From TikTok to the Workplace: Trends That Impact Employee Engagement in 2023  

From TikTok to the Workplace: Trends That Impact Employee Engagement in 2023  

Employee engagement is crucial for organizational success, impacting motivation, job satisfaction, and well-being. However, engaging employees can be challenging, particularly with the evolving expectations and preferences of younger generations. 

This article delves into the connection between TikTok and the workplace by exploring trends affecting employee engagement in 2023. By understanding how viral videos and cultural phenomena on TikTok influence employee behavior, and expectations, we can uncover valuable insights and implications for enhancing employee engagement. 

The Rise of TikTok as a Platform for Workplace Trends 

TikTok’s popularity has surged, especially among millennial and Gen Z employees. In fact, Pew Research Center reports that 26 percent of TikTok users under 30 years old regularly consume news on the platform.¹ It’s unsurprising that workplace-related videos have become highly popular. 

While the platform is widely known for its entertaining content, it also became a valuable space for employees to vent, share tips, and navigate the complexities of the workplace. This shift is driven by the empowerment of younger generations who are more inclined to push back against toxic work environments and prioritize work-life balance and autonomy over traditional career ambitions. 

Understanding the Employee Engagement Trends Influenced by TikTok 

As employers and managers, it is crucial to understand and leverage the power of TikTok in shaping employee engagement. Explore the impact of these trends on employee well-being and engagement, promoting work-life balance and fair treatment. 

1. Quiet Quitting or Lazy Girl Job 

“Quiet Quitting,” also known as coasting culture, has gained traction on TikTok. And now, a new trend is emerging called “Lazy Girl Job” or jobs that require minimal effort to accomplish while it provides lots of rewards or adequate salary.²

Bottomline, these kinds of trend describe employees scaling back and doing the bare minimum required. This trend has emerged in response to employers squeezing labor efforts without fair compensation. 

It highlights the increasing desire among employees for a healthier work-life balance and a rejection of overworking. It serves as a powerful statement that employees deserve fair compensation and the freedom to prioritize their personal lives without sacrificing their professional success. 

2. Act Your Wage 

It means fulfilling one’s job responsibilities as outlined and ensuring fair compensation for your efforts. It serves as a reminder that one’s well-being should not be sacrificed for work, and time outside the office holds equal value. 

For example, employees may use their vacation days without guilt, refuse to work excessive overtime or delegate tasks that exceed their responsibilities. It’s about finding that sweet spot where they can be productive and engaged at work while nurturing their well-being. 

3. Quiet Firing 

It’s a sneaky way for employers to essentially push employees out without going through formal termination processes or conducting layoffs. Instead, they resort to subtle tactics that make work increasingly unpleasant for targeted individuals. 

For example, employees subjected to quiet firing may find themselves excluded from important meetings or overlooked for promotions they deserve. It creates an atmosphere of discontent and erodes trust between employees and management. As a result, morale drops and hinders collaboration and productivity. 

4. Rage Applying 

It involves impulsively submitting job applications out of sheer frustration. When employees feel overlooked for promotions, underpaid, or underappreciated, rage applying becomes an outlet for their discontent. 

If employees consistently feel undervalued or believe their skills aren’t recognized, they may resort to rage applying to seek validation and better opportunities elsewhere. This reflects the growing importance of employee satisfaction and the desire for an environment that appreciates and rewards their contributions. 

Implications for Organizations and What You Can Do 

The trends observed on TikTok provide valuable insights for employers and managers seeking to enhance employee engagement in 2023. Here are some key implications to consider: 

1. Recognizing the changing expectations of younger workers. 

Gallup found that younger generations place a high value on work-life balance, flexibility, and autonomy than older generations.³ They seek workplaces that provide fair compensation and support their well-being and personal growth. 

Recognizing and addressing these changing expectations helps increase employee engagement and overall organizational success. 

2. Prioritizing work-life balance and flexibility. 

Employers can support this by promoting work-life balance initiatives such as flexible work arrangements. Offering options for remote working or flexible hours allow employees to manage their personal obligations while meeting their professional responsibilities. 

Providing ample time off, including vacation days and mental health breaks, demonstrates a commitment to supporting employees’ well-being. Time away from work allows individuals to recharge and maintain a healthy work-life balance and improve employee performance. 

3. Fostering a positive work culture. 

This can be achieved by promoting a people-first culture by maintaining open communication channels. This can encourage employees to feel more comfortable expressing their ideas, concerns, and feedback. 

Encouraging regular team meetings, one-on-one check-ins, and feedback sessions can also help foster a sense of belonging and ensure their voices are heard. Organizations can also implement recognition programs that highlight individual and team accomplishments. 

Fostering teamwork and collaboration creates camaraderie, strengthening employee relationships and increasing their sense of belonging. When employees feel connected to their colleagues and have a supportive network, they’re more likely to be engaged and motivated to contribute their best to the organization. 

4. Provide growth opportunities. 

Offer opportunities for personal growth and development, such as training programs or mentorship opportunities that align with individual career aspirations. It shows employees that their professional aspirations are valued, increasing engagement and job satisfaction. 

Prioritizing initiatives like these lets employers create an environment that respects and supports employees’ personal lives, fostering a happier and more productive workforce. 

5. Support mental health and well-being initiatives. 

This can include providing access to counseling services, mental health workshops, and employee assistance programs that offer confidential support and guidance. Offering mental health days is another effective way to prioritize employee well-being. 

Allowing employees to take time off specifically to focus on their mental health acknowledges the importance of mental well-being and creates a culture that encourages self-care.  

Employers can organize educational sessions on mental health awareness, promote mindfulness practices, and encourage open dialogue about mental health challenges. This can help reduce stigma, promote self-care, and provide a supportive framework for engaged employees to thrive. 


At Focus People, we understand the importance of employee engagement and the evolving dynamics of the modern workplace. Our decades of experience can help you find the right candidates who align with your organization’s values and contribute to a thriving work culture. 

Contact us today to explore how we can support your employee engagement goals and drive sustainable success in your organization. 


1. Matsa, Katerina Eva. “More Americans are getting news on TikTok, bucking the trend on other social media sites.” Pew Research Center, 21 Oct. 2022, 

2. Gooch, Kelly. “Inside the latest workforce trend: Lazy girl job.” Becker’s Hospital Review, 18 Jul. 2023,  

3. O’Boyle, Ed. “4 Things Gen Z and Millennials Expect From Their Workplace.” Gallup, 30 Mar. 2021, 

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