Name: Are 'lazy girl jobs' really that lazy?
Uploaded: 2023-11-15T15:10:20.534Z
Duration: 347.4

Lazy girl jobs V4.mp4

Lazy girl jobs V4.vtt

English

{{00:00:00}}
It's a new trend that's come up.

{{00:00:02}}
IT fulfills three criterias of a
workforce are you're looking at fair

{{00:00:07}}
pay, good work life balance, and the
ability to work from nine to five.

{{00:00:19}}
How important do you think that it is
for the younger woman in the workplace

{{00:00:23}}
to have these kinds of models to look at?

{{00:00:25}}
So ideally people promoting good
jobs without that association of

{{00:00:30}}
overworking and burnout really.

{{00:00:34}}
I think it's really important.

{{00:00:35}}
It's something that we need to work
towards, the current workforce requires

{{00:00:41}}
it and it is the inevitable truth
and we are moving towards it and it's

{{00:00:45}}
time for organisations to shift that
mindset and accommodate for it within

{{00:00:50}}
various policies and what they do as
an organisation for their employees.

{{00:00:55}}
So the trend describes what many
would see as really a good work

{{00:00:59}}
life balance, but they consider
it as this kind of lazy term.

{{00:01:03}}
How much does that concern you and what
can businesses do to break those kind

{{00:01:07}}
of stigmas that we tend to think about
when it's not, you're not overworking?

{{00:01:12}}
So it doesn't really concern me, actually.

{{00:01:14}}
I have no concerns about it.

{{00:01:16}}
I think it's where we're going.

{{00:01:18}}
Companies need to wrap their heads
around it, quite honestly, because

{{00:01:22}}
if they don't, they're going to be
missing out on having loyal workers.

{{00:01:27}}
They're going to be missing out on the
curve that they need to be getting to

{{00:01:31}}
ensure that they have the end results that
they're looking for, and if they don't,

{{00:01:36}}
then they're the ones going to be missing
out and not so much the employees, right?

{{00:01:39}}
Because we're going to jump to the next
opportunity and we're going to get what

{{00:01:42}}
we need to satisfy what we're looking for
as employees in the workforce right now.

{{00:01:48}}
And what would you say the argument
would be to those who sort of

{{00:01:51}}
see employees as still needing
to sort of go above and beyond?

{{00:01:55}}
What's the argument for why
they shouldn't be doing that?

{{00:01:58}}
Well, I think it's the term, it's
the term lazy, I would say, right?

{{00:02:02}}
So that's where the stigma comes in.

{{00:02:04}}
But for generations previously
we were told work smart and not

{{00:02:10}}
work hard, and that's exactly what
employees need to be doing right now.

{{00:02:14}}
And we're working smart.

{{00:02:15}}
We're not working hard, but actually
we're getting our results done.

{{00:02:19}}
And that's what really matters
at the end of it, and that's

{{00:02:22}}
where the focus should be.

{{00:02:23}}
Do you have any examples of steps
that businesses can take to really

{{00:02:26}}
encourage a sustainable work life
balance, particularly in the younger

{{00:02:30}}
generation, really trying to get noticed?

{{00:02:34}}
What sort of performance
gains can come from that?

{{00:02:38}}
Right, so I think it comes down to
a very humanistic approach, right?

{{00:02:42}}
So, first step, listen to your
employees, pay attention to what their

{{00:02:46}}
needs are, be willing to push the
boundaries, and be willing to give

{{00:02:51}}
them the support that they require.

{{00:02:52}}
That's the first step.

{{00:02:54}}
And if you're not doing that, you
can't go through the rest of it, right?

{{00:02:57}}
And when it comes to encouraging
performance, it's a step that

{{00:03:01}}
will automatically happen.

{{00:03:02}}
If your employees feel well taken
care of, they're going to give you

{{00:03:06}}
that performance, they're going to
give you that commitment, and they're

{{00:03:08}}
going to drive the results that
you're hoping for them to get you.

{{00:03:11}}
These videos refer to, as we were saying,
lazy girls specifically, so please

{{00:03:15}}
explain how this reinforces a lot of the
stigmas and biases that women tend to

{{00:03:20}}
kind of continue to face in the workplace.

{{00:03:23}}
And what can businesses
do to overcome this?

{{00:03:25}}
It definitely reinforces the
stigma and it's something that we

{{00:03:28}}
should try to stay away from as
much as we can as organisations

{{00:03:32}}
and as professional environments.

{{00:03:35}}
The trend has a really strong message,
but if we're going to be stereotyping

{{00:03:40}}
as part of that trend and taking that
into the organisation, there's something

{{00:03:44}}
wrong with your organisation, right?

{{00:03:46}}
There's a deeper message behind all of
this, and that's where the responsibility

{{00:03:49}}
for an organisation comes into place.

{{00:03:51}}
That it needs to pay
attention to the message.

{{00:03:54}}
And it's just that listening piece, right?

{{00:03:56}}
And if we do that and we continue
to do that as organisations and

{{00:04:00}}
stay away from that, we can avoid
the stigma at the end of it.

{{00:04:03}}
What would you say are some of
the similarities or maybe even

{{00:04:05}}
differences that there are to another
recent work trend, quiet quitting?

{{00:04:11}}
How would they compare?

{{00:04:12}}
I wouldn't say there's a
similarity or a difference, right?

{{00:04:15}}
You're going to find disengaged
employees and that's going

{{00:04:18}}
to result in quiet quitting.

{{00:04:20}}
So I don't really think there's
a similarity besides the fact

{{00:04:25}}
that it is a trend on TikTok.

{{00:04:26}}
What would you say the significance
of the younger generation like Gen Z

{{00:04:30}}
leading the charge on a lot of these
kind of changes, the hustle culture

{{00:04:35}}
specifically, where they really are trying
to work hard and work smart, not harder.

{{00:04:42}}
Are we seeing a broader shift to
that flexible and more relaxed

{{00:04:45}}
style of working and the way that
we think about our jobs in general?

{{00:04:49}}
Yeah, we definitely are.

{{00:04:51}}
I think a lot of the organisations are
finally getting their head around it.

{{00:04:55}}
It is seeming to be a bit
more challenging for them.

{{00:04:59}}
But it is the inevitable truth, right?

{{00:05:01}}
And it is a step that all organisations
need to take towards upward growth,

{{00:05:08}}
towards moving away from this hustle
culture that we've had previously

{{00:05:14}}
and accepting that this is the
new way and this is the new norm.

{{00:05:18}}
And I think that organisations
need to stay persistent and keep

{{00:05:22}}
at it and continue to encourage it.

{{00:05:24}}
We're not going to have it tomorrow.

{{00:05:26}}
We're not going to have
it the day after tomorrow.

{{00:05:27}}
But I think in a few years we'll
be looking at very different work

{{00:05:30}}
environments, and it would have modulated
to what our current workforce or our

{{00:05:35}}
new workforces are going to need.

{{00:05:37}}
And it seems to be really
promising, and being a millennial,

{{00:05:40}}
I'm excited to see the work.

IT fulfills three criterias of a
workforce are you're looking at fair

pay, good work life balance, and the
ability to work from nine to five.

How important do you think that it is
for the younger woman in the workplace

to have these kinds of models to look at?

So ideally people promoting good
jobs without that association of

It's something that we need to work
towards, the current workforce requires

it and it is the inevitable truth
and we are moving towards it and it's

time for organisations to shift that
mindset and accommodate for it within

various policies and what they do as
an organisation for their employees.

So the trend describes what many
would see as really a good work

life balance, but they consider
it as this kind of lazy term.

How much does that concern you and what
can businesses do to break those kind

of stigmas that we tend to think about
when it's not, you're not overworking?

So it doesn't really concern me, actually.

Companies need to wrap their heads
around it, quite honestly, because

if they don't, they're going to be
missing out on having loyal workers.

They're going to be missing out on the
curve that they need to be getting to

ensure that they have the end results that
they're looking for, and if they don't,

then they're the ones going to be missing
out and not so much the employees, right?

Because we're going to jump to the next
opportunity and we're going to get what

we need to satisfy what we're looking for
as employees in the workforce right now.

And what would you say the argument
would be to those who sort of

see employees as still needing
to sort of go above and beyond?

What's the argument for why
they shouldn't be doing that?

Well, I think it's the term, it's
the term lazy, I would say, right?

But for generations previously
we were told work smart and not

work hard, and that's exactly what
employees need to be doing right now.

We're not working hard, but actually
we're getting our results done.

And that's what really matters
at the end of it, and that's

Do you have any examples of steps
that businesses can take to really

encourage a sustainable work life
balance, particularly in the younger

generation, really trying to get noticed?

What sort of performance
gains can come from that?

Right, so I think it comes down to
a very humanistic approach, right?

So, first step, listen to your
employees, pay attention to what their

needs are, be willing to push the
boundaries, and be willing to give

And if you're not doing that, you
can't go through the rest of it, right?

And when it comes to encouraging
performance, it's a step that

If your employees feel well taken
care of, they're going to give you

that performance, they're going to
give you that commitment, and they're

going to drive the results that
you're hoping for them to get you.

These videos refer to, as we were saying,
lazy girls specifically, so please

explain how this reinforces a lot of the
stigmas and biases that women tend to

kind of continue to face in the workplace.

And what can businesses
do to overcome this?

It definitely reinforces the
stigma and it's something that we

should try to stay away from as
much as we can as organisations

The trend has a really strong message,
but if we're going to be stereotyping

as part of that trend and taking that
into the organisation, there's something

There's a deeper message behind all of
this, and that's where the responsibility

That it needs to pay
attention to the message.

And it's just that listening piece, right?

And if we do that and we continue
to do that as organisations and

stay away from that, we can avoid
the stigma at the end of it.

What would you say are some of
the similarities or maybe even

differences that there are to another
recent work trend, quiet quitting?

I wouldn't say there's a
similarity or a difference, right?

You're going to find disengaged
employees and that's going

So I don't really think there's
a similarity besides the fact

What would you say the significance
of the younger generation like Gen Z

leading the charge on a lot of these
kind of changes, the hustle culture

specifically, where they really are trying
to work hard and work smart, not harder.

Are we seeing a broader shift to
that flexible and more relaxed

style of working and the way that
we think about our jobs in general?

I think a lot of the organisations are
finally getting their head around it.

It is seeming to be a bit
more challenging for them.

And it is a step that all organisations
need to take towards upward growth,

towards moving away from this hustle
culture that we've had previously

and accepting that this is the
new way and this is the new norm.

And I think that organisations
need to stay persistent and keep

We're not going to have
it the day after tomorrow.

But I think in a few years we'll
be looking at very different work

environments, and it would have modulated
to what our current workforce or our

And it seems to be really
promising, and being a millennial,

Disruptive HR

Trend

The idea of a 'lazy girl job' comes from a viral TikTok trend, but the reality is very different to what the name suggests. Prioritising a healthy work-life balance, a 'lazy girl job' describes employment that is comfortably paid whilst also promoting flexibility and clear work hours. It's part of a longer-running Gen-Z critique of today's corporate culture that has included other discussions such as quiet quitting.

In this video Marlene Fernandes, Talent, Learning and Performance Management Specialist at Boehringer Ingelheim, speaks with Streamly's Jordan Thorne about the idea of 'lazy girl jobs' and their implications for businesses.

quiet quitting

work-life balance

lazy girl jobs

Work-life balance examples

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Marlene Fernandes

Talent, Performance and Organisational Development Specialist

Fernandes explains what the 'lazy girl job' trend is and why it is important.


What is the 'lazy girl job' trend?

Fernandes describes how businesses can break through the stigmas of today's dominant 'hustle culture' to promote a sustainable work-life balance.


How to promote a sustainable work-life balance 

Fernandes highlights the commentary the 'lazy girl job' trend opens up on the stigmas women face in the workplace and how these can be undone.
