Yahoo Finance Why Gen Z workers want 'lazy girl jobs' : 'You can make $60k to $80k'
The anti-work trend encourages people to seek out stress-free, flexible jobs.
Gen Z workers are turning their backs on girlboss culture and searching for stress-free ‘lazy girl jobs’.
The TikTok trend, which encourages people to seek out easy, flexible jobs with solid pay, was first popularised by 26-year-old American TikToker Gabrielle Judge.
“I’m a big fan of ‘lazy girl jobs … There’s a lot of jobs out there where you can make $60,000 to $80,000, so pretty comfortable salaries and not do that much work and be remote,” she said.
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Judge said a lazy girl job was one where you could pay for your cost of living and not feel tired at the end of the day. This included non-technical roles, she said, such as marketing associates, account managers and customer-success managers.
The #lazygirljob hashtag on TikTok has now racked up more than 14.5 million views, with Gen Z workers taking to the platform to share the benefits of their own lazy girl jobs.
“Lazy girl jobs are my favs, all I do is copy and paste the same emails, take 3-4 calls a day, take my extra long break, take more breaks AND get a nice salary,” one video with 6.8 million views is captioned.
“Me at my lazy girl job that has no dress code, lets me wear nails, pays me every Friday, take as many breaks as I need, and leave whenever I’m done for the day,” another reads.
While many commentators were people wanting to know how to get their own lazy girl job, others pointed out that these easy jobs could still be “mentally draining” because you were not challenging yourself and doing something fulfilling.
‘Misalignment’
Angelica Hunt, senior marketing lead at diversity, equity and inclusion consultancy The Dream Collective, said the trend highlighted the disconnect between workers and organisations.
“The ‘lazy girl’ trend addresses an ever-growing misalignment between companies and individuals, where non-inclusive workplace cultures are no longer being accepted,” Hunt said.
“Companies simply aren't walking the walk, regarding inclusion - flexibility and hybrid working options are being reduced by companies mandating returning to the office and, in some cases, reverting to pre-COVID inflexibility.”
Hunt said Gen Z workers were taking matters into their own hands and designing a work life that “works for them”.
“They want a work-life blend, where they feel their work is in synergy with their lives, not in conflict with it. They've learned from their parents’ generation that pouring your whole life into work at the expense of all else may not be paying off as much as they once thought.”
Companies wanting to attract and retain Gen Z workers would need to respond to the movement, Hunt said, and create a more inclusive workplace.
“Those that resist this movement and pin Gen Z as the generation that doesn't want to work, that believe that you have to suffer through the pain of overworking to enjoy work-life balance later in life, are missing the opportunity to understand where this is coming from.”
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