雇主们要警惕了，现在不少员工们不愿冒险失业，于是选择“情感抽离”继续熬下去。TikTok给这种现象起了个名字，叫“耗到恨透再分”。
由于劳动力市场停滞不前，就业安全感日益下降，员工们不得不死守着早已不适合自己的岗位。就像沉溺于不幸福的恋爱关系中却不放手（任由怨恨累积，等到最终不得不分手时早已放下并向前看）。这种趋势下，员工们在不得不讲究的工作中也采用了同样的心态。
“总体而言，我们发现Z世代里这种趋势比其他世代更明显，‘抱紧饭碗’现象也一样，”专门研究现代职场的人力资源平台HiBob人才与文化总监安妮·罗森克兰斯告诉《财富》，“目前市场环境不好，大家不愿轻易离职；所以即便工作环境再糟糕，Z世代也觉得必须死守。”
结果是，办公室里出现类似“幽居病”的烦躁情绪。“员工对工作好感逐渐降低甚至厌恶时，他们会变得更消极，越来越丧，”罗森克兰斯提醒道，“如果员工对工作、公司，或是管理者提不起劲乃至极度反感，就不会有动力高效完成工作。”
有毒的恋爱套路正入侵职场
“耗到恨透再分”并非唯一渗入职场的有害恋爱套路。另一种流行的消极应对方式是放鸽子。
就像糟糕的约会一样，有些求职者连电话都懒得打就直接放雇主鸽子。
就业网站Indeed调研了1500家企业和1500名英国员工，发现求职放鸽子现象十分普遍，75%的员工表示过去一年中曾无视过潜在雇主。
还有些人玩“职场欺诈”，甚至会接受工作录用通知然后直接不到岗，其中21%的人这样做是为了逞能。其他人则说“突然没感觉了”。
不过这种失联行为并非完全单方面，求职者经过多轮面试后被雇主放鸽子也很常见。事实上，求职者遭遇放鸽子已非常严重，加拿大等国家已采取法律手段干预。
年轻员工对疲于奔命早已十分厌倦，还出现了“躺平式工作”或“周一摸鱼日”等现象。
员工空前消极怠工程——雇主该如何应对
导致员工敬业度下降的主要原因包括工资停滞不涨，生活成本攀升以及招聘需求锐减等，员工们觉得，与其冒险不如忍着不开心继续做当前的工作，直到被炒鱿鱼为止。
这种现象对经济造成的损失惊人，每年高达8.8万亿至8.9万亿美元，约占全球GDP的9%。据盖洛普咨询公司（Gallup）估算，仅2024年一年，员工消极怠工导致的生产力损失就达到4380亿美元。
雇主若想扭转局面，最佳方法之一是主动询问年轻员工，公司能提供哪些帮助。
“如果管理者或人力资源团队察觉到消极情绪，关键是要主动介入找出问题的根源，”罗森克兰斯说，“安排一对一沟通，了解员工的真实状态，这是重要的第一步。”
“应该直接询问员工感受如何，想尝试哪些不同的工作内容，对活跃团队文化有什么想法，以及需要怎样的支持，”她补充道，“在此基础上，管理者能获得能落地的见解，而且不能只听不做，必须采取实际行动。”
罗森克兰斯强调，即使公司预算紧张，招聘不是重点工作，公司也要重视职场体验。“这不仅有助于提高员工敬业度，从长远来看，还能培养更快乐也更忠诚的员工。”（*）
译者：梁宇
审校：夏林
雇主们要警惕了，现在不少员工们不愿冒险失业，于是选择“情感抽离”继续熬下去。TikTok给这种现象起了个名字，叫“耗到恨透再分”。
由于劳动力市场停滞不前，就业安全感日益下降，员工们不得不死守着早已不适合自己的岗位。就像沉溺于不幸福的恋爱关系中却不放手（任由怨恨累积，等到最终不得不分手时早已放下并向前看）。这种趋势下，员工们在不得不讲究的工作中也采用了同样的心态。
“总体而言，我们发现Z世代里这种趋势比其他世代更明显，‘抱紧饭碗’现象也一样，”专门研究现代职场的人力资源平台HiBob人才与文化总监安妮·罗森克兰斯告诉《财富》，“目前市场环境不好，大家不愿轻易离职；所以即便工作环境再糟糕，Z世代也觉得必须死守。”
结果是，办公室里出现类似“幽居病”的烦躁情绪。“员工对工作好感逐渐降低甚至厌恶时，他们会变得更消极，越来越丧，”罗森克兰斯提醒道，“如果员工对工作、公司，或是管理者提不起劲乃至极度反感，就不会有动力高效完成工作。”
有毒的恋爱套路正入侵职场
“耗到恨透再分”并非唯一渗入职场的有害恋爱套路。另一种流行的消极应对方式是放鸽子。
就像糟糕的约会一样，有些求职者连电话都懒得打就直接放雇主鸽子。
就业网站Indeed调研了1500家企业和1500名英国员工，发现求职放鸽子现象十分普遍，75%的员工表示过去一年中曾无视过潜在雇主。
还有些人玩“职场欺诈”，甚至会接受工作录用通知然后直接不到岗，其中21%的人这样做是为了逞能。其他人则说“突然没感觉了”。
不过这种失联行为并非完全单方面，求职者经过多轮面试后被雇主放鸽子也很常见。事实上，求职者遭遇放鸽子已非常严重，加拿大等国家已采取法律手段干预。
年轻员工对疲于奔命早已十分厌倦，还出现了“躺平式工作”或“周一摸鱼日”等现象。
员工空前消极怠工程——雇主该如何应对
导致员工敬业度下降的主要原因包括工资停滞不涨，生活成本攀升以及招聘需求锐减等，员工们觉得，与其冒险不如忍着不开心继续做当前的工作，直到被炒鱿鱼为止。
这种现象对经济造成的损失惊人，每年高达8.8万亿至8.9万亿美元，约占全球GDP的9%。据盖洛普咨询公司（Gallup）估算，仅2024年一年，员工消极怠工导致的生产力损失就达到4380亿美元。
雇主若想扭转局面，最佳方法之一是主动询问年轻员工，公司能提供哪些帮助。
“如果管理者或人力资源团队察觉到消极情绪，关键是要主动介入找出问题的根源，”罗森克兰斯说，“安排一对一沟通，了解员工的真实状态，这是重要的第一步。”
“应该直接询问员工感受如何，想尝试哪些不同的工作内容，对活跃团队文化有什么想法，以及需要怎样的支持，”她补充道，“在此基础上，管理者能获得能落地的见解，而且不能只听不做，必须采取实际行动。”
罗森克兰斯强调，即使公司预算紧张，招聘不是重点工作，公司也要重视职场体验。“这不仅有助于提高员工敬业度，从长远来看，还能培养更快乐也更忠诚的员工。”（*）
译者：梁宇
审校：夏林
Watch out, employers: Rather than risking unemployment, workers are emotionally checking out to cope with sticking it out—and TikTok’s coined the concept “date them till you hate them.”
Driven by a stagnating labor market and growing fears around job security, workers are now clinging to roles they’ve outgrown. And just like how people stay in unfulfilling romantic relationships (allowing resentment to build so that when the inevitable breakup happens, they’re already over it and ready to move on), this trend is seeing workers doing the same in the jobs they’re currently stuck in.
“In general, we’re seeing this trend more with Gen Z than other generations—the same as for job hugging,” Annie Rosencrans, director of people and culture at HiBob, an HR platform focused on modern work told Fortune. “There’s a reluctance to leave jobs right now because of the state of the market; so even in the unhappiest of workplace circumstances, Gen Z is feeling the need to stay put.”
And it’s leading to a sort of cabin fever at the workplace. “As workers move down the scale toward disliking or even hating their jobs, they become more disengaged and demotivated,” Rosencrans warned. “No one feels motivated to perform at a high level when there’s a job, company, or manager they’re not excited about—or especially one they strongly dislike.”
Toxic relationship habits are shaking up the workforce
The “date them till you hate them” trend isn’t the only toxic relationship tactic to trickle its way into the workplace. Another popular disengagement response to the job market is ghosting.
Similar to a bad date, they’re not showing up for job interviews without as much as a phone call.
Employment website Indeed surveyed 1,500 businesses and 1,500 U.K. workers and found that job ghosting is rife, with 75% of workers saying they’ve ignored a prospective employer in the past year.
Others are “career catfishing”, going as far as to accept a job offer and then not show up, with 21% doing so on a dare. Others admit they “just weren’t feeling it.”
But the act isn’t completely one-sided, as job prospects have been known to be ghosted after multiple rounds of interviews. In fact, ghosting has gotten so bad for job seekers that countries like Canada have stepped in for legal intervention.
And young workers are so exhausted of keeping up, that they’ve also been “quiet quitting” or doing “bare minimum Mondays”.
Employees are disengaged more now than ever—here’s how employers could cope
Disengagement is being led by stagnant wages, rising living costs and a lack of hiring, with workers feeling like they’re better off being unhappily locked into one gig until they’re let go.
And the cost to the economy is staggering, to the tune of $8.8 to $8.9 trillion annually, or about 9% of global GDP. In 2024 alone, Gallup estimates that lost productivity from disengaged workers reached $438 billion.
One of the best ways employers could turn it around is by proactively asking young staff members what they can do to help.
“If a manager or HR team senses this is occurring, it’s important for them to step in and try to find the root of the issue,” Rosencrans said. “Setting up a one-to-one meeting to get a pulse check on the employee is an important first step.”
“They should ask that person directly how they’re feeling, what they’d like to work on that’s different, their ideas for making the team culture more exciting or rewarding, and their ideas for what they can do to create a better support system,” she added. “From there, the manager has actionable insights and must act more than just listen.”
Even when budgets are tight and hiring isn’t a focus, Rosencrans stressed that companies should still be putting an emphasis on workplace experience. “Not only does this lead to better engagement, but it also creates happier and more loyal employees for the long-term.”