Are we raising a workforce of entitlement

Lazy girl jobs, loud quitting and ‘I deserve more’: Are we raising a workforce of entitlement?

Somewhere between quiet quitting and TikTok therapy, we forgot that work is… well, work.

Welcome to the era of the “lazy girl job”—where doing the bare minimum is marketed as self-care, quitting loudly is seen as a flex, and “I deserve more” is a rallying cry (even when there’s zero evidence of performance, reliability, or actual contribution).

Let’s be clear: I’m all for boundaries, mental health, and not glorifying burnout. But what we’re seeing right now in the workforce—particularly among some Gen Z employees—isn’t about balance. It’s about avoidance.

And businesses are feeling it.

So, what the hell is going on?

You don’t need to spend more than 15 minutes on TikTok to see the trend:

• “I’m not going above and beyond unless I get paid extra.”
• “I found a lazy girl job where I just scroll and chill all day.”
• “If my boss messages me after 5pm, I’ll block them.”

This isn’t a fringe movement. It’s mainstream—and it’s warping the way young workers see their responsibilities. At its core is a growing sense of entitlement without the accountability to match.

It’s also creating a massive disconnect between employers and emerging talent.

Accountability is out. Feelings are in.

What we’re seeing is a culture shift where personal comfort is prioritised over performance. Where subjective wellbeing trumps objective outcomes. Where “I’m not feeling it today” is somehow seen as a valid reason to ghost a team meeting or delay a deliverable.

Don’t get me wrong—psychological safety matters. Mental health matters. But so does doing your bloody job.

And when we stop holding people to clear expectations—when feedback becomes “too confronting” and basic performance management is framed as “toxicity”—we lose the ability to build high-functioning, accountable teams.

Loud quitting is just bad manners

Another trend doing the rounds is “loud quitting”—where disengaged employees not only check out but make sure everyone knows about it. Public rants, performative resignation speeches, scorched-earth Slack messages. You name it.

Here’s a reality check: if you hate your job, leave professionally. Don’t torch the place on your way out.

Why? Because reputations do follow you. And if you think no one notices this behaviour in a job market that’s still tight? Think again.

Are leaders to blame?

To some degree, yes.

We’ve failed to teach resilience. We’ve watered down expectations. We’ve over-indexed on “niceness” and under-delivered on standards. And now we’re stuck with managers too scared to have honest conversations, and employees who think any form of feedback is a personal attack.

Leadership isn’t about coddling people. It’s about creating clarity, consistency, and consequences. It’s about helping people grow—not lowering the bar to accommodate discomfort.

What smart leaders should do right now

If you’re seeing these trends pop up in your workplace, here’s what to do:

1. Set clear expectations early

From day one, set the tone. Define what high performance looks like. Be crystal clear about your values, your culture, and what behaviours won’t fly.

2. Hold people accountable (with empathy, not fear)

Don’t walk on eggshells. If someone isn’t delivering, tell them. Coach them. Document it. Then take action if nothing changes. Accountability is not a dirty word.

3. Start building resilience—not dependence

We need to teach people how to manage discomfort, not avoid it. This is where real coaching comes in. Use tools like DiSC to tailor your leadership approach, but don’t tiptoe around tough conversations.

4. Stop glamorising mediocrity

Hard work isn’t toxic. Hustle isn’t evil. Some days, work is just… boring. That’s life. Let’s stop pretending every task needs to be meaningful, fulfilling, and perfectly aligned to your personal brand.

The wrap up

We’re not raising a generation of bad people—we’re raising a generation that’s been fed a seriously distorted view of what work is supposed to be.

And as employers, we need to stop enabling it.

That means no more fluff. No more vague values or empty slogans. And definitely no more “open door” policies with no backbone.

It’s time for a cultural reset. One that blends compassion with standards. Flexibility with accountability. And purpose with performance.

Because when people know what’s expected—and feel supported to rise to it—that’s when great teams thrive.

👉 Want help resetting your leadership team or dealing with entitlement in your workplace?

Book in a call with the HR Gurus team and let’s get to work.