Why are we trapped in jobs we hate?

Every week, PhilSTAR L!fe explores issues and topics from the perspectives of different age groups, encouraging healthy but meaningful conversations on why they matter. This is Generations by our Gen Z columnist Angel Martinez.

I have yet to speak to a member of my generation who is completely happy with their job. 

Some, I’ve observed, are still in the denial phase, with their go-to response being “I’m doing good, but…” Others are more straightforward, agonizing over their asshole bosses not even five minutes into our dinner. I never really know what to say after their trauma dumping. They never really know what to do, either. I imagine that most Zers—the demographic least likely to be satisfied with their current jobs, according to a Jobstreet survey—feel the same.

While there seems to be an obvious answer, leaving is not the realistic course of action it once was. Global recruiter Randstad’s analysis of over 100 million job postings worldwide finds that there is a steady decline in entry-level roles across sectors. 

Sure, there seems to be “increased access to opportunities online,” as career coach Pat Mallari tells PhilSTAR L!fe. “But businesses change requirements or roles so rapidly that it’s difficult to meet the level of complexity in terms of skills needed.” As hundreds of potential candidates find the same postings on the same portal, the barrier to entry becomes “so much lower than it was in the analog world decades ago.”

Those who manage to make the cut can be subjected to a dehumanizing interview process, regardless of their field. Requesting several rounds of unpaid labor is common practice, with companies in tech and knowledge-based sectors seeing it as a way to collect fresh ideas without the need for compensation.

“These days, it takes at least a week to go through all the calls alone, because you’re made to speak with so many people,” video editor Jea shares with L!fe. “Maybe it’s because you’re a single person expected to carry the load of an entire team, or because they want you to have at least two years of job experience as a fresh grad. It’s so difficult.” 

Sometimes, applicants jump through all those hoops just to be robbed of a fair chance. Irene (not her real name) is in her second year of searching for administrative and HR positions in government, applying to everything that doesn’t require prior training and routinely advancing to the interview stage. 

Although she can’t see herself stopping, she admits that the discouragement eats away at her persistence. “Unfortunately, they ghost you after taking the exam or send you a rejection email before meeting you. I have a feeling they still let people apply but that slot is already reserved for one of their employees. This kind of backer system is notorious,” she tells L!fe. 

As if humans can’t be ruthless enough on their own, AI screening software and tools now assist in culling candidates as well. In true dystopian fashion, applicants are now learning to optimize their cover letters for machine readability to stand out in the stack. 

To increase their chances of winning, it’s common for Gen Z to apply for positions that don’t fit their university programs and relevant skills or interests. Once they enter the company, the job mismatch-induced misery is compounded by certain factors. Much has been said about the conditions younger hires thrive in: a clear sense of purpose and an open-minded mentor, among others. But some organizations still refuse to evolve. 

While Cara (not her real name) enjoys her digital marketing day job, the “very traditional policies and beliefs management has and expects everyone to have make it all the more tiring to show up and be there,” she shares with L!fe. Working from home is culturally frowned upon, and tasks are structured in a rigid way. Jason (not his real name) deals with a boss who is set in her ways: “She can be very demanding and quick to anger, so there tend to be bouts of miscommunication. There’s no room for clarification or explanation with her.”

Rather than contend with repeated rejection, Gen Z oscillates between being burnt out and being even more burnt out. Tech marketer Sophie puts it best as she tells L!fe: “Sometimes, I find myself wondering if pursuing a career is just learning how much I can tolerate at work. I’m often asked to be patient with my role, but it’s as if patience without clarity around where I’m headed is just stagnation.”

I personally wish our collective concerns in the workforce weren’t always so misconstrued: that we weren’t always labeled as entitled or unemployable, or forced to pay our dues like our predecessors. Constant exhaustion and disillusionment adversely affect our ability to perform, both on a personal and professional level: “If employees are burnt out, they can’t meet the demands of the business, which could affect the business’ ability to earn money and their ability to pay those under them. It’s a vicious cycle,” Mallari says.

Companies, however, don’t have to experience economic losses to see their newer hires as actual people. Beyond the perfunctory mental health seminars and social media campaigns on employee welfare, Mallari recommends instituting cultural change. “To me, this means setting the right expectations at the get-go, having open communication with managers so employees don’t have to wait until the very last second to open up about their condition,” she suggests. “Having that support system during tough times can make all the difference between leaving and staying.”

As for Gen Zers who are stuck, I know the internet is rife with life hacks on how to keep hanging on. Remind yourself of why you wanted the job. Create small pockets of joy with your trauma-bonded co-workers. Jobcrafting is also an interesting new term entering the zeitgeist: changing the parameters of your position to make them attuned to your interests and skills. Think of an artistically inclined individual finding a crafty approach to brand marketing.

But while these are smart, it’s fine to admit that nothing changes unless the root of the problem is addressed. Back when I was trapped in a pointless, unfulfilling job at a tech startup, the days felt longer. I swear I could physically feel the fatigue accumulating in my body. The only thing that kept me moving forward was taking things a day at a time, relying on the abstract hope of a positively unpredictable future. If I managed to find my way in the company, it won’t be long before I miraculously dig my way out.

Generations by Angel Martinez appears weekly at PhilSTAR L!fe.