Ever wonder why Gen Z rushing out of the office afterwork hours? They just can’t put up with it anymore. Some might consider them lazy and too righteous over the smallest thing like getting out of the office punctually. But it is actually a healthy culture because working overtime used to be considered loyalty. Now? It could be a red flag. Productive, but always tired, is this normal? Is it worth it? For years, long working hours and working overtime, showing constant availability for the company to be exact were so normalized as a sign of dedication. This old-fashioned culture can cause stress and lack of rest for the employees. Then how do employees show their dedication in a healthy way these days? According to a Gallup survey, employees who feel engaged and connected to their company are proven to be more productive and loyal. To put it simply and nicely… to be seen is when you feel heard and appreciated and that leads you to have high hopes for your company and less likely to give up. And that is why many companies started workplace wellness program for their employees. A study from the Harvard Business Review even states that companies that invest in mental health programs can increase employee productivity by up to 21%. Should company start to invest in workplace wellness program then? Although, Gen Z often quiet get misunderstood, they believe productivity should be measured by impact, not exhaustion. They prioritized workplace wellness and sustainable productivity. That way companies can be a the right place to showcase healthy employees who are more engaged, creative, and loyal in the long term. Productivity does not mean sacrificing time, energy, even mental health. Gen Z as the generation who often get misunderstood and considered doing all that to avoid hard work is actually demanding healthier, more sustainable ways to work.
How “Ghost Salaries” Gradually Become a Workplace Culture
Something that is off in workplace culture sometimes comes from ignorance. The same thing as accepting ghost salaries. They grow quietly, tolerated once, ignored twice, and eventually underperforming is now normalized. What is ghost salaries? According to Liputan6, ghost salaries is when a person who receives a salary but does not do some or all of the work. Means, an employee who is intentionally underperforming or should we say low on performance and being “understood”. And why is that? There are common reasons for it, an employee who is underperforming might be experiencing personal reasons, or too many workload, and other employees who are aware of it might actually avoiding conflict. According to CNBC Indonesia survey, based on Google survey, of the 100% of civil servants (PNS/ASN) working from home during the pandemic, 30% felt their workload was heavier, and 40% felt their workload was the same as working from the office (Work From Office/WFO). The remaining 30% did not answer any questions. This shows even public servant are receiving ghost salaries. What is tolerated once, will be tested again. After all the tolerance, avoidance came from the company/organizations. No feedback being provided, Key Performance Indicator (KPI) is not enforced, and the evaluations from the company are merely a formality. Underperformance becomes “normal” and it’s slowly effecting workplace culture. Workplace culture is built on what leaders choose to address. So if the company/organizations is ignoring their underperformance employee which leads to them accepting ghost salaries, then they aren’t capable of creating workplace culture at all. What something’s off that being normalized in your workplace?
Should Fresh Graduates Apply for Civil Service Jobs (CPNS) Right After Graduation?
The lack of career stability and security for fresh graduates with zero experience is one of the most common issues out there in the world of work. This is why many fresh graduates aiming to immediately registering for CPNS for the sake of their career stability. Not only that, fresh graduate can get stable income and benefits in the long term. According to IDN Times, in the decision to choose civil servant as a dream job, the main reasons for Gen Z and millennials are promising salary and benefits (51 percent) and a secure old age (27.5 percent). High on income, benefits, AND social status and family expectations. It’s not an unpopular decision to start applying for CPNS because the perks is just that promising especially for those who just graduated. A long-term and clear career path ahead. But… what are the potential risk for those who want to explore more? Can they quit right away after they got accepted? Now that’s the problem. If you’re too early on applying you might have a minimal exposure to the world of work because choosing CPNS after your graduation means you have to commit to this position in a long time. Also your skills haven’t been optimally developed yet. So when is the right time? Truthfully, there’s no absolute answer. It depends heavily on each individual’s career readiness and life goals. If you want to explore more then decide what’s best for you at the moment. You can start working for private sector and gain more perspective, skills, and experience. That way you can decide when it’s the right time for you to apply and transfer those abilities. CPNS is not about being fast or slow, but about being prepared and being aware of choosing.
Specialist vs Generalist:
What’s Best For Your Career Path? In this jobmarket it’s important to not rely on only one field. But that does not mean like it’s bad thing. The world of work it’s too complex and not as simple as focusing on one field until they become experts. But on the other hand, there are also those who shine because they can master many things at once. Such an advantage, but there are also companies who exploits their employees doing 2-3 or more jobdesk. Crazy, right? It is indeed a flexibility and an advantage, especially for employees who are able to learn quickly and adapt across roles. However, in the practice, this advantage can be taken for granted and is often taken way too far. A fine line between skill development and exploitation. Many companies expecting one employee to handle two or even three roles without a proper support, compensation, or clarity. They had to experience a severely underpaid wage. Over time, this imbalance doesn’t just affect performance, but also job security. And will affect work industry. It’s not a surprise that according to NU Online, The Ministry of Manpower recorded 79,302 workers being laid off from January to November 2025. Truthfully, there is no right or wrong in choosing generalist and specialist roles. What matters is what best for you in the way you learn, work, and develop. A career isn’t a race to the limit, but about finding a path that allows you to survive and grow. If you’re struggling to decide on a career path, it’s probably not your fault, you’re just searching for the right fit and opportunities from the current jobmarket condition.
Why Are Skills from Established Companies More Transferable?
According to Indeed, transferable skills are skills that can be applied across industries and various career paths, making it easier for someone to adapt to the world of work. What does that have to do with an established company? Established company has SOP, KPI, Governance, and regular reviews so that employees has more neat and measurable transferable skills. In conclusion, the bigger the company = the comfortable you are in transferring your skills. Professionals in established companies also has the environment to become familiar with compliance, quality control, and standard procedures, ensuring a clear basis for every decision and work output. That leads the company performance becomes more sustainable—ultimately resulting in a healthier and more sustainable business environment. Stating the facts… Working in established companies also allows you to have greater financial security for both the company and its professionals. The Bank of America Institute reported in its latest findings that by 2025, nearly 24% of all US households surveyed will be living paycheck to paycheck. Imagine being a fresh graduate and want to earn more… established companies in Indonesia from technology such as Astra, BUMN such as Telkom, to bank sector such as BCA can offer you more. Sure, the recruitment process is long but it will be worth it in the practice because not only it improves the quality of work but also makes it easier for fresh graduates to adapt to various companies in the long run, industries that demand high standards, and lastly high paying job. Skills that you developed in an established company are not confined to one place, but can be taken wherever your career want to go.
Is Age 30+ Workers Considered “Too Old” in Indonesian Job Vacancies?
In Indonesia, many job seekers begin to face career barriers not because of a lack of skills, but because of their age. It is still common to find job vacancies that set a maximum age limit of 25–30 years. It’s called ageism. What is ageism? Ageism in Indonesia professional world, wrapped up in the words “more adaptive” or “energetic”. According to amp.dw.com, Telisa Felianty, an economist from the Faculty of Economics and Business (FEB) at the University of Indonesia, age discrimination is largely based on assumptions. Many companies still equate age with productivity and cost efficiency. Consequently, there’s a stigma that older workers are a burden to the company. Sometimes it’s the ‘young workers as a fast learner than older workers’ discussions when in fact adaptability is determined by mindset and not age. Or the ‘fresh graduate lack of experience’ and ‘mid-career too much experience’ discussions that both can be subject to ageism. This is a serious issue because ageism causes ‘experienced talent’ to be eliminated more quickly. regardless of their actual performance or expertise. Why? When senior employees are pushed out or overlooked, companies will face a high turnover rates as roles are repeatedly filled with less experienced workers (young workers). This will create a knowledge gap and younger generation in overtime will experience burnout. Their responsibilities will shift, pressure, workload, and expectations will increase. That is why Age 30+ Workers should not be considered “too old”. They are in a perfect age for a strong problem-solving skills, industry experience, and better decision-making abilities.
