2023 was not just another year in the corporate world; it was a theatrical production branding workplace behaviour. There was the overt "lazy girl” job trend - a cheeky nod to roles offering a ‘supposed’ better work-life balance, a stark contrast to the hustle culture of yesteryears. It's a trend that celebrates the notion of doing a job you love and questions the glorification of overwork.
We also saw the evolution of "quiet quitting" - where doing the bare minimum became a silent protest to "loud quitting," marked by grand, dramatic exits that could rival any prime-time drama. TikTok was awash with stories and examples that created a media storm in a teacup.
There was also the rise of “rage applying” - a symptom of workplace frustration - where employees, fuelled by frustration (after quietly quitting), turned job applications into their new stress-relief tool. It's like swiping right on potential new employers after a particularly gruelling team meeting.
Like most of these phenomena, they start with a well-positioned ‘catchy phrase’ that seems to capture the attention of HR magazines and blogs. The reality is that these are challenges we’ve seen in workplaces for years, maybe amplified by the change in work patterns; however, it all boils down to how to get to know our teams and individuals and what we know motivates them or not.
But first, let’s further review what happened in 2023, what ‘employee trends’ were, how we can learn from them, and what we can do to get culture and motivation right in 2024. This blog will help you think about the best areas of focus for getting the best out of your team.
Productivity Paranoia and the Meeting Mania
2023 saw the rise of "productivity paranoia," with managers in remote work scenarios increasingly unsure if their teams were diligently working or binge-watching their favourite shows. The response? An avalanche of check-ins and status meetings inadvertently created a meeting-clogged calendar, where productivity perished. And managers wondered why things weren’t getting done.
The 2023 Digital Work Trends Report by Slingshot highlighted a glaring issue: a third of employees were playing a guessing game with their priorities. The result? A workplace version of blind man's bluff, where productivity took a nosedive amidst a sea of unnecessary meetings about productivity and priorities. Duh!
So what to do?
Motivating Employees in 2024: The New Frontier
As we step into 2024, the question looms: How do we motivate employees amidst the ever-shifting landscape? Even the original “lazy girl” admits that now she’s self-employed, she works harder and longer than ever. But she loves what she does, so she feels she has more of a work-life balance.
Therefore, is productivity about tuning into what people love and are good at? What we might have called in old language working to strengths? The old playbook needs a rewrite.
Clear Communication is King: With many employees feeling lost in their priorities, clear, concise, and direct communication will be essential. Leaders need to ensure that every team member understands their role, objectives, and how they contribute to the organisation's larger goals.
Embracing Autonomy: The era of micromanagement needs to be put to bed. Employees thrive when given autonomy and trust. 2024 should be about empowering employees to take ownership of their tasks and decisions, fostering a sense of responsibility and commitment. We do this by playing to strengths, setting and communicating clear goals and rewarding outcomes.
Redefining Productivity: Productivity shouldn't be measured by hours logged or meetings attended. It's time to shift focus to outcomes and impact. It’s back to setting clear, achievable goals again and celebrating milestones. This will drive motivation far more effectively than a packed meeting schedule about meetings and productivity.
Well-Being as a Priority: The “lazy girl” workplace trend is a wake-up call. Work-life balance isn't just a nice-to-have; it's a must-have. Ensuring employees have time to recharge is crucial for sustaining motivation and productivity in the long run. And encouraging people to take control of their own mental health and wellbeing is key. Everyone has a responsibility to look at themselves as well as each other.
Fostering a Culture of Recognition: Everyone wants to feel valued and recognised. A culture that regularly acknowledges and rewards both small wins and big achievements can significantly boost morale and motivation.
Investing in Development: Providing opportunities for professional growth and development shows employees that they are valued not just for what they do today but for what they can achieve tomorrow.
The workplace antics of 2023 have set the stage for a transformative 2024. As leaders, it's time to embrace these changes, understand the evolving needs of our teams, and craft a motivational strategy that resonates with the new-age employee.
Here's to navigating the quirks and crafting a workplace that's not just productive but also joyful and fulfilling!
If you’d like further support with how to make 2024 the year that this happens for your team, get in touch with Doug, who can explain how we can help - doug@laughology.co.uk
Laughology’s CEO, Stephanie Davies, is one of the UK’s leading voices in happiness and engagement in organisations. She has an unsurpassed reputation for designing and delivering interventions for top-performing teams across a range of sectors and has developed Laughology into the nation’s most talked-about training and development provider. She also has the smallest little fingers of any human being ever and can often be seen walking a cat on a lead in the Surrey village where she lives.