“Doomjobbing”, “silent disengagement” and “unbossing” are just some of the new buzzwords gaining popularity in the workplace this year. Although what these terms describe isn’t exactly new behavior, they highlight an ever-increasing problem surrounding employee burnout and disengagement at work.
Peter Duris, CEO and Co-founder of Kickresume has shared a roundup of 5 career trends that have gained traction in the first half of this year, as well as advice for both employers and employees on how to navigate these:
- Unbossing: (Referring to the trend of young employees avoiding management positions)
- “Gen Zers are increasingly choosing not to pursue promotions—particularly those leading to middle management positions. There’s a clear shift toward flatter, more collaborative team structures, and a growing interest in developing specialist skills. Many are prioritizing work-life balance over the traditional rewards of increased responsibility, which they often don’t see as worth the trade-off. Also, the trend of ‘Unbossing’ aligns with the rise of portfolio careers, where individuals juggle multiple jobs and income streams. In that context, committing to a management position within a single organization can feel like putting all your eggs in one basket.”
- Doomjobbing: (Which means quickly applying to lots of jobs without putting much thought into it)
“Applying to lots of jobs without much thought, ultimately leads to more disappointment than success. While it may be tempting to hit “Easy Apply” on everything that catches your eye on websites like LinkedIn, it’s not the best way to go about job hunting. It’s best to be intentional with your job search. Take your time applying to relevant roles and check multiple job boards. Don’t fall into the trap of clicking ‘apply’ to every job you come across where you vaguely meet the criteria—as this can become discouraging.” - Quiet Managers: (Referring to managers who avoid conflict and take a step back) “When a manager avoids potential tension and difficult conversations, it can lead to their team feeling unsupported. Managers that take a backseat when their team needs them to be assertive and set clear expectations become invisible leaders—which can be a culture crusher. When behavior that causes problems for the rest of the team goes unnoticed, it can lead to other team members withdrawing from their role, as they become increasingly demotivated. What’s needed at that moment is their manager to step in and resolve the issue, creating a healthier and more positive working environment.”
- Competence Hangovers: (Feeling burned out from taking on a silent workload)
“If you frequently go above and beyond at work, it could result in a “competence hangover”—the type of burnout you can get when you feel inherently responsible for keeping things afloat. Wanting to make sure everything gets done to a high standard is great, but it can also take a toll over time, leading to unnecessary stress. If this sounds like you, it’s worth stepping back and reducing your mental load. Being the person everyone relies on can be very draining and lead to burnout. Remember that it’s okay to say no when your workload gets too heavy.” - Silent Disengagement: (When employees gradually withdraw from their roles)
“Silent disengagement’ is a quiet but serious workplace challenge. Employees may appear fine on the surface, yet mentally pull back from collaboration, creativity, and growth. This often builds gradually, driven by unclear career paths, feeling undervalued, or burnout over time. Like a slow leak, it quietly drains team morale and workplace culture. Early recognition and proactive engagement are key. Both employees and managers can take steps to re-engage talent, helping teams stay motivated, productive, and competitive.”
These career terms highlight an ongoing issue with burnout and disengagement at all levels in the workplace, from the initial application to progressing up the career ladder. There can be many reasons for this, from feeling completely underchallenged at work, to feeling completely overworked. Particularly, as Gen Z begins to take over the workplace, they are changing the way we approach work, placing an emphasis on work-life balance and choosing to define themselves and seek happiness in all aspects of life, placing career milestones on the back burner.
Tips for employees:
- Set boundaries. Helping others out is great, but it can also increase your workload if you take on too much. Instead of taking on tasks without question, you could try saying that you may be able to help out after finishing a priority task. This then won’t commit you to taking on more work.
- Reflect on your motivation. Notice if you’re avoiding tasks, withdrawing from collaboration, or feeling less engaged than usual. Understanding why it’s happening is the first step to re-energizing yourself.
- Chat with HR. If you feel unsupported or face an issue your manager won’t address, it’s best to escalate it to HR, who may be able to step in and help.
Tips for managers:
- Encourage employees to use their vacation days. To help reduce stress and improve work-life balance, actively encourage your team to use all of their PTOallowance. This is especially vital for workers who consistently take on a lot.
- Give employees flexibility. More control over how their role evolves can make progression feel more appealing, particularly for those who want to build specialized skills rather than move into traditional management
- Hold regular check-ins. One-to-one meetings give employees a safe space to share concerns and discuss career aspirations, helping managers spot early signs of ‘silent disengagement’.
