As a new year approaches, you might be curious to see whether your programming skills are still in demand or whether you should consider up-skilling for the best opportunities.
Hundreds of coding languages have emerged over the years; no matter what you’re hoping to create, there is no doubt a programming language out there for it.
So which are standing the test of time and which are worth boning up on? Here are seven that are set to emerge or remain in demand in 2024 and beyond.
Python
Hailed for its versatility and dev velocity, Python has steadily climbed the programming language charts over the past few years. It’s considered a useful language for working with AI, and Statista reports it was the third most used language of 2023, behind JavaScript and HTML/CSS.
The TIOBE Index, which factors search volume popularity into its rankings, currently lists Python in the number one spot.
Its power lies in its ability to automate tasks and improve workflows. Skilled software engineers with strong Python skills are in demand right now and will continue to be.
Python developers are natural problem-solvers, always looking for ways to optimise and improve processes.
If Python is your language of choice, Tech for Good is hiring a senior Python engineer to help develop a healthcare product that enables users to better manage their patient experience. It’s a UK-based remote role, though you will collaborate with a small, globally distributed team across the US, New Zealand and, eventually, Europe. Curious? See the requirements here.
Java
Since its creation in 1995, Java has been a solid and steady performer. A survey of 14 million developer jobs earlier this year put Java as the third most in-demand programming language.
Widely used in everything from web development to cloud computing, Internet of Things applications and large-scale enterprise tools, it’s commonly seen as a language that offers excellent job security.
PHP
Depending on who you ask, this 28-year-old programming language is either making a comeback – or never went away. Mainly used for web development, PHP skills continue to be sought after on the job market. Over 77% of websites still rely on it and one in every 10 dev jobs calls for it.
If you’re a PHP dev with a love of web culture, Belgian IT company Smals is looking for a PHP lead developer to help create websites for various Belgian federal and regional institutions. Working with a multidisciplinary team, you will work on project definition and design of open-source products and translate customer needs into cutting-edge digital solutions. Find out more about the role here.
C++
C++ continues to be one of the most popular programming languages out there, thanks to its versatility and high performance.
Widely used in the gaming industry, as well as for system-level programming, where interactions with hardware are crucial, there is a constant demand for C++ developers across a wide range of industries, translating into strong job security.
Kotlin
Popular for both Android and cross-platform app development, Kotlin is supported by Google, which announced it as an official language for Android development in 2017. Since then, it has steadily grown in popularity.
Fintech company SumUp is currently seeking a senior backend Kotlin engineer to work with the product development team in Paris on an in-app point-of-sale solution. Used by millions of businesses around the world, you’ll use Kotlin daily to support a large-scale fintech product. You can learn more about the role here.
C#
A key language in the Microsoft tech stack, C# is used for building web apps, Windows desktop apps and in-game development. Consistently in demand at small organisations and enterprise-level businesses, the C# syntax will look really familiar to you if you’ve spent time with a classic language like Java, so it can be a good one to upskill into.
JavaScript
Thanks to its adaptability, JavaScript will continue to be one of the most in-demand programming languages out there. Used primarily for front-end web development (over 98% of all websites use it in some way), every tech device you interact with, from your laptop to your phone to your smart TV, makes use of it to create dynamic, interactive content.
If you’re looking for a new opportunity, ConnectingTheDots is looking for a backend JavaScript developer. In this role, you would work with a team in Zwolle creating landing pages for global campaigns, festivals, and major product launches. As well as extensive JavaScript experience, a role like this also calls for experience with e-commerce tools like Salesforce Commerce Cloud and proficiency with UX/UI software. For more information, head here.
This article was originally published on .cult by Tharaka Romesh. .cult is a Berlin-based community platform for developers. We write about all things career-related, make original documentaries, and share heaps of other untold developer stories from around the world.
Next.js is a flexible React framework that plays an exciting role in today’s fast-paced web development world. Its importance in the evolving landscape of web development cannot be overstated. Thanks to its combination of server-side rendering, static site creation, and client-side rendering capabilities, more and more engineers choose it. By providing an organised and efficient development environment Next.js accelerates the process of creating high-performing applications.
In this article, we’ll explore the performance benefits and developer-friendly features that establish Next.js as one of the top choices among React frameworks.
1. Enhanced application performance with Server-side Rendering (SSR)##
Server-side rendering is a potent approach that can significantly enhance your web application’s performance. It reduces the first-page load time by rendering the initial HTML on the server. This leads to faster content access, increased engagement, and satisfaction. Server-side rendering improves app performance, especially on mobile devices. It’s a great way to provide a fast user experience.
React server components
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Next.js now fully supports React Server Components, empowering developers to seamlessly incorporate server-side code within their React components. With React Server Components, developers have the flexibility to write intricate server-side logic, including database queries, directly into their components. This logic is executed on the server side during rendering, significantly reducing the amount of data transferred from the server to the client. As a result, websites perform optimally and load faster.
2. Optimised image loading
Next.js also offers a convenient image optimisation feature that can greatly enhance your application’s performance. This feature is supported by the Next.js Image component, which is specifically designed to facilitate the loading of images on web pages while ensuring optimal performance. The image component comes equipped with a range of built-in performance optimisations, including:
Size optimisation
Automatically serve correctly sized images for each device, using modern image formats like WebP and AVIF.
Visual stability
Prevent layout shift automatically when images are loading.
Faster page loads
Images are only loaded when they enter the viewport using native browser lazy loading, with optional blur-up placeholders.
Asset flexibility
On-demand image resizing, even for images stored on remote servers.
3. Reduced initial load time with automatic code splitting
JavaScript code splitting refers to the process of decomposing a large bundle of code into smaller, more manageable chunks. These smaller pieces can be dynamically loaded, which helps to reduce the initial loading time and makes the application more responsive. The process of performing code splitting in Next.js is straightforward.
Enhance application initial load
Automatic Code Splitting will enhance the initial load time by loading only the code that is required for that specific page. This means that every file in your directory
/pages will be separated into its own JavaScript bundle during the build step.
Perform code splitting at the component level
Dynamic imports will help to perform split code at the component level. This allows you to load only the necessary code for the part of the site the user is using.
4. Application performance improvements with caching
Next.js provides several caching mechanisms to improve your application’s performance and reduce costs. Next.js confidently caches routes and data requests by default for superior performance and cost savings.
Data cache
Caching data is essential in web development for faster page loading times. Fortunately, Next.js offers built-in support for caching data, whether it’s for a specific request or an entire route segment. Next.js automatically caches and deduplicates
fetch() requests by default. Hence, if you make the same request twice, the second request will reuse the result from the first request.
Router cache
When a React Server Component loads, it keeps its data in memory within a cache known as the Router Cache. This cache is divided into individual route segments and is used to enhance the navigation experience by keeping track of previously visited routes and pre-fetching future routes.
Full route cache
Next.js implements Full Route Cache, a caching mechanism that stores HTML and React Server Component (RSC) payloads on the server to reduce server requests on navigation, thereby improving performance.
Apart from the caching mechanisms mentioned above, Next.js also utilises Request Memoization, a caching technique that works with React and fetch.
5. Reduce backend load with Incremental Static Generation (ISG)
Static Site Generation (SSG) is a common approach for creating static pages, although it has limits for incorporating dynamic information. The use of Incremental Static Generation (ISG) is an excellent answer to this problem. It enhances SSG by allowing dynamic content to be modified during the construction process without having to regenerate the entire site. ISG is a hybrid system that combines SSG and SSR features. When a page is requested for the first time, it is dynamically produced. In contrast to SSR, where the visitor must wait for data to be retrieved, a fallback page is served instantly with ISG.
Faster builds
ISG enables faster builds by updating only changed content since the last build. This is particularly useful for sites with dynamic content.
Reduced backend load
When using ISG, more content can be pre-rendered and cached at build time, reducing the need for server-side rendering and thus decreasing server load.
Next.js is a popular choice among developers who prioritize web application performance. Additionally, Next.js provides numerous benefits that make it a go-to option. Below are some of the features that improve developer experience.
Error handling
Next.js provides comprehensive error-handling mechanisms that allow you to handle development, server-side, and client-side errors:
Development errors
During development, runtime errors trigger an overlay visible only in development mode. Fixing the error dismisses the overlay.
Server-side errors
Next.js provides a default static 500 pages for handling server-side errors, with customisation options.
Client-side errors
Implement React Error Boundaries to gracefully handle JavaScript errors on the client side, preventing page crashes and enabling custom fallbacks and error logging.
Instant developer feedback with fast refresh
Next.js has a feature called Fast Refresh that allows you to get immediate feedback on changes made to your React components (functional) and Hooks. Fast Refresh updates the code only for the file that exports a React component. This means that whenever you make an edit in that file, such as changing styles, rendering logic, event handlers, or effects, Fast Refresh will update the code only for that file and automatically re-render your component. With Fast Refresh, you can quickly iterate and see the changes you make in real-time.
Built-in SEO support
Search engine optimisation (SEO) is crucial for enhancing the discoverability and relevance of web applications in search queries. Implementing SEO practices can lead to better ranking on search engines like Google or Bing, ultimately increasing your product’s visibility. Next.js offers a valuable advantage by providing built-in SEO support. If you prioritise optimising your application’s SEO-friendliness, this feature saves considerable time and effort.
Analytics and monitoring
Next.js includes a pre-built analytics feature called Next.js Speed Insights, which allows you to evaluate and measure the performance of your web pages through various metrics. You can start collecting your Real Experience Score without any configuration on Vercel deployments. Furthermore, Next.js supports OpenTelemetry instrumentation, which is an open-source observability framework that offers a set of APIs, SDKs, and tools for instrumenting, generating, collecting, and exporting telemetry data (such as metrics, logs, and traces).
Integrations with third-party platforms
Next.js is a versatile framework that can be seamlessly integrated with other products to enhance its functionality. Next.js integrates seamlessly with popular CMS services like Contentful, Builder.io, and Sanity, analytics services like LaunchDarkly, Statsig, and Vercel Web Analytics, as well as commerce platforms like Salesforce Commerce Cloud, Shopify, and BigCommerce. It also aligns with monitoring tools like DebugBear, enabling developers to build, manage, and monitor Next.js applications efficiently.
Final thoughts
Many engineers love using Next.js because it offers amazing performance benefits, such as server-side rendering and optimized images. It provides an excellent developer experience through features like Fast Refresh and reliable error handling. Moreover, its effortless integration with different tools and services streamlines development and analytics, making Next.js an ideal option for creating high-performing web applications.
This article was originally published on .cult by Luis Minvielle. .cult is a Berlin-based community platform for developers. We write about all things career-related, make original documentaries, and share heaps of other untold developer stories from around the world.
Developers who finally land a job doing what they love — coding — frequently face a brain-teaser: Coding for a living is fantastic, indeed, but is it as endearing when you’re stuck doing the same task over and over again? Because, we get it: writing CSS is allegedly fun, but try doing it on repeat.
Fortunately, web developers constantly drop tools and frameworks that make day-to-day tasks feel like less of a headache. One toolkit that has gained significant attention recently is Tailwind CSS.
Its approach to building user interfaces promotes a utility-first CSS framework that allows you to easily style your websites without the need to write custom CSS code. This open-source GitHub favourite provides a set of pre-built utility classes that you can apply directly in your HTML code to achieve different styles and layouts within any design. Sounds promising if you want to stop asking yourself if you loved to code in the first place.
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But, is it worth trying in 2024? Let’s dive into the details and explore its features, benefits, downsides, and how it’s still valid for developers today.
What is Tailwind CSS?
Tailwind CSS is a utility-first CSS framework that provides a comprehensive set of pre-built classes to speed up the development process. Unlike traditional CSS frameworks that come with pre-designed components and styles, Tailwind CSS focuses on supplying small, single-purpose utility classes that can be combined to create custom styles, providing more flexibility and control over the appearance of a website. Web designers online have called it a lean, utility-based CSS framework intended for speedy UI development.
The team behind Tailwind CSS is still adding features, and recently launched its Just-In-Time (JIT) compiler to get lightning-quick build times. This means the toolkit is a time saver on two fronts: it’ll save your time and the person-behind-the screen’s time (without testing their patience).
Developers can compose these classes to create components and layouts. For example, you can define text colour, background colour, padding, margin, and more by simply adding classes to your HTML elements. This modular approach makes it easy to tweak and scale your designs without writing custom and repetitive CSS (contrary to Bootstrap, which aims to provide a familiar and consistent look and feel across different projects).
Who’s using Tailwind CSS in 2023? What is it great for?
Even if certain YouTube channels have recently dunked on this framework for being too contrived, Tailwind CSS is anything but a fad. In 2023, these organisations use Tailwind CSS for their sites:
Der Spiegel
OpenAI and ChatGPT (hope they secured royalties here)
Shopify
Loom
The Verge
MrBeast’s Feastables microsite
Microsoft .NET’s marketing site (kind of amusing)
Moreover, according to industry insights, more than 400 companies, some of them even more tech-oriented than the list above, are using Tailwind CSS. The adoption by a number of different companies suggests two things: First, the framework can cater to diverse needs, from media sites to e-commerce platforms. Second, its adoption by such industry heavyweights indicates a level of precision that might not be beginner-friendly. From a frontend perspective, the fact that OpenAI is using it underscores how versatile and respected Tailwind CSS is in 2023, but also hints at a steeper learning curve.
The fact that this toolkit is meant for mid-level developers is already evident. However, due to its diverse acceptance, it can be challenging to pinpoint the specific application of Tailwind. Is it specifically good for e-commerce? Or for marketing sites? It’s not obvious, since it seems like a versatile instrument. That’s a good thing.
Integrations
Tailwind CSS integrates seamlessly with various frontend frameworks and tools. It pairs well with popular JavaScript frameworks like React, Vue.js, and Angular. Additionally, Tailwind CSS can be easily integrated into build tools like Webpack and PostCSS, ensuring a sleek development workflow and leaner sites. The following React code snippet should render a blue button with white text when included into a React app that, well, also has a Tailwind CSS set up.
Advantages of Tailwind CSS in 2024
Tailwind CSS offers several benefits that make it a compelling choice for developers in 2024:
Responsive design: Firstly, it provides a highly customisable approach through the tailwind.config.js file, allowing developers to define colours, breakpoints, fonts, and much more.
Consistency: With its unified design system, Tailwind ensures the overall frontend consistency across all pages and maintains a cohesive design.
Speedy development: One of the standout advantages of Tailwind CSS is its ability to accelerate development. By leveraging pre-defined utility classes, developers can build UI components quickly without the need for custom CSS (we’d love to know how long it took you to build a site with Tailwind).
The Tailwind UI repo: Tailwind UI is a collection of professionally designed, pre-built, and fully responsive HTML snippets that can be used in Tailwind CSS projects, It’s run by the same team behind Tailwind CSS and provides a wide range of UI components, templates, and examples that developers can use as a starting point for their web development projects. Tailwind UI aims to help developers build fine-looking and functional user interfaces without writing repetitive code.
The JIT mode: The JIT mode is a compiler that generates CSS styles on-demand as you author your templates, rather than generating all the classes in advance at initial build-time. In JIT mode, Tailwind analyses your HTML templates and generates only the necessary CSS styles based on the classes used in your markup — providing faster build times.
Downsides of Tailwind CSS in 2023
While Tailwind CSS brings numerous advantages to the table, it has received some criticism as well:
Learning curve: For developers new to Tailwind CSS, there can be a long learning curve as they become accustomed to the utility class-based approach. This might slow down initial development until familiarity is achieved.
‘Limited design creativity’: While Tailwind CSS offers flexibility, especially compared to other popular frameworks like Bootstrap, some designers and developers may find it constraining for highly creative or unconventional designs. I’ll admit that this point is a bit nuanced. While Tailwind is utility-first, it doesn’t really limit design creativity. It’s flexible enough to let developers build almost anything. However, the challenge might be thinking within utility class constraints. It’s more about adjusting to a new mindset than an actual limitation in creative design.
Large file sizes: Tailwind CSS can generate large CSS files, which might impact page load times. Careful optimisation and tree shaking are both necessary to mitigate this issue. Still, its integration with PurgeCSS can help developers obtain smaller and quicker files.
It’s worth noting that with the advent of the JIT mode, the development builds are much leaner because only the used classes are generated on-the-fly.
Still, many of these benefits and downsides are just relative. That’s why we suggest comparing Tailwind CSS against other projects, such as the world-famous Bootstrap.
Tailwind CSS vs. Bootstrap: How does it hold up?
When developers consider a new styling tool, Bootstrap typically serves as the gold standard for comparison. A component-based framework, Bootstrap ships with ready-to-use components like modals, buttons, and navbars. It’s the ‘grab-and-go’ of the CSS world, prioritising speed and a unified look. In 2023, you can tell when a site is using Bootstrap’s glossy icons right away.
Tailwind, on the other hand, adopts a utility-first approach. Instead of pre-designed components, you get atomic utility classes. The idea? Craft your UI piece by piece, granting designers and developers more flexibility. So, if in Bootstrap, a button might be determined as in Tailwind, it’ll be:
This brings the matter of customisation. While Bootstrap is customiszable using SCSS variables, deviating significantly from its default look demands overriding styles, sometimes leading to ‘Bootstrap fatigue’ where every site seems eerily similar.
Customisation, on the other hand, is Tailwind’s playground. The tailwind.config.js file is your canvas, allowing bespoke designs. Do you want a specific shade of blue or a unique breakpoint? Devs can define it very easily. So head to your palette-picking sites and get on with it.
Bootstrap, with its well-documented, component-based nature, often serves as the first port of call for budding CSS enthusiasts. Its off-the-shelf components, like responsive navbars, mean rapid development. However, this convenience sometimes contributes to project bloat, affecting performance.
In contrast, Tailwind CSS is akin to crafting with precision tools. Instead of pre-styled components, you’re presented with granular utility classes. For example, with Bootstrap, you might use a single class for a button, whereas in Tailwind, you would meticulously define its appearance with a combination of utilities, like text colour, background, and padding. It’s a system that might seem overwhelming to novices, but offers seasoned frontend developers an unparalleled level of control. Furthermore, Tailwind’s integration with PurgeCSS helps remove unused CSS for an economical, prompt build.
Essentially, while Bootstrap is geared toward quick, uniform designs, Tailwind is great for seasoned developers seeking accuracy in their designs. Both are legitimate choices in 2023.
A real use case for Tailwind CSS in 2023
Thanks to the testimony of a frontend expert, we can go through a use case where Tailwind CSS helped the most relatable of online businesses: a SaaS. While building NodCards, a digital business card platform, the developer came across a challenge: allowing users to dynamically select any primary design colour for their cards. This choice had to be incorporated without altering the website’s markup or stylesheet.
Tailwind CSS, in combination with its JIT compiler (head to Tailwind’s official site to learn how to enable it), presented the dev with a workaround. However, the dynamic colour application wasn’t straightforward. Instead of relying solely on Tailwind’s utility classes, the developer utilised the power of CSS variables and helper functions.
This helper function converts a HEX colour to RGB, which aids in creating CSS variables for the dynamic primary colour. Once converted, these RGB values are integrated with Tailwind CSS to produce varied shades, ensuring flexibility with opacity layering. For instance, the text colour for a user’s name can be dynamically set:
Similarly, buttons can be styled to use the primary colour with variable opacities and even adjust for accessibility concerns on hover:
With Tailwind CSS, NodCards managed to offer users the flexibility to personalise their cards’ design dynamically, while ensuring aesthetics, accessibility, and a nimble site.
So, in conclusion
As seen through the lens of high-profile sites and real-world use cases, it’s clear that Tailwind CSS is more than just a passing trend. If you’re on the fence about adopting it, remember that aptitude often begins with experimentation. So, dive in, get your hands dirty with Tailwind, and let your creations speak for themselves.
This situation has sparked intense competition — often referred to as the “war for talent” — among companies to attract and keep the best employees.
To stand out in this battle for new talent, organizations have to appeal to job seekers. One way of doing this is for employers to effectively communicate their ethical values to outsiders.
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Companies have historically demonstrated their commitment to ethical values through corporate social responsibility (CSR) efforts.
Research has found a number of reasons for this, including: the disparity between the business and the cause they support, the company’s prior reputation and the use of reactive versus proactive approaches to CSR.
So how can firms best showcase their morals to outsiders? What would send a stronger message than CSR acts?
In our forthcoming research, we studied these questions and found something surprising — CEO ethical leadership is more important to job seekers than the company’s CSR initiatives, even after considering typical factors such as salary and fit.
Why candidates care about CEO ethics
Our research shows that when CEOs demonstrate their personal ethical values, they inspire individuals to want to work for their organizations.
We conducted three different studies and found a few reasons for this. First, job seekers are likely to believe that the ethical CEO’s company treats its employees fairly. Second, job seekers are likely to believe that the CEO’s company cares about society and the environment.
Lastly, job seekers tend to experience feelings of awe, admiration and inspiration when they learn about the CEO or founder’s ethical goodness. This lead to something called moral elevation. Moral elevation are positive feelings that arise when someone witnesses another person act in an uncommonly moral way. Not surprisingly, we found that, because of the above reasons, job candidates who strongly identify as moral persons are more attracted to the ethical CEO’s organization.
Chambers pursued partnerships with universities, participated in career fairs and established programs to attract underrepresented groups, including women and minorities, to the tech industry.
He also emphasized the importance of creating an inclusive culture where employees could thrive and contribute their unique perspectives.
Chambers aimed to make Cisco an employer of choice for a diverse range of talented individuals, helping the company expand its talent pool and strengthen its position in the market.
Strategies for attracting workers
Based on our research findings, we suggest a number of ways organizations can effectively use their CEO’s ethical leadership to attract good workers.
1. Avoid overemphasizing CSR initiatives. While it’s important to highlight a company’s commitment to ethical values and practices, it’s also important to avoid overemphasizing CSR initiatives to the point where it can be seen as “greenwashing.” Instead, managers should focus on genuine and impactful initiatives that align with the company’s values and mission.
2. Leverage social media. Managers can leverage social media platforms to advertise the ethical values of their CEOs. This can be done by regularly posting about any awards, accomplishments, blogs, presentations or other relevant content that specifically highlight the CEO’s ethical leadership.
3. Use video content. Recruitment strategies can include videos of CEOs speaking about their personal ethical values and how they shape their companies’ values. This content can be used on the company’s website, social media platforms and during recruitment events to provide a visual representation of the CEO’s ethics.
4. Highlight the link between CEO ethics and CSR initiatives. This can be achieved by sharing stories or case studies showcasing how the CEO’s personal ethical convictions guide the company’s CSR decisions and initiatives. Job candidates will see how the CEO’s ethics and the organization’s values are reflected in its CSR initiatives and be inspired to join the company to make a positive impact.
By implementing these strategies and effectively communicating the ethical values of their CEOs, organizations can differentiate themselves in the market and attract top candidates that share similar values.
As the minutes ticked by, the paper-dunking sound of files hitting the digital bin became oddly satisfying. As I hunted through the dusty corners of my laptop looking for unneeded documents, duplicate photos, and, the ultimate treasure, an old video file, I got a rush seeing the storage space bar on my laptop dwindle down by megabytes and gigabytes. But perhaps the most satisfying moment of all was the crinkling sound of the bin being emptied at the end of the hour.
This was not a type A personality’s fantasy, this was Miele X’s Digital Clean-Up Challenge. Unlike the first time I visited the company’s hip new workspace in Amsterdam’s Zuid district, this time there was a mission: to clear as many unneeded OneDrive files and emails from your laptop as possible within one hour.
In the past, Miele X had participated in several different physical environmental clean-up initiatives, including Clean the Beat organised by Bye Bye Plastic. This time the team wanted to see how they could continue to be more environmentally conscious on a daily basis.
As the heart of digital services at Miele, this group of tech-focused employees spend the entirety of their working day on their devices. The fact is that, even if we recycle religiously, navigate to work every day on a bike, and take part in regular park clean-ups, our digital carbon footprint is hard to tangibly quantify. The Digital Clean-Up Challenge aimed to do just that: drive awareness of and build a movement towards green IT internally.
But does keeping inboxes and OneDrive folders clean really have that big an impact on the environment?
Just how bad is digital build-up for the environment
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What I was shocked to discover was that, when comparing personal devices, networks, and data centres, personal devices are the highest energy users and polluters. Although we’re continuously hearing about electricity-sucking data centres, user equipment and the manufacturing of it is a bigger problem. A whopping 83% of emissions come from production. And we replace our personal devices much more regularly than networks and data centres replace their equipment.
Vergeynst also shared some simple ways we can lower our digital carbon footprint on a regular basis. For example, turning off your video during a call when you don’t need it.
Of course, keeping the camera on during meetings is important because of the human impact you get from seeing someone’s facial expressions, but if you’re watching a webinar for an hour then having everyone else switch off their cameras is good practice.
Instead of sending an attachment, send a link when possible to lighten the weight of your emails.
And, most important of all, “buy less and keep it longer.” During Vergeynst’s presentation, we found out it takes 200 kg of material to manufacture a smartphone.
Opinions vary on the actual impact that sending and storing emails has on the environment. Author Mike Berners-Lee argues in How Bad Are Bananas? The Carbon Footprint of Everything, that email usage generates up to 40 kilograms of CO2 annually, the equivalent of driving 200 kilometres. Yet, an academic study by researchers in Canada argues that sending and storing fewer emails has a minimal impact compared to simply using our devices less.
“The Digital Clean-Up in itself is more like an awareness exercise. The key element is about understanding that this is a part of something much bigger. We need to start taking a deeper look at how we can lower the impact of the equipment we use and the data we transmit and store. The goal is to change habits,” says Vergeynst.
An example he posed is the emergence of AI. It’s such a transformative technology that can really make a difference in the workplace. Of course, it also generates more emissions. But that doesn’t mean you shouldn’t use it.
“It’s about understanding and choosing, rather than just saying it’s bad,” Vergeynst explained.
And of course, company-wide initiatives will have a much bigger impact than individual efforts.
The Spanish city of Valencia was founded by veteran Roman soldiers, given land in return for their service in various campaigns.
The land of the brave, its very name means valiance. Lucky soldiers. With 300 days of sunshine a year and average temperatures of 19 degrees, it’s already a terrific place to live.
But if a recent four-day week pilot programme is pursued, it may soon be even better.
Earlier this year Valencia became the first city in the world to trial a four-day working week.
For a number of weeks in April and May, employees across the city undertook a shorter working week.
Measuring impact
According to an evaluation of the initiative, which was driven by Valencia City Council, the weeks were chosen because they already included three bank holiday Mondays, to which were added a fourth, to give four consecutive long weekends.
Evaluators then measured the impact on citizens across health and well-being, the environment, and, to a lesser extent, the economy.
Unsurprisingly, they found a much greater sense of work-life balance, with respondents indicating they spent more time with friends and family. More time was also spent on cultural, educational, and creative pursuits, as well as more time in parks and gardens.
Overall, people reported a greater sense of health and well-being and less stress.
It wasn’t all good. The results also indicated there was more smoking and drinking, albeit among those who already regularly indulged.
It also flagged up additional concerns around loneliness, particularly among older people. There is a suggestion too that older workers may have felt some stress around completing their work within the shorter framework.
The benefits for the environment were unalloyed however with a decrease in traffic — and traffic jams — leading to a fall in nitrogen dioxide particulates in the air.
A significant impact
One month was too short to have a significant impact on economic activity but some indicators emerged.
For a start, the biggest sectoral winners were hospitality, tourism, and leisure, all of which enjoyed increased spending.
The report’s analysts suggest increased hospitality and leisure sales opens up the possibility of career creation. However, while these sectors benefited from an uptick, commercial sales generally saw a decline.
The evaluation also flagged up certain gender disparities. When given a four-day week, women were found to spend more time on care duties, including elder care. Men seem to have played more sports.
Though not so wide-ranging, similar studies have already taken place in a number of countries, including the UK and Portugal, with a new one being underway in Germany.
What research exists all seems uniformly positive.
Employees love it, certainly. But even employers seem to see benefits, including increased morale and reduced absenteeism.
When participants in a UK four-day week pilot were revisited one year later, a survey suggested that only four percent of companies were ‘definitely not’ continuing with a four-day week, while 91 percent ‘definitely were’.
But, as the Chartered Institute of Personnel and Development points out in a paper providing employer perspectives on a Scottish four-day week proposal, there are challenges too, including what to do with atypical and non-salaried workers.
“Should the people currently working a four-day week or less be given a pay rise? Would the four-day week disproportionately benefit managerial and director-level workers who are on higher salaries and work the most hours? What about those employees who can become more productive, but do not want to reduce their hours?” it asks.
In a cost-of-living crisis, working more hours is a cast iron way for people to earn more money.
To implement a collective move to a four-day week, businesses would need a compensating 25 percent rise in worker productivity, it points out.
Surprisingly, it’s employees themselves that may yet turn out to be their own biggest barrier. In the Valencia report, ironically, one of the biggest “negative aspects” of the whole experience for survey respondents seemed to be the fact that — wait for it — shops were closed. Sheesh.
If you’re on the lookout for a job that better meets your work-life balance, check out these new opportunities on the House of Talent Job Board.
Regional Account Manager, KnowBe4, Netherlands
KnowBe4, a provider of security awareness training, is looking for a French-speaking regional Account Manager based in Utrecht. To learn more about the role or to apply, click here for more information.
Accounts Payable Manager, Audible, Germany
With this Berlin-based 12-month Accounts Payable Manager contract position, you’ll be supporting the audiobook maker with accounts payable and bank reconciliation-related tasks, based in Berlin but with the option of remote working. Find out if your skills match here.
Research Editor, Vice President, BNP Paribas, UK
BNP Paribas is looking for a London-based Research Editor to work on economics and strategy research publications written by a multinational team. Find out more information about the role here.
Even if you believe your business is secure from data leaks and cyberattacks, if you’re not able to demonstrate this to potential clients, your sales team could be missing out on growth-driving deals. This is especially the case for enterprise clients that often require potential partners to demonstrate compliance with some of the key measures such as ISO 27001 and SOC 2.
All this means that security compliance is no longer a nice to have for UK startups.
Security compliance programs help your organisation identify, implement, and maintain appropriate cybersecurity controls to protect sensitive data, comply with laws and contractual obligations, and adhere to the standards, regulatory requirements, and frameworks needed to protect customers and enable the business to succeed.
Steps for getting started
Step 1: Define your organisational goals and needs
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Are you starting the program to close deals? Do you want to proactively demonstrate trust or compliance? More importantly, what are you trying to accomplish and why? After answering these questions, we recommend identifying your desired end state and vetting and aligning this with key stakeholders and their needs. The more granular you can be about your intended goals and desired end state, the easier it’ll be to work backward towards your objectives and bring others on board as well.
Before worrying about which standard to implement or what tools to buy, it’s critical to ensure these goals are doing more for the organisation than just unblocking deals or solving one problem.
At Vanta, we leverage our compliance efforts as force multipliers wherever possible. For instance, a known compliant process in one business unit could potentially be adapted to work in another, which could streamline cross-functional work and alignment across different projects.
Step 2: Define your roadmap and timeline
Consider breaking your timeline down into specific milestones you’ll be able to track and work toward. In addition, think through whether there are any dependencies you’ll need to account for and how they relate.
This step should include identifying the answer to questions such as:
What are our known technology needs or gaps?
Do we expect we will need to invest in some additional tooling or support?
Do we have an understanding of the technical demands of where we want to go?
Do we build, buy, or partner?
For instance, if you’d like to build and are planning to hire for the role, consider whether you need someone who’s more of a manager who can set direction or someone who’s willing to roll up their sleeves as a doer. This is especially important for a foundational role like your first compliance hire.
If you opt to buy or partner, consider whether using services such as a virtual CISO (vCISO), Managed Service Provider (MSP), or other fractional resources could address your needs and objectives more cost-effectively. This is especially important if you have a very broad tech stack or complex operations, as an MSP or vCISO firm will usually have access to more expert resources than any one person can be expected to know.
If you’re building a program from the ground up or for the first time, it may be more cost-effective to use a trusted third party to supplement your work than to hire one or more FTEs to build a program in-house. Regardless of what option you go with, you’re likely looking for an individual—or even a team—with privacy and/or compliance knowledge as well as technical engineering knowledge.
Part of defining your objectives also includes measuring your progress and ensuring that what you’re measuring is relevant to your intended outcomes. As you develop your program, be sure to identify key metrics that help your organisation understand and share the achievements and outcomes of your security compliance program.
Remember you’ll need to prioritise what you’ll build and when. This is especially true given that you’ll likely have a long list of action items, and more tools and needs than you have budget for. The approach we’ve taken at Vanta is to align our security compliance program with our business objectives—which also ensures we’re meeting the needs of our customers and our overall business.
As a tip, our team likes to reference Verizon’s Five Constraints of Organisational Proficiency as described in their 2019 Payment Security Report to help structure our approach to our compliance program. This framework highlights the importance of capacity, capability, competence, commitment, and communication as key to the health and effectiveness of a strong data protection compliance program—we suggest giving it a quick read if you’re interested!
Step 3: Prioritise and start building
Now that you have an understanding of your needs and timeline, it’s time to start prioritising your efforts based on the needs and constraints of your business. You can start by taking the following steps:
Double-check alignment with business objectives—is your plan still what the business needs or has it had some scope creep or plan drift that might introduce unnecessary friction?
Set up official deadlines based on your new understanding of the project goals, and officially kick off the implementation of your program.
Remember, security and compliance are infinite black holes without context. Make sure that what you’re planning on doing for compliance has guardrails to ensure you’re spending your time and effort in places that drive measurable business outcomes.
Lastly, understanding, defining and communicating why you’re working toward these objectives—whether toward meeting customer needs, revenue goals, or internal risk reduction—can bring others on board as well.
Additional considerations: stakeholders and resources
Don’t forget that executive sponsorship, commitment, and budget are some of the most critical components of a strong security compliance program. We suggest seeking these out earlier rather than later and continuing to build this bridge by highlighting risks, impact (including positive!) and your company’s overall security compliance journey.
After you determine your goals and identify your tooling and technology needs, it helps to know what tooling is available and what meets those needs most. Referencing industry trends and feedback can be a good place to start, as well as networking with others in the industry who are or have addressed similar challenges.
Tips and suggestions for building your security compliance program
While every team and company approaches building security compliance programs slightly differently, here are a few tips we’d suggest:
Build repeatability: While it may be tempting to aim for quick wins, focus on repeatable processes and repeatable outcomes within your program. Remember that fire drills are often an indication of broken processes.
Start with a strong foundation: Focus on the fundamentals and do your basics well—no matter how mature your program, the fundamentals always matter.
Avoid shiny object syndrome: Tools and technology may help, but will only exacerbate broken processes.
Ready to start building a strong security compliance program?
Check out Vanta’s guide for UK startups to learn more about the differences and similarities between ISO 27001 and SOC 2 and which is right for your organisation. You’ll also learn how to leverage compliance automation to streamline certification and support your business through an international expansion.
For 14 years running, Iceland has topped the charts on gender balance. That’s not to say the Nordic nation has achieved full gender parity but that, by measure of the World Economic Forum, its gender gap is more than 90% closed. And it’s the only country in the Global Gender Gap Index to have achieved as much.
The first Kvennafri or ‘Women’s Day Off’ was held in 1975. This year, on the anniversary of that original event, women across Iceland went on strike, including Prime Minister Katrín Jakobsdóttir.
“We have not yet reached our goals of full gender equality and we are still tackling the gender-based wage gap, which is unacceptable in 2023,” the country’s leader told Iceland Monitor.
For the women of Iceland, 91.2% of the way there is not enough. Nor should it be when the task is simply to have roughly half of the global population equally represented in professional and public life.
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As it inches towards closing its gender gap completely, Iceland is tackling the issue with an intersectional approach that addresses other inequalities that impact a diverse population of women. This was a key issue raised in the October strike, with organisers drawing particular attention to the contribution of immigrant women to Icelandic society and challenging their level of compensation for their work.
Earlier this year, in its analysis of the country’s Innovation Week speakers, WomenTechIceland applauded the gender diversity but criticised the “overwhelmingly white” line-up, and called for conversations on the status of women in business to address these broader issues of diversity, equity and inclusion.
Steps to equality
At the current rate of progress, it’s estimated it will take 131 years to reach gender parity across the 120 countries the Global Gender Gap Index monitors.
Though pay parity is just one aspect of gender equality, it is a significant factor. The ICT sector in Iceland had a 9.1% unadjusted gender pay gap as of 2022, compared to an average cross-sector pay gap in its neighbouring EU countries of 12.7%.
But for Iceland to close the gap completely, it will also mean tackling behaviours and attitudes, not just statistics. According to WomenTechIceland, it’s often factors not visible on the org chart that can impact women’s position in the world of work.
For example, a ‘boys’ club’ among male executives can mean even senior women’s contributions are overlooked or underappreciated. Prevailing attitudes to gendered roles can also have an impact.
In a 2022 survey, WomenTechIceland asked women who had left roles in tech about their reasons for leaving the industry. As well as general sexism and misogyny, these women said they felt undervalued in comparison to their male colleagues, and that they sometimes ended up project managing and ‘mothering’ their male counterparts and having certain duties thrust upon them based on age-old bias and discrimination.
These are issues commonly relayed by women across, not just the tech industry, but also the professional world at large.
Iceland has already taken the lead by demonstrating to other countries how the gender gap can be closed with policies that demand employers prove they are paying all employees fairly.
Like Iceland, the EU now has mandatory pay gap reporting for medium to large companies, although Iceland goes further by requiring all companies of more than 25 employees to do so and to certify that they pay equally, or face daily fines.
But countries can take inspiration beyond gender quotas and pay parity to accelerate the closing of the gap. Tying senior executives’ compensation to progress on diversity can be an effective motivator, while fully transparent hiring procedures and evaluation of recruitment practices can ensure women aren’t excluded from the pipeline early on.
There’s also unconscious bias and inclusivity training, and mentoring and sponsorship of women to ensure they are supported beyond their initial appointment.
If you’re looking for better opportunities in work no matter where you live in Europe, a good place to start is the House of Talent Jobs Board. Here are some roles available there now.
C# Azure Software Engineer, UBS
This software engineering role in the London office of Swiss investment bank UBS is open to applications from career returners, which are often women who left the workforce for family care reasons. This is an explicit signal of DE&I consciousness from UBS, which was ranked by Equileap among the top five companies globally for gender equality earlier this year.
Product Manager Professional Unilever Brands, Diversey
Belgium has one of the lowest gender pay gaps in the EU and this product management role at Diversey is based in the small Flemish municipality of Kampenhout. As well as managing a product portfolio of well-known Unilever brands, it requires strong knowledge and competency in online marketing, such as social media campaigns and SEO.
SAP Solution Architect, Technology Consulting, PwC
In Ireland, PwC reported a mean gender pay gap of 0.9% in 2022. This solution architect role, available in either the Cork or Dublin office, is suited to someone with extensive experience in designing and implementing SAP’s enterprise resource planning software for large enterprises. In a nod to recruitment strategies engineered to attract diverse candidates, this job posting encourages applicants to “avoid the confidence gap” and apply even if they don’t meet the complete criteria checklist.
Yes, hackers and cybersecurity professionals are still engaged in a constant game of cat and mouse to exploit and fix loopholes, but the world around this has altered substantially.
These days 80% of Mac users say they’re informed about cyber threats, a far cry from the old days.
Yet, while new tools and best practice guides have made it easier than ever to stay safe online, Mac users are still confused and acting in risky ways. For example, over a quarter (28%) of them believe Apple computers are malware free, and this sort of myth and superstition is rife across the internet.
But we want to help — and with CyberSecurity Awareness Month in full swing, we thought we’d share a selection of tips and life hacks to make it simple (and entertaining) to stay as safe as possible online.
Tip 1: Always pack a password manager
If there’s one thing you should start doing today to stay safe online, it’s using a password manager.
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A tool like 1Password allows you to create and store unique logins for every single site you visit, meaning there’s less chance of your passwords being leaked across the internet.
Even better… it’s actually kinda fun? I use a password manager and there’s something so deeply satisfying about only needing to remember one login for every site or app you need. It’s a little bit like learning how to use power chords on a guitar and, suddenly, you’re playing along to tons of songs.
Password managers can do so much more than just storing logins though.
“A password manager like 1Password should not be limited exclusively to password storage,” Mykhailo Hrebeniuk, Security Researcher at Moonlock by MacPaw, tells TNW. “You can also add other crucial information that needs to be stored, such as credit card numbers.”
Effectively, password managers are your own personal library filled with forbidden knowledge. And that’s cool.
This is one of those tips that I know you know, but it doesn’t make it any less important: backup your data.
My guess is, this is something you push aside because it’s boring or you’re too busy, but I think you need to look at it from a different angle.
Backing up is like Steely Dan; it may seem boring when you’re young, but when you give it a bit of thought, you realise that its simple surface is just a veneer for deeper intricacies.
With this in mind, I suggest two types of backing up.
The first is the simplest: sign up for a cloud-based service. Something like this involves an app running in the background that constantly keeps your data safe. That might sound simple, but it’s a technical marvel — plus it gives me an enormous sense of well-being (Parklife!).
The second is more old school: get a hard drive. Pick one that, as Hrebeniuk says, is “high-quality [and] capable of withstanding years of use.” You don’t want it crapping out on you. Then, all you need to do is plug it in every couple of months for an extra bit of mental safety.
This might seem dull to some, but only real aficionados know how good it feels to have all your data secure.
Tip 3: Keep your laptop locked down
I got a lot laxer during the pandemic. Because I didn’t spend any time in co-working spaces or hanging out in the office, I stopped locking my laptop all the damn time. Instead, I was cavorting around freely, without a care in the world; like Mick Jagger, but with an office job.
But that, friends, was a mistake.
If you’re in a cafe (or at a bar or gig or festival if you prefer to live life on the edge), leaving your machine open and unlocked is a nightmare. Bad actors can dig up personal information or even install malicious software.
Instead, you need to change your behaviour at the root.
“Start by getting used to locking your laptop even when you’re at home,” says Serhii Butenko, Staff Software Engineer at CleanMyMac X by MacPaw. “Lock your laptop every time you step away from it, even for a few seconds. This way, you will develop a habit and will subconsciously lock your laptop even in emergency situations.”
And that’s the key: make locking your laptop something you don’t even think about, that you just simply do.
Tip 4: Update software. Regularly.
Software, much like music, is made by humans — but each has a completely different relationship with flaws.
With many albums or songs, it’s the flaws that make us fall in love. Maybe it’s the way a singer’s voice breaks or a guitarist hits an open string, whatever it is, it makes us feel human.
This is not what we want from software. A human mistake is rarely pleasurable, instead, it can be an annoyance or even a danger. I mean, who wants to have their identity stolen because a developer made a mistake?
Update your software whenever you can. It’s easy. And it’s probably better.
Tip 5: Email? It’s not so simple
Ah, email. Because it’s been around so long we’re used to using it in the same old ways — but that’s a mistake.
For example, you should have more than just one account. In fact, you should create several for different online activities. You should have an email address for online shopping and other payments; one for work; another for banking and more serious affairs; and, finally, an account for healthcare.
This protects your data. It means if one address is compromised, not everything is lost. Luckily, you can reduce this risk too.
Now, phishing isn’t a reference to the American jam band of a similar name (if only!), instead, it’s a term used for one of the most common ways people have their information stolen.
Effectively, phishing is a form of social engineering. One of the most common ways this is achieved is via email. Bad actors have gotten incredibly good at mimicking the messages companies send you, inserting links to websites they control, and then getting you to enter your login details, meaning they can harvest that information.
One way around this is not trusting the links in emails you receive.
“If I need to login somewhere, I go to the browser and log directly into the account,” Oleksii Myronenko, Product Manager at CleanMyMac X by MacPaw, tells TNW. “I have made it a long-standing habit not to click on any links in emails.”
In these situations, think of yourself like an intrepid explorer. You’ve been given a clue that something may be going on with an account, so you have to go there and find out if it’s true or not. Sort of like you’re going on a quest. And that’s cool as hell.
So there you have it! Five easy tips and life hacks to help you stay safe online. Enjoy the journey, people!
Don’t miss Salesforce’s Vala Afshar in his keynote speech about a new mindset for unlimited business success at Valencia Digital Summit on October 27.
This week, October 26-27, Valencia will once again be abuzz as over 10,000 tech enthusiasts from all over the world gather for the Valencia Digital Summit (VDS). Over the years, the event has become the place for startups, corporations, and investors to meet, mingle, and build connections that foster the region’s innovation ecosystem.
As with every year, VDS has compiled an impressive list of 250+ speakers who will share their expertise and experience across 30+ topics. One of this year’s keynote speakers is Vala Afshar, Chief Digital Evangelist at Salesforce.
In his many years of connecting trailblazers in business growth to builders of Salesforce and his work as a co-host on DisrupTV, a weekly show covering the latest digital business and innovation market trends, Afshar’s seen the rise and fall of once-promising organisations.
He’s now the author of two books on business excellence, the most recent having come out earlier this year.
TNW had an exclusive sit down with Afshar to hear his thoughts on Spain’s tech ecosystem and one of the biggest mistakes growing organisations make.
To Spain for talent and investment opportunities
Besides connecting Salesforce clients with builders, as a digital evangelist, Afshar connects talented and motivated people to career opportunities in the tech industry. A crucial initiative, as Europe’s tech talent pool is starting to dry out.
“The recent IDC report said that the Salesforce ecosystem, in the next three years, will produce 11 million new jobs and $2 trillion of incremental business revenue,” Afshar says.
Now, those 11 million jobs will need qualified people to fill the roles. According to Afshar, Spain is a good place to start, given that the country ranks seventh in Europe in terms of tech talent. “Cities like Madrid and Barcelona are already among the top 50 in the world for tech talent, and now we’re also seeing Valencia, Malaga, and other cities catching up.”
The availability of tech talent directly contributes to strengthening the country’s startup ecosystem, which is growing year-on-year. In 2022, there were over 11,000 startups and 400+ venture capital funds operating in Spain. The country has become one of the top places for investment funds in Europe.
And Salesforce is no exception. It’s invested over $5 billion in startups in the last decade; in 2019, it launched a $125-million Europe Trailblazer Fund to supply capital for innovative European companies. And now, it’s eying Spain’s startups like never before.
Breaking down organisational silos
However, while accumulating tech talent helps promising startups transform into fast-growing scaleups, a natural side-effect is the growth of internal knowledge silos. In the digital age, as new technologies and tools are helping us become more autonomous, this problem is being exacerbated through a loss of connection.
No matter how many talented individuals you recruit within your organisation, if your business environment isn’t set to facilitate the balance between the need for connection and at the same time decentralisation, the need for autonomy and integration, you’ll start to see the cracks.
That’s the subject of his latest book, Boundless: A New Mindset for Unlimited Business Success, and the focus of his keynote speech at VDS2023.
With the rapid emergence of new technologies and innovations, from self-driving cars to generative AI, he argues that leaders need a new mindset that challenges conventions and orthodoxies and empowers all their resources, both human and digital.
One last tip for employers…
In addition to this, Afshar is also a strong advocate of the importance of one’s digital footprint. Employers looking to attract young tech talent should be cognizant of this.
“We live in a hyper-connected knowledge-sharing economy,” he says. Your brand, whether your company’s or your personal brand, is built online. “So, don’t underestimate those digital breadcrumbs you leave behind, from the hashtags you use to the comments you leave and words you capitalise. At the end of the day, your brand is going to be defined by what people can find out about you online,” he concludes.
Check out Afshar’s keynote speech at VDS2023 on Friday, October 27 at 12: 10. And make sure to say hi to our Senior Editor Linnea Ahlgren, too — she’ll be around and happy to have a chat!Attracting talent and breaking down silos are two major challenges growing organisations face in 2024
Perfectionism and productivity are uneasy bedfellows.
The pandemic, job insecurity, and mass layoffs that followed have exacerbated over-performance burnout, leading to a new thought pattern in employee welfare; one that nobody dared utter out loud until now.
What if we only gave 85% of ourselves to our jobs?
Is 85% the productivity sweet spot?
Devised by sprinter nine-time Olympic gold medalist, Carl Lewis, the philosophy behind the 85% rule is that to maintain a balance between excellent performance and excellent output, you don’t need to give 100% all the time.
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This is because working at 85% effort leaves 15% for crucial headroom that prevents workers from crashing through the burnout ceiling.
On the other hand, your employer might think that operating at 85% makes you wasteful, lazy, unproductive or ill-suited to the job.
Nobody wants to pay their workers to phone it in 15% of the time, so, which side is right?
Breaking free from burnout
Firstly, burnout is a real, tangible metric. In early 2022, McKinsey’s Burnout Assessment Tool showed that one in four workers reported symptoms of burnout.
Given that burnout can lead to paid sick leave or stress leave and high employee turnover, it makes sense to settle for a workforce that’s on track for a B+ instead of an A.
A little space for humans to be, well, human, seems an obviously sensible approach. If you need more convincing, the 85% rule has even become a hit with celebs: actor Hugh Jackman is among its advocates.
On the other hand, there are those who believe that if you’re not giving it 100%, you’re in the wrong job. This side of the debate advocates for a career switch-up that will make the pursuit of perfection feel like a passion, not a punishment.
However, there is very little holistic intelligence to this argument, and the giving-it-all approach is more likely to be adopted by CEOs and those who run their own businesses who either cannot afford to take their foot off the gas, or are seeing the immediate reward for perfectionism hit their bank account.
Earlier this year, Thomas Curran, Assistant Professor in the Department of Psychological and Behavioural Sciences at the London School of Economics, published a groundbreaking book on the subject, The Perfection Trap: Embracing the Power of Good Enough. In it, he uses a decade of research to argue that perfectionism is a damaging trait with its roots in the darker side of capitalism and a warped value system that belies human nature.
Societal conditioning that leads workers to overstretch to satisfy the appetite for non-stop growth is an external, non-human economic force.
For human beings, being good should always be good enough.
Tired of a ‘growth at all costs’ workplace culture? The House of Talent Jobs Board has opportunities with hundreds of companies that take a human-centered approach
Senior IT Business Analyst, Capgemini, Munich
As a Senior IT Business Analyst at Capgemini’s German HQ, you’ll lead a global, agile team to create tailored software solutions for big names in the industry. You’ll be adept at handling diverse projects, translating business tasks into tech requirements, coping with change, and shaping business models. A relevant degree and solid experience in computer science, strong analytical skills, great communication skills (in both German and English), and a focus on customers are must-haves for candidates in this role. Read more and apply now at the House of Talent Jobs Board.
Software Developer, Tribeca Technology, Sittingbourne, UK
Tribeca Technology is a global IT Managed Service Provider based in Sittingbourne, Kent. The company is now seeking a Software Developer on a hybrid basis to join its small team. The key tech skills you should bring include C#, ASP.NET Core, Microsoft SQL, JavaScript/TypeScript and HTML/CSS/SaSS (Bootstrap), although you’ll receive support for upskilling. DevOps and CI/CD experience is a bonus. Tribeca embraces tech diversity, and you’ll work with the most cutting-edge tools in the software development landscape. Apply for this promising role with a small firm at the House of Talent Jobs Board.
Senior Consultant Forensic and Integrity Services, Ernst & Young, Berlin
Ernst and Young is hiring consultants for its Forensic and Integrity Services team across various German cities. You’ll focus on the battle against white-collar and financial crime, and be ready to support international clients in finance to prevent money laundering, terrorist financing, sanctions violations, and fraud. Ideally, you’ll have at least three years of experience in relevant fields and a background in economics or business law. Find out more about this role on the frontline of fraud combat at the House of Talent Jobs Board.
Earlier this year, TikToker Gabrielle Judge, aka the “anti-work girlboss,” posted a now-viral two and a half minute video.
The subject was the “Lazy Girl Job,” which captured the imagination of viewers to such an extent that Judge’s video now has more than 345,000 views. The concept then took on a life of its own and has spawned the proliferation of the #lazygirljobs hashtag, which has rocketed past 17 million views on the platform.
Judge was quick to quantify what a lazy girl job actually is. “A lazy girl job is basically something you can just quiet quit […] There’s lots of jobs out there where you could make, like, 60 to 80k, and not do that much work and be remote.”
Not working unsociable hours, and having time for childcare are two elements she flags as being essential to the quintessential lazy girl job, which, she says is more easily found in non-technical tech jobs, such as marketing associates, account managers, or customer success roles.
Typically these jobs offer decent pay and equity in the company. They’re safe, and represent, “an easy job that is extremely flexible,” Judge says. But, as the name suggests, this is a concept that is gendered, and without proper examination could be misconstrued as women wanting to sit back and be carried in the workplace.
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After decades of women striving to be treated equally, the gender pay gap in the EU stood at 12.7% in 2021, meaning women earn 13% on average less per hour than men. Given that context, it is important to consider that the idea of the lazy girl job is actually a reaction to the grind culture that has beset the workplace over the past number of years.
Judge has clarified that the term is not actually about laziness, or what she calls “mouse jiggling”—also known as being present, but doing little.
Reasonable responsibilities and expectations
Where Millennial workers popularised the idea of side hustles, and working all the hours there are, Gen Z is pushing back against these expectations. This cohort of workers want careers that support their work-life balance—and which don’t leave them wrung out at the end of the day.
Reframed in this way, there’s a lot to recommend a lazy girl job, for all genders. Or, as it is otherwise known, a job with reasonable responsibilities and expectations, decent pay and a manageable level of stress.
While Judge is from the US, and operating in an environment where paid time off, maternity leave, and social security protections are significantly less than those enjoyed by European workers, employees on this side of the Atlantic are also burned out and looking for better work options.
After a pandemic period where 44% of workers said that their work stress had increased as a result of the Covid-19 crisis, 46% said they’re being exposed to severe time pressure or work overload.
Work-related health issues have also increased in Europe, with 30% reporting at least one health problem such as overall fatigue, headaches, eyestrain, muscle problems or pain, caused or made worse by work.
Lack of engagement
That bloc-wide stress and fatigue has led to another trending topic: the phenomenon of quiet quitting, which is what happens when employees put in the minimum amount of effort to keep their jobs and get paid, but never go above and beyond.
McKinsey data has found that this is happening in Europe, and that workplace engagement is poor here too. It also says that 79% of Europeans who report low levels of engagement or support factors are likely to leave their jobs.
What workers want, says McKinsey, is more workplace flexibility, as well as a physically and psychologically safe workplace. According to Amy Edmondson, the Novartis Professor of Leadership and Management at Harvard Business School, this, “means an absence of interpersonal fear. When psychological safety is present, people are able to speak up with work-relevant content.”
That sounds a lot like an engaged workforce—which really matters, because employees who are engaged with their roles are committed to not only their work, but are also more invested in their company’s success.