI.

“They may be safer for now, but I doubt this safety will last long. Companies will face difficult challenges as AI continues to improve, and they will be forced to reskill,” Kryscynski said. “Age will probably be less important than job type and skills.”

What Can Young People Do To Avoid Getting Replaced By AI

For young people who have been worrying whether the tough labor market is in their heads, the study provides grim confirmation that it’s not.

But all hope is not lost. Some jobs that AI can’t yet automate are actually booming for young people under 25, such as working as a nursing and home health aide. For “health aides, actually, the employment for younger workers is increasing because health aides require lots of social interactions,” Chen said.

But if you are in this age bracket and don’t want to work this kind of job, focus on building unique human skills that AI cannot yet do.

“Carefully consider your abilities to socially interact with other humans, your empathetic skills, your soft communication skills, your leadership abilities, your ability to navigate conflict situations gracefully, your tools to manage morally ambiguous situations,” Kryscynski said.

“If you want to stand out in the future workforce, then avoid offloading your thinking to AI.”

– David Kryscynski, a professor of human resource management at Rutgers University

And when you can, do “cognitive pushups,” he added. Research finds that people who are less experienced at a task rely more heavily on AI-generated answers ― which can often be wrong ― and exert less critical thinking. But wrestling with thorny projects and learning how to deal with difficult co-workers are how you grow.

“One of the things we are seeing with AI is that it makes things too easy. We are seeing a decrease in willingness to struggle through hard things in this newer generation of employees,” Kryscynski said. “If you want to stand out in the future workforce, then avoid offloading your thinking to AI and purposefully invest in challenging tasks that will challenge your brain to connect complex ideas, wrestle with moral ambiguities.”

“There will be a difference between those who are replaced by AI and those who are running the AI in the future, and I suspect that one of these key differences will be about willingness to struggle through challenging cognitive tasks,” Kryscynski said.

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6 Signs You’re The Office Overachiever (And How It Can Harm Your Career)

You might tell yourself that when it comes to work, the formula is simple: knuckle down, impress your bosses, and the results will speak for themselves.

But Harvard Business Review disagrees. They write, “In most organisations, promotions are governed by unwritten rules – the often fuzzy, intuitive, and poorly expressed feelings of senior executives regarding individuals’ ability to succeed in C-suite positions”.

And according to Rob Phelps at Digital PR, overachieving employees can leave themselves more at risk of burnout than promotion. In fact, the trait can sometimes harm rather than help their career.

Here, he shared six signs you may be the office “overachiever” – and why it might affect your career.

1) You struggle to say no

“Overachievers are not the same as those labelled lazy or weak; they want to be seen as the person who is always able to help, so they add more to their schedule,” Phelps said.

“But there’s a huge difference between being helpful and being overstretched to breaking point.”

Those who say “yes” to everything may be seen as adaptable and dependable in the short term, but can risk overstretching themselves over time – leading to burnout.

2) You’re first in, last out

It can feel like heading in early and leaving late is a sign of diligence.

″’People will make sure they are noticed and that they’re not late, as some may want to be seen as the hardest workers, even when it interferes with health and relationships,” Phelps said.

But this can “lead to presenteeism, a culture where people stay late not because they need to, but because they feel guilty, like they should” – and which is not linked to better productivity.

3) You’re a perfectionist

Double, triple, and quadruple-check every email before hitting “send”?

Phelps stated, “Perfectionists often think they are aiming for success. However, they fear being judged or criticised.

“They believe it’s not good enough. This actually slows them down, and the stress of overwork clearly outweighs any benefits.”

4) Taking work home

Checking your emails at 11pm or mulling over that client pitch before bed isn’t a great idea, tempting as it may seem.

“This can be dangerous as it blurs the lines between work and life until there is no line,” Phelps explained.

“The brain needs downtime to rest and recover from a week at work, but overachievers take their own time away from themselves; therefore, they always feel tense.”

5) Never delegating, or struggling to do so

You might tell yourself that nobody else will be able to meet your high standards, or think that all tasks will be done better by you.

“This is where overachievers can hold themselves back, as they think they are protecting the work quality, but they are really limiting themselves,” Phelps advised.

It can lead workers to carry more mental load than is really necessary or efficient, and can (again) raise the risk of burnout.

6) You solve everyone else’s problems

It’s great to be seen as reliable and helpful, but if your coworkers always turn to you for solutions, you might want to rethink your approach.

“Overachievers like to be the fixer; however, it’s not sustainable to solve everyone else’s problems on top of your own,” Phelps warned.

“You end up with no time, no energy, and no space for yourself.”

Setting boundaries, learning to say no, trusting others to help you at work, and truly switching off once you’re out of the office can all help to prevent these, he ended.

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If You’ve Been Feeling Uninspired And Apathetic At Work, You May Be Experiencing This

We have all had our bad days and even weeks at work but what happens when the feelings associated with these days just don’t seem to pass? Well, you may be experiencing something that two experts have dubbed “rustout”.

Writing for The Conversation, Sabrina Fitzsimons Co-Director of DCU CREATE (Centre for Collaborative Research Across Teacher Education), Lecturer in Education, Dublin City University and David Smith, Lecturer, School of Applied Social Studies, Robert Gordon University explain the phenomenon.

Explaining that rustout is on the other end of the spectrum from burnout, they explain: “This is when employees become bored, apathetic and unmotivated, often doing the minimum necessary work. This can result in them procrastinating, browsing social media or looking for something more stimulating elsewhere.”

Sound familiar?

So, what causes rustout?

The experts explain: “Rustout is mental and emotional decline caused by repetitive, mundane tasks and ongoing professional stagnation. Unlike burnout, which results from work overload, rustout arises from underutilisation and a lack of stimulating work.

“It can be amplified when a workplace values efficiency and meeting specific outcomes over professional engagement, leaving people feeling invisible or replaceable. In other words, it occurs when people are not challenged enough.”

Do rather than the over-demand which can cause burnout, rustout comes from not being needed enough. Grim.

Isn’t this just quiet quitting though?

While the behavioural responses to rustout may seem to mirror quiet quitting, the researchers explained that those who experienced rustout most frequently, teacher educators, are not deliberately stepping back from responsibilities.

They say: “While most described enjoying their work and its variety, we found an undercurrent of symptoms and experiences indicative of rustout. We believe our findings may have resonance with other occupational settings.

“Rustout may sound a bit like the social media trend of quiet quitting. However, the teacher educators we spoke to were not deliberately stepping back from their duties or plotting their exit. In fact, they remained highly committed to their students – making their situation even more frustrating.”

That does sound incredibly frustrating.

In fact, once the researchers digged deeper in their interviews with teachers, they found that teachers “spoke of the joy it was possible to find in their work and the many brilliant, inspiring young people they had helped to nurture.”

However, the researchers admitted, some had lost this enthusiasm.

Talking is essential

The experts warn that not talking about how you’re feeling can only make the situation continue, urging: “Nothing is being rocked when staff are working and doing their jobs.

“This silence benefits institutions in the short term, since it maintains stability and delays difficult conversations. However, in the long term, it can contribute to retention issues, a negative workplace culture and possibly reduced innovation.”

The solution, they add, is integrating rustout into the mental health agenda in workplaces, just as burnout is.

“Employers must acknowledge that the wellbeing of their employees is integral to overall success.”

Help and support:

  • Mind, open Monday to Friday, 9am-6pm on 0300 123 3393.
  • Samaritans offers a listening service which is open 24 hours a day, on 116 123 (UK and ROI – this number is FREE to call and will not appear on your phone bill).
  • CALM (the Campaign Against Living Miserably) offer a helpline open 5pm-midnight, 365 days a year, on 0800 58 58 58, and a webchat service.
  • The Mix is a free support service for people under 25. Call 0808 808 4994 or email help@themix.org.uk
  • Rethink Mental Illness offers practical help through its advice line which can be reached on 0808 801 0525 (Monday to Friday 10am-4pm). More info can be found on rethink.org.
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The Internet Loves Getting ‘Cheaters’ Fired – But I Worry We’re Missing The Point

I still remember the backlash when it turned out that Ned Fulmer, the ex-BuzzFeeder who had been dubbed the “wife guy” of online group Try Guys, had cheated on his partner with his colleague.

He was let go from his Try Guys role amidst public outrage. And now, Astronomer’s CEO Andy Bryon has stepped down from his role following a TikTok clip which some online sleuths say shows him cheating with his HR lead at a Coldplay concert.

Though the company have not confirmed Andy was the person in the viral video, they have written in a statement that “Our leaders are expected to set the standard in both conduct and accountability, and recently, that standard was not met.”

I have already shared that I’m not the biggest fan of how some people are engaging with the “Coldplay affair.”

Nor do I think that public reaction should influence a person’s professional status before an official investigation.

For instance, the company’s Senior Director of People, “identified” by TikTok detectives, has had her LinkedIn profile bombarded by commenters who think she got her promotion by hiding her boss’ romance.

The comments came despite there being absolutely no evidence that this was the case (the company has since revealed she “was not there. This is a rumour started on Twitter”).

This is wrong. A likely innocent woman’s professional page is now littered with potentially career-disrupting claims due to almost certainly baseless delusions of online “accountability.”

That’s the sort of perversely gleeful dogpiling I’m sure Jon Ronson’s So You’ve Been Publicly Shamed would have a field day with.

Ned Fulmer

via Associated Press

Ned Fulmer

Lawyer Eric Kingsley, firm partner at Kingsley Szamet Employment Lawyers, told us: “Legally, the private life of an individual usually will not be cause for termination unless the private life somehow overlaps the professional environment or threatens the organisation.”

But in the case of both Fulmer and, if true, Bryon, there’s more to the story than just “bad vibes.”

“If the conduct in question involves other staff members or directly affects the workplace environment, the rationale for termination greatly changes,” the lawyer said.

Fulmer’s relationship was with a relatively junior employee, while Bryon’s suspected “affair” was alleged to be with his HR lead.

“A Chief Executive Officer being involved in a romantic relationship with an employee, even more so if there exists a position of power, creates huge potential for problems of favouritism, coercion, and the risk of legal action based upon harassment or retribution,” Kingsley added.

“Even if the relationship remains voluntary, the potential can damage the morale of employees, cause intra-company disputes, or violate stated policies of the company. Some companies place explicit policies regarding intra-company relations in place in order to avoid complications.”

The pair on a kiss cam

@instaagrace via TikTok

The pair on a kiss cam

Meanwhile, Thomas Roulet, a fellow and director of studies in psychology and behavioural science at King’s College, Cambridge, says that “If someone’s personal life affects their professional performance and engagement, yes, we could definitely consider HR interventions (it could be a warning or go as far as getting fired).”

The same goes if their performance and judgement are affected by the relationship, he added.

But I don’t think unfairly prying and overly moralistic internet commenters keep those rules in mind in their hunt for a perceived “bad guy” – Astronomer’s Senior Director of People is proof that many of us make the court of public opinion far too punishing, despite using inconsistent “laws.”

That misses the point; it’s all about power dynamics.

As it happens, piling on an (again, likely innocent) woman who you believe to have gotten her promotion based solely on hiding an affair without any evidence whatsoever is not exactly the best use of our collective power.

I fear the “reward” of firing a person armchair warriors believe to have cheated has left some to believe that their beliefs about adultery, whether grounded or not, ought to result in indiscriminate real-life action.

Personally, I don’t think that unkind quest has anything to do with accountability; we are confusing our own amateur sleuthing for genuine, professional investigation.

Just because the two might sometimes have the same result, though, does not mean it’s fair to equate them.

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Dads Went On Strike – Now, Parental Leave Might Be Getting An Overhaul

A matter of weeks after the world’s first ‘DadStrike’, where parents gathered to protest the UK’s statutory paternity leave offer, the UK government has announced a review of the parental leave and pay system.

The review will look at the whole system – from maternity and paternity leave to shared parental leave – to see how it can work better for parents and employers.

Views will be gathered from parents, employers and experts across the country, culminating in a roadmap for possible reforms, with the aim being to better support families and grow the economy.

Campaigners have hailed the move as “the best chance in a generation” to improve the system.

Why is it needed?

In a press release, the UK government acknowledged that the current parental leave system is complicated and doesn’t always give families the support they need.

Yet research shows that better parental leave can help close the gender pay gap and boost the economy.

In March this year, mothers opened up about how the UK’s statutory maternity pay offering is not enough to meet the basic costs of living, making it “impossible to live a good life”.

In the UK, statutory maternity pay is paid for up to 39 weeks and parents get 90% of their average weekly earnings (before tax) for the first six weeks, followed by £184.03 or 90% of their average weekly earnings (whichever is lower) for the next 33 weeks.

This is less than half the weekly National Living Wage.

On top of this, analysis of shared parental leave found uptake is skewed towards higher earners – with The Dad Shift, the campaign group behind DadStrike, previously telling the BBC it is “failing working families”.

“Supporting working parents isn’t just the right thing to do – it’s vital for our economy.”

– Angela Rayner

Discussing the new review, deputy prime minister Angela Rayner said: “Those early years are the most special time for families, but too many struggle to balance their work and home lives.

“Supporting working parents isn’t just the right thing to do – it’s vital for our economy.”

The announcement follows a series of changes already progressing in the Employment Rights Bill to improve parental leave and pay.

These include: making paternity leave, unpaid parental leave and flexible working ‘a day one right’; enabling paternity leave and pay to be taken after shared parental leave and pay; and enhancing dismissal protections for pregnant women and new mothers returning to work.

Business secretary Jonathan Reynolds said: “Campaigners have long called for change, and this government has listened. This review is our chance to reset the system and build something that works for modern families and businesses.”

George Gabriel, co-founder of The Dad Shift, told HuffPost UK the review is “the best chance in a generation to improve the system and make sure it actually works for working families”.

“When the last Labour government introduced paternity leave it was groundbreaking. But that offer, unchanged since, is now the least generous in Europe,” he added.

“Our broken parental leave has been overlooked for years, and finally sorting it out would be good not only for parents and children but for businesses too.”

Rachel Grocott, CEO of Pregnant Then Screwed, the campaign group behind 2022′s March of the Mummies, demanding reform of childcare, flexible working and parental leave, said: “It is great to see this long overdue review of the parental leave system. It’s time for the voices of mums, dads, parents and carers everywhere to be heard.

“After 6 weeks mothers are forced to survive maternity leave on 44% less then the National Minimum Wage, and dads are forced to suck up the same benefits for their 2 weeks.

“Yet we know improving parental leave helps children get the best start in life, as well as being better for parents’ heath and equality at home, and closing gender pay and participation gaps in the workplace too.

“Investing in parental leave will pay back above and beyond, to the bottom line and to society: it really is a no-brainer.”

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5 Signs You’re ‘Quiet Cracking’ At Work Without Realising It

You might have heard of quiet quitting, taskmasking, and “conscious unbossing” ― all trends which see workers opt out of added responsibilities, busy work, and unrewarding jobs in the subtlest way they can.

But according to Guy Thornton, Founder of human resource company PracticeAptitudeTests, “quiet cracking” is on the rise, too.

The term refers to the sometimes unwitting disconnect from work that happens when employees are stressed and burned out.

“Quiet cracking isn’t laziness or a flaw in your work ethic,” Thornton said.

“It’s often a sign that your mind and body are trying to cope with something unsustainable.”

Here are some signs you might be “quiet cracking” without even realising it:

1) You’re constantly busy, but don’t get much done

Always rushing around, but never feel particularly productive? Thornton warns that it could be a red flag.

“This relates to another workplace trend known as fauxductivity, which is when you appear productive while feeling unmotivated and disconnected,” he said.

“It’s often an early sign of quiet cracking that can happen when you’re overwhelmed or unsure what your priorities are any more.”

2) You constantly ignore work messages and emails

If your inbox is bursting and your Slack notifications have built up, you may be “quiet cracking” under the pressure of constant communication.

“This doesn’t necessarily mean you’re lazy or disengaged. Your brain might simply be overloaded,” Thornton advised.

3) Handing in work at the last minute

Always scrambling to hand in that report at the last minute? It might just feel like your working style, but Thornton says it could also “be a sign you’ve mentally checked out.

“Ask yourself, are you struggling with motivation, or is the workload too much?” he continued.

“Quiet cracking often begins when expectations feel unclear or unmanageable.”

4) You’ve stopped collaborating with your coworkers

If the thought of working with others has felt more and more unenjoyable ― maybe leading you to skip meetings, avoid team get-togethers, and crave working alone ― it can show you’re disconnecting from your workplace.

“Disengagement can be subtle, and you might not even realise it until someone points it out,” Thornton wrote.

5) You’re constantly putting off work by doing small, “busy work” tasks

A great example is researching endlessly before you actually start your main task, the expert said.

“If it’s become your go-to method for delaying the real work, it might be a sign of stress or fear of failure,” he shared.

What if I think I’m “quiet cracking”?

Recognising the condition can make it easier to manage, Thornton stated.

Don’t wait to seek help if you think something’s amiss.

“It’s important to talk to people you trust in the workplace and use mental health resources if you start to experience something like this,” he said.

“Even just acknowledging that something is off is an important way to start taking steps in the right direction.”

Help and support:

  • Mind, open Monday to Friday, 9am-6pm on 0300 123 3393.
  • Samaritans offers a listening service which is open 24 hours a day, on 116 123 (UK and ROI – this number is FREE to call and will not appear on your phone bill).
  • CALM (the Campaign Against Living Miserably) offer a helpline open 5pm-midnight, 365 days a year, on 0800 58 58 58, and a webchat service.
  • The Mix is a free support service for people under 25. Call 0808 808 4994 or email help@themix.org.uk
  • Rethink Mental Illness offers practical help through its advice line which can be reached on 0808 801 0525 (Monday to Friday 10am-4pm). More info can be found on rethink.org.
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Suddenly Have More Responsibility At Work? It Might Be A Career Red Flag

Most of us associate being given more power (and, therefore, responsibility) at work with a higher chance of promotion and even potentially better pay.

But speaking to HuffPost UK, Adrien Kallel, a recruitment specialist at international hiring agency RemotePeople, said that sometimes, it can be a warning sign.

“Sometimes, people assume the worst only after it’s already happened,” the expert said.

“But by recognising the patterns early on, you can prepare and protect yourself. Keep your CV current, stay in touch with your wider network, and build good relationships with recruiters, that way you’re ready to move if needed.”

Why would being given more responsibility hurt my career?

Though more trust and a broader job scope can seem like a welcome and promising change (and often is), Kallel cautions that if it comes out of nowhere and is overwhelming, it can be a “trap.”

“This tactic can be subtle,” the recruiter said. “A manager might present it as a development opportunity. You’re told it’s your time to shine, maybe even hinted that a promotion is around the corner.

“But if the expectations suddenly become unrealistic and you’re set up to miss targets, it could be part of a plan to phase you out.”

Putting an overwhelming amount of work on an employee may be a sneaky way to label them as “underperforming,” he advised. That way, a manager can point to their inability to meet impossible goals when phasing a worker out.

What should I do if I notice this happening?

“If your objectives are being dramatically adjusted, or the workload triples with no clear timeline or support, it’s essential to protect yourself,” Kallel stated.

“Start by calmly raising your concerns in writing, not just verbally.”

You should be as specific as you can in your wording. Ask, What are the new expectations? What support will be provided? What does success look like under these new terms?

“Getting this in writing shows you’re willing, but also creates a record if the situation worsens,” Kallel says.

Even though it’s not a great feeling, the expert says workers should trust our guts.

“If something feels off, it probably is,” he admitted.

“These are conversations worth having early, not when HR is already involved.”

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I Said One Little Word At Work – And Got Fired

I stared out floor-to-ceiling windows at the frigid Hudson River. It was just days before the winter-holiday slowdown at work, and in that stark industrial room, all of my colleagues stared, too, just like we had the prior December (and the one before that).

An executive spoke coldly about budget cuts and the need to maximise value by remaining “lean and mean”. Then we were ordered back to our desks, which were lined up in long rows a floor away.

First there was silence. Then the firings began.

One by one, I’d hear a phone ring and pray it wasn’t mine. If it was, it meant I’d soon be leaving my desk for the last time. After a fateful walk to Human Resources to sign paperwork, I’d then be escorted out of the building while an ex-coworker would pack up my things.

Years later, tears still fill my eyes remembering taping up boxes for my friends. One second they were there, and the next they were gone without even a goodbye. I was always the lone survivor, and some days, the guilt was enough to make me want to follow them out the door.

Year after year, the layoffs continued, but I remained. Once a part of a small editorial team of three at one of the world’s most famous lifestyle brands, by the end, I was a sad and scrappy team of one. My second to last joyful season of firings, my boss was cut. Then one year later, they fired the editor beneath me and decided I could handle things on my own.

You are a rockstar! You are so efficient! Take this raise! Hooray, you!

When I couldn’t keep up with the workload, I was told to work harder. Faster.

“But it’s too much,” I pleaded.

“Stop with the negativity,” they said.

After one too many days spent crying in the bathroom with no friends left in sight, I finally broke. I quit my job without anything lined up, a bold move that would become an even bolder 10-year pattern that I never could have anticipated as an eager kid barely out of college.

For the next decade I repeated this cycle: Get a shiny new job. Get promoted. Get burnt out. Quit. Writing it now, it seems rather obvious I had a problem. But living through it, I felt like I was anything but the problem. They were the evil employer. I was the prized employee who never got fired. Not only that, after each valiant, dramatic resignation I put in, my friends would applaud me.

You’re so brave! So inspiring! So true to yourself!

However, toward the end of each one of my fateful job finales, another pattern had emerged – one people didn’t see. I’d stop eating. Lose weight. Have panic attacks. My anxiety would ultimately become unbearable, and that’s when I’d get up the gusto to quit. So brave and inspiring, right?

I gave every job everything I had. My mornings, my breaks, my nights, my weekends, and of course, every hour in between. As a result, I was spared through countless slaughterings. I mean come on: What boss would ever dream of firing a person like that? A human so dedicated, she’d jump through flaming hoops to get her job done.

Then something unexpected happened: I burnt out on life – not just work – and realised I was actually just a human with absolutely no boundaries.

Zero. Zilch. None.

"This was a shiny new headshot taken in 2019 with the start of a (yet another) new job," the author writes.

Courtesy of Liz Regalia

“This was a shiny new headshot taken in 2019 with the start of a (yet another) new job,” the author writes.

Through the blur that was the years spent “building my career,” I met a man and he asked me to marry him. He was wonderful and caring, and he still is. We were happy together, so when he got down on one knee, I said yes despite having been adamantly against the idea of marriage my whole life.

My mother, after I told her the news, didn’t say congratulations but: “Wow, I really didn’t know if you’d say yes.”

Well, yes mum. I did. Why? I didn’t know how to say no.

Hell, “no” wasn’t even in my repertoire. I did whatever I needed to keep the peace. Keep a good GPA. Keep money in my bank account. But now my inability to set a boundary when it came to honouring my own happiness was officially catching up.

After six years of marriage, the truth of never wanting an “I do” in the first place had crept up in a myriad of ways, and soon it was yelling at me so loudly that I couldn’t drown it out anymore. So, I quit my marriage, too.

After my divorce, I started therapy. That’s where I’d learned just how much my lack of boundaries had been sending me running in circles my whole life. Ignoring my own needs had become second nature. It ensured things didn’t change. It ensured people stuck around. And as it’d turn out, it also ensured I stayed employed. And, at the heart of everything, it ensured some part of me felt safe.

But what felt like winning – whether it was friends, promotions or love – had actually been losing what mattered most. I’d lost time to pursue my dream of writing a book, friendships that kept me afloat, and ultimately, myself because I never learned to set a boundary to keep people from taking too much of me. So I set out to do just that.

With the help of my therapist, I started saying no to plans I didn’t want to do. I started saying no to holidays if it meant being around family members who belittled me. I even started to say no to friends who didn’t know how to set boundaries of their own. That’s when something all-too familiar happened: My team shrunk at work, and I was asked to pick up the slack. It felt like the ultimate test, and I accepted:

No, I cannot work extra hours because we are short-staffed.

No, I cannot do two jobs because someone left.

No, I cannot hit two project deadlines instead of one by Monday.

I uttered that last one on a Friday, but I made a fatal mistake afterward. When my boss pushed me harder to hit both deadlines, instead of sticking to my guns, I said the two words that have gotten my people-pleasing self into more sleepless nights than any others: “I’ll try.”

I woke up with a tightness in my chest on Sunday morning. The work was still not done despite trying my damndest the day before. Could I try to finish it if I worked another seven-hour day? Yes. Would I have to cancel plans with friends? Yes. Would I have to forgo working on my manuscript? Yes. Then, in spite of my ego wanting so badly to please, I decided the answer was no.

“Ignoring my own needs had become second nature. It ensured things didn’t change. It ensured people stuck around. And as it’d turn out, it also ensured I stayed employed. And, at the heart of everything, it ensured some part of me felt safe.”

Come Monday, instead of feeling like a hero walking into work like I often did at the beginning, I felt nauseous. I immediately admitted to my team that no, I was not able to hit the deadline, but I tried. An hour later, my boss called me into her office.

“It’s less than a month into the new year, and I already hear you saying ‘no,’ again,” she said exasperated. “It’s unacceptable.”

Little did she know, I’d spent the past three years in therapy practicing how to say exactly that: N-O. Two little letters that when put together had the magical ability to set a boundary that would protect me from burning out and betraying my integrity. But little did I know that when you finally learn that no is indeed an acceptable answer, you will also quickly discover who disagrees. By the end of the week, I was fired.

That Friday, I was escorted out of the building. My friends were left to pack my things from my desk in small boxes like I had done so many times for others. I felt like a complete failure, not yet seeing the longer story buried beneath the surface of how I got here. But I do now. What felt like a mortifying public defeat was actually my biggest internal victory yet.

The people-pleaser in me died that week, and I admit that I completely crumbled after getting kicked to the curb. In many ways, my worst fears were realised: staying true to yourself by setting boundaries can result in an enormous amount of pain. But from the rubble, I emerged as someone else.

Looking back, with no full-time job in sight, I’ve made the hard decision not to look for one. As a recovering over-achieving people-pleaser who has struggled so hard to learn to set boundaries, the risk of signing up to work for someone else who doesn’t respect them is simply too great for me.

Right now, I’ve decided to work jobs that don’t demand more than I can give. As a result, I have restored friendships and even finished the book I dreamed of writing. Yes, it’s scary going my own way. Yes, some people doubt I can make it work. Yes, I feel lonely and uncomfortable most days. But, no: I will not let that stop me.

The author (left) celebrating the single freelance life in New York City with her best friend at the end of 2024.

Courtesy of Liz Regalia

The author (left) celebrating the single freelance life in New York City with her best friend at the end of 2024.

Liz Regalia is a writer and editor based in Charleston, South Carolina. She has over a decade of experience covering lifestyle, health and wellness for a variety of national publications, and has also overseen digital content programming and editorial strategy at various media companies. She just completed her first novel which she hopes will find a publishing home very soon.

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