{"id":246647,"date":"2025-09-22T15:52:10","date_gmt":"2025-09-22T15:52:10","guid":{"rendered":"https:\/\/www.europesays.com\/us\/246647\/"},"modified":"2025-09-22T15:52:10","modified_gmt":"2025-09-22T15:52:10","slug":"what-is-the-date-them-till-you-hate-them-trend-thats-coming-to-a-workplace-near-you","status":"publish","type":"post","link":"https:\/\/www.europesays.com\/us\/246647\/","title":{"rendered":"What is the \u2018date them till you hate them\u2019 trend that’s coming to a workplace near you"},"content":{"rendered":"

Watch out, employers: Rather than risking unemployment, workers are emotionally checking out to cope with sticking it out\u2014and TikTok\u2019s coined the concept \u201cdate them till you hate them<\/a>.\u201d\u00a0<\/p>\n

Driven by a stagnating labor market and growing fears around job security, workers are now clinging to roles they\u2019ve outgrown. And just like how people stay in unfulfilling romantic relationships (allowing resentment to build so that when the inevitable breakup happens, they\u2019re already over it and ready to move on), this trend is seeing workers doing the same in the jobs they\u2019re currently stuck in.<\/p>\n

\u201cIn general, we\u2019re seeing this trend more with Gen Z than other generations\u2014the same as for job hugging<\/a>,\u201d Annie Rosencrans, director of people and culture at HiBob, an HR platform focused on modern work told Fortune. \u201cThere\u2019s a reluctance to leave jobs right now because of the state of the market; so even in the unhappiest of workplace circumstances, Gen Z is feeling the need to stay put.\u201d<\/p>\n

And it\u2019s leading to a sort of cabin fever at the workplace. \u201cAs workers move down the scale toward disliking or even hating their jobs, they become more disengaged and demotivated,\u201d Rosencrans warned. \u201cNo one feels motivated to perform at a high level when there\u2019s a job, company, or manager they\u2019re not excited about\u2014or especially one they strongly dislike.\u201d<\/p>\n

Toxic relationship habits are shaking up the workforce<\/p>\n

The \u201cdate them till you hate them\u201d trend isn\u2019t the only toxic relationship tactic to trickle its way into the workplace. Another popular disengagement response to the job market is ghosting<\/a>.<\/p>\n

Similar to a bad date, they\u2019re not showing up for job interviews without as much as a phone call.\u00a0<\/p>\n

Employment website Indeed surveyed <\/a>1,500 businesses and 1,500 U.K. workers and found that job ghosting is rife, with 75% of workers saying they\u2019ve ignored a prospective employer in the past year.\u00a0<\/p>\n

Others are \u201ccareer catfishing\u201d<\/a>, going as far as to accept a job offer and then not show up, with 21% doing so on a dare. Others admit they \u201cjust weren\u2019t feeling it.\u201d<\/p>\n

But the act isn\u2019t completely one-sided, as job prospects have been known to be ghosted after multiple rounds of interviews. In fact, ghosting has gotten so bad for job seekers that countries like Canada have stepped in<\/a> for legal intervention.\u00a0<\/p>\n

And young workers are so exhausted of keeping up, that they\u2019ve also been \u201cquiet quitting<\/a>\u201d or doing \u201cbare minimum Mondays<\/a>\u201d.<\/p>\n

Employees are disengaged more now than ever\u2014here\u2019s how employers could cope\u00a0<\/p>\n

Disengagement is being led by stagnant wages, rising living costs <\/a>and a lack of hiring<\/a>, with workers feeling like they\u2019re better off being unhappily locked into one gig until they\u2019re let go.\u00a0<\/p>\n

And the cost to the economy is staggering, to the tune of $8.8 to $8.9 trillion annually, or about 9% of global GDP. In 2024 alone, Gallup <\/a>estimates that lost productivity from disengaged workers reached $438 billion.\u00a0<\/p>\n

One of the best ways employers could turn it around is by proactively asking young staff members what they can do to help.<\/p>\n

\u201cIf a manager or HR team senses this is occurring, it\u2019s important for them to step in and try to find the root of the issue,\u201d Rosencrans said. \u201cSetting up a one-to-one meeting to get a pulse check on the employee is an important first step.\u201d\u00a0<\/p>\n

\u201cThey should ask that person directly how they\u2019re feeling, what they\u2019d like to work on that\u2019s different, their ideas for making the team culture more exciting or rewarding, and their ideas for what they can do to create a better support system,\u201d she added. \u201cFrom there, the manager has actionable insights and must act more than just listen.\u201d\u00a0<\/p>\n

Even when budgets are tight and hiring isn\u2019t a focus, Rosencrans stressed that companies should still be putting an emphasis on workplace experience. \u201cNot only does this lead to better engagement, but it also creates happier and more loyal employees for the long-term.\u201d\n<\/p>\n

Fortune Global Forum<\/strong> returns Oct. 26\u201327, 2025 in Riyadh. CEOs and global leaders will gather for a dynamic, invitation-only event shaping the future of business. Apply for an invitation.<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"Watch out, employers: Rather than risking unemployment, workers are emotionally checking out to cope with sticking it out\u2014and…\n","protected":false},"author":3,"featured_media":246648,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14],"tags":[31364,64,46419,3991,605,23990,420,6459,119096,62524,14230,67,132,68,7987,10174],"class_list":{"0":"post-246647","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-jobs","8":"tag-bosses","9":"tag-business","10":"tag-entry-level","11":"tag-gen-z","12":"tag-job-hunting","13":"tag-job-seekers","14":"tag-jobs","15":"tag-money","16":"tag-quitting","17":"tag-the-future-of-work","18":"tag-u-s-economy","19":"tag-united-states","20":"tag-unitedstates","21":"tag-us","22":"tag-workforce","23":"tag-workforce-development"},"share_on_mastodon":{"url":"https:\/\/pubeurope.com\/@us\/115248755050923599","error":""},"_links":{"self":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts\/246647","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/comments?post=246647"}],"version-history":[{"count":0,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts\/246647\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/media\/246648"}],"wp:attachment":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/media?parent=246647"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/categories?post=246647"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/tags?post=246647"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}