Dr. Bartłomiej Brach, an academic lecturer, author of management books, approaches these distance declarations. – When we theoretically ask if someone prefers a job in which there is less stress, but also lower salary, of course a lot of people will say so. Working without stress is now an idea strongly resonating in a culture, in which everything should be “slow”, “natural” and “hand-make”-he explains.
The expert gives an example of his own research on the sense of work, which show that there is a gulf between the declarations and what we do. Employees claimed that They would gladly exchange work for a less paid, but one that makes more sense. However, when they were erected before the real choice of one of two offers, they chose differently. – It was difficult for them to assess whether work would actually make sense – they did not believe in the company's promise. However, they were sure that they would receive a remuneration with a fixed amount. Avoiding risk, people choose what is more apparent and certain for them – money – he explains.
A real reason for changing work? Burnout and lack of agency
Bartłomiej Brach suggests that there is much more serious behind declarations of the need for less stress. – I do not see in this data a positive desire to change my life for the better – striving to maximize well -being. For me It is rather a burnout signal. This is a stage when we say “I can't like that”, the data seem to confirm it – according to various studies from 20 percent. up to 40 percent working Poles are burned professionally or has advanced symptoms of this syndrome – he explains.
Dr. Błażej Mroziński, a psychologist, co -founder of the Gyfted platform and assistant professor at the SWPS University, diagnoses the problem even deeper. According to him, the source of frustration are not the duties, but the managing method and the fundamental lack of sense of influence. Therefore, escaping from the corporation is not a search for “holy peace”. – Such Displaying the corporation and taking a matter in your own hands is basically an antithesis of holy peace. This is de facto recovery of control and taking everything in your own hands – emphasizes the psychologist.
What does downshifting look like in Polish? Direction: Office
Perhaps it is too early to talk about the wave of downshifting in Poland, but the first signals of the change are confirmed by Anna Karwowska, HR expert and founder of the Crispy HR brand, who works with people consciously deciding to change the professional path. Her observation shows that the election of Polish employees has their own specifics. – In Poland, the most common change is the transition to the public sector – offices or cultural institutions. Abroad, employees are more often aiming at gastronomy or customer service – explains Karwowska.
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In her opinion, the key to success in such a change is transparency and a proper presentation of your competences. – I advise you to say openly that this is a conscious decision, not “Plan B after burning”. In the CV, it is worth avoiding the display of hierarchy and titles, and instead use Functional CV, which will highlight specific competences useful in a new position – he explains. He adds that such a change can be a source of great satisfaction, but on one condition. – We must control the direction of change, not us.
Elite trend or new generation standard?
Dr. Bartłomiej Brach is cooling emotions, claiming that real downshifting is an elite phenomenon. -This is the Warsaw-Mokotian situation. The most common reasons for limiting work are more prosaic: care for a small child or an adult family member, health problems or transport difficulties – he indicates.
In turn, Mroziński sees a symptom of a deeper, generational change in this phenomenon. – A young man, twenty -year -old, talks about work completely differently than my generation, which went “to the kolkhoz”. He goes to work, “work” even, and this is a completely different mindset – he says.
The problem begins when this way of thinking collides with organizational reality, which is not ready for partnership. This is confirmed by Randstad: as much as 49 percent. Representatives of the generation from the higher salary to gain more flexibility at work.
What can companies do? The prescription is simpler than it seems
Companies must understand that The salary itself cannot be stopped today. According to the Randstad report, still for retention Regular increases related to inflation (74 percent) are the most influenced today, Which seems to confirm the doubts of Dr. Bartłomiej Brach. The following places are supported by superiors in career development (68 percent) and common values with the organization (67 percent).
The problem is that employers often do not understand these needs. Dr. Błażej Mroziński strongly criticizes the Polish approach to management. – There is a lot of talk about matching, but this is only a threadbare phrase, which there is nothing specific. Nobody listens to the needs of employees, no one measures the preferences of both sides and no one tries to adapt to these preferences in any way. Let's make a man to have a work environment in which he finds himself. Thanks to this, he will not have to hide anything, he will not be afraid that he has competences.
The key is not to eliminate stress – Because this, as noted by Dr. Mroziński, is an integral part of the responsibility that employees want so. It's about preventing his toxic, chronic form. And this, as experts argue, is achieved not during fruit Thursdays, but by a fundamental change: giving people a sense of agency, listening to their needs and building a work environment based on trust and matching.
