5 workplace trends in 2024: Anti-work movement, pay cuts for remote work, manager squeeze and more

Closer home in India, Infosys co-founder Narayan Murthy called for a 70 hour work week, which led to major backlash online from both workers and startup founders. (Photo via Unsplash)

The year 2023 saw the GenZ refuse to apply for a job unless its pay is in the description — a behaviour that made op-eds on the internet raise the pertinent question — ‘Is the new generation GenZ or GenZzzz?’. We saw employees ‘quiet quit’, managers ‘quiet fire’, and ’quiet hire’, which resulted in ex-employees ‘rage applying’ and giving their best (or at least pretend to give their best) on ‘bare minimum Mondays’.

In a year full of buzzwords and new workplace trends inspired by TikTok, what remained constant was the need for a stress-free work environment for employees while employers stressed more on productivity. Closer home in India, Infosys co-founder Narayan Murthy called for a 70 hour work week, a watershed moment this year, which led to major backlash online from both workers and startup founders.

What does 2024 have in store for us? For starters, workers are going to be more vocal about their needs and expectations from the workplace judging by social media conversations. They might as well prioritise taking up a job which offers remote work, even if it comes with a pay cut.

As discussion on period leaves and mental health offs heats up, worker stress and well-being is likely to be another key focus next year. Here are likely workplace trends one might see in 2024.

1. Rise in anti-work sentiment

“When you mistreat your employees (assets), they will revolt and call you out. And when they call you out socially, there is a rally backing this voice”, says Ranaq Sen, Head of People, WorkIndia. Sen believes 2024 is likely to witness many such callouts by aggrieved employees on social media “unless companies fundamentally change how managers are behaving with their teams”.

By definition, the anti-work movement rejects unnecessary labour and believes the work we do today has reached a point of toxicity and unsustainability. The followers of this movement prioritize personal well-being and autonomy, collectively bargaining for better wages, work-life balance and better working conditions.

A subreddit (an anonymous community) on the social networking platform Reddit dedicated to the cause has over 2.8 million members as of 2023, all of whom anonymously share screenshots of their workplace conversations and their experiences of being mistreated by their managers.

Ankit Dangi, head HR at amusement center SMAAASH, feels it is imperative to not generalize the perspective of a single employee as a comment on an entire organization or its leadership. “Public perceptions often lack the nuanced understanding of internal dynamics. Employees may share grievances when faced with evaluations or performance feedback or personal conflict, occasionally fueled by unmet expectations”, Dangi says.

Dr Somdutta Singh, advisor to Government of India and member of Women Entrepreneurship Platform, NITI Aayog feels the anti-work movement “presents a golden opportunity for employers to focus on workplace well-being”. It’s a straightforward equation: by prioritizing employee well-being, you elevate their satisfaction at the workplace which will yield better results for your organisation, Singh adds.

2. Pay cuts in exchange For WFH

Post-COVID work from home was a positive experience for most. Therefore, it isn’t surprising that a significant part of the workforce is still very keen on remote work, and some employees would even take a pay cut if it allows them to work from the comfort of their homes. “The economics of living in top cities just doesn't make sense”, says Karthik Sridharan, co-founder and CEO at Flexiple, a tech talent network which allows companies to connect with top-tier freelancers.

“In our interactions with developers, we encounter resistance from many who cite a similar reason (increased cost of living) to refrain from moving into larger cities”, says Sridharan. “I personally know people who chose quality of life over a fatter paycheck. Given a tough funding climate, availability of remote positions is low. Even then, the number of people who took up remote work last year has increased which shows where worker preferences lie”.

Satya Sinha, CEO at Mancer Consulting says “Not only the rent but employees also save on the hassle of travelling to and from the workplace. A chunk of money is saved on food, electricity and other utilities, including the overall cost of relocation which more than compensates for the pay cut”.

Meanwhile, Swati Purohit, Associate Director — Human Resources at digital solutions startup Recykal, feels remote work has helped switch up the dynamics in modern families where “men are stepping up and taking caregiver responsibilities and even choosing to relocate for their partners’ careers” as more women are being allowed to take on corporate roles, thereby fostering an equal division of workload among spouses.

3. Manager squeeze and burnout

According to a survey conducted by US-based workplace analytics firm Gallup, in 2023, more than non-managers, managers were likely to be disengaged, burn out and job hunting. According to the data, more than 55% managers felt disengaged at the workplace  due to tighter budgets, newer teams and pressure from leaders to align with the organization’s needs while keeping employees happy.

Needless to say, the trend might continue in 2024. If managers continue to be disengaged, its effects will trickle down to their immediate reportees. WorkIndia’s Raunaq Sen agrees with the findings. “2023 saw organizations become conscious of the costs which led to drastic downsizing. As a result, one person is doing the tasks of two-three people, which is causing burnout among managers and employees both”.

Managers play a crucial role in ensuring the mental well-being of their employees. But what happens when managers are burnt out? “A lack of responsiveness from managers adversely affects the well-being of junior-level employees. When leaders are hard to reach or slow to respond, employees feel less important and there is a trust deficit. Leaders must prioritise manager well-being as much as non-managers health”, says Ritu Mehrotra, founder and CEO at mental health platform ‘United We Care’ which provides licensed therapy to those in need.

4. Climate conscious workplace policy

With an increase in the number of extreme weather events — heatwaves, incessant rainfall, flu outbreaks — 2024 might just see workplaces adapt climate conscious policies to cut down on their carbon emissions, which in turn will attract VCs and climate conscious investors. In 2022 alone, India incurred a massive economic loss of $4.2 billion due to climate disasters, mostly brought on by floods.

Akihiro Ueda, CEO of Terra Motors says adoption of climate conscious policies will “help corporate entities mitigate risks to some extent and encourage others to become environmentally conscious”, however he feels one shouldn’t wait for a series of climate disasters to make their business sustainable and eco-friendly.

Sumit Kumar, Chief Business Officer, TeamLease Degree Apprenticeship says it is possible that extreme weather events might directly impact the employees. He advises employers to accommodate unpredictable weather conditions and empathise with employees who are struggling with it. “We have seen that happening during recent floods in Chennai and a year back in Bangalore. Unrealistic work expectations during such conditions will pave pay for attrition and dis attachment with work and organization”, he says.

5. Reevaluation of the work culture

“From Silicon Valley to tech hubs in Bangalore, from bustling European financial centres to remote workspaces, there's a growing chorus of professionals advocating for a reevaluation of work culture. This sentiment isn't just about a distaste for work; it's a deeper reflection of global dissatisfaction”, says Sridhar Laxman, Founder, Lucid Minds Coaching. Several experts predict that the global workforce will go through a shake-up in 2024 where employer-employee relationships will be reevaluated.

Laxman believes that the root of this shake-up lies in “a longing for respect, autonomy, and a sense of purpose”, adding that “employees seek environments where they are not just cogs in a machine but valued contributors to a meaningful mission.

Sunith Kumar (TeamLease) agrees with these observations. “Organisations realise that happy people are more productive and hence whatever that can be done by the employers to ensure their employees’ mental well-being, measures are being taken in terms of counseling and workshops. Healthy minds and happy souls make work productive and enjoyable”.