As job creation and hiring continue to slow down during the summer months—the economy added only 57,000 new jobs in June—a new workplace trend called “job scrolling” is emerging.
Here’s what to know.
What is job scrolling?
Careerminds, a global outplacement and executive coaching platform, looked at hundreds of comments on Reddit threads such as r/recruitinghell, r/cscareerquestions, and r/jobs, only to find younger employees are browsing LinkedIn and Indeed on company time—not to apply for new jobs, but to keep their options open in the face of recurring layoffs.
And its findings may surprise you: Gen Z identified “job scrolling” as comforting. Careerminds is calling it a type of “coping mechanism they rely on to ease anxiety about an uncertain job market.”
In short, the new trend is the latest version of doomscrolling. But instead of scrolling social media for the latest news, Gen Z is obsessively checking for job openings.
According to Careerminds, scrolling helps workers feel safe, reassuring them that options still exist, even if they aren’t taking action to do something about it.
The trend coincides with two main factors: a time of great uncertainty in the workplace, especially for entry-level workers and Gen Z, and the summer slowdown, when quieter offices lead to more downtime.
What managers should do about job scrolling
“Employees who engage in job scrolling aren’t necessarily planning to leave tomorrow,” says Amanda Augustine, a certified professional career coach at Careerminds. “In many cases, they’re simply trying to feel prepared in an uncertain environment. And because these activities don’t typically show up in performance metrics, the signs can be easy to overlook.”
Augustine says there are five common signs that managers should pay attention to:
Employees may refresh their LinkedIn profile, which suddenly creates new attention.
They seem less engaged in day-to-day work, and tend to participate less in meetings.
They start paying closer attention to company policies and benefits such as paid-time-off (PTO) balances, vesting schedules, severance policies, and healthcare benefits.
Their schedule begins to change: more personal appointments, recurring calendar blocks, and half-days.
They become less interested in long-term projects, a sign they are unclear how long they will remain on the job.
“Most employees don’t want to leave,” Augustine explains. “But when people can’t see a future for themselves within the organization, or they don’t feel secure in their role, they naturally begin exploring what other options might be available.”
Augustine says the best thing managers and employers can do is invest in their employees. For example, managers can talk with employees about future career opportunities, instead of waiting until they’re overdue for a promotion. And they can give people greater ownership over their work.