In addition to the job-hopping you’d expect during boom times, the pandemic has created many more remote jobs, and expanded the number of companies willing to hire outside of big, coastal cities. That has given workers in remote-friendly industries, such as tech and finance, more leverage to ask for what they want.
“Employees have a totally unprecedented ability to negotiate in the next 18 to 48 months,” said Johnathan Nightingale, an author and a co-founder of Raw Signal Group, a management training firm. “If I, as an individual, am dissatisfied with the current state of my employment, I have so many more options than I used to have.”
Individual YOLO decisions can be chalked up to many factors: cabin fever, low interest rates, the emergence of new get-rich-quick schemes like NFTs and meme stocks. But many seem related to a deeper, generational disillusionment, and a feeling that the economy is changing in ways that reward the crazy and punish the cautious.
Several people in their late 20s and early 30s — mostly those who went to good schools, work in high-prestige industries and would never be classified as “essential workers” — told me that the pandemic had destroyed their faith in the traditional white-collar career path. They had watched their independent-minded peers getting rich by joining start-ups or gambling on cryptocurrencies. Meanwhile, their bosses were drowning them in mundane work, or trying to automate their jobs, and were generally failing to support them during one of the hardest years of their lives.
“The past year has been telling for how companies really value their work forces,” said Latesha Byrd, a career coach in Charlotte, N.C. “It has become challenging to continue to work for companies who operate business as usual, without taking into account how our lives have changed overnight.”
Ms. Byrd, who primarily coaches women of color in fields like tech, finance and media, said that in addition to suffering from pandemic-related burnout, many minority employees felt disillusioned with their employers’ shallow commitments to racial justice.
“Diversity, equity and inclusion are extremely important now,” she said. “Employees want to know, ‘Is this company going to support me?’”