News.Life

Kiwi Centenarians: Working Past 100

Unknown aging, new zealand, retirement, senior citizens, workforce

Plenty of New Zealanders are working into their 70s. Deputy Prime Minister Winston Peters is one. Chief ombudsman Peter Boshier was another, until a rule forced him to resign.


 Data shows significant numbers of New Zealanders are working longer, even in the industries traditionally seen as physically taxing and potentially requiring an earlier exit.


 Significant number of NZers working past 70
 (3 min 24 sec)


 Data from Stats NZ shows there are almost 200,000 New Zealanders aged 65 or older reporting they are still in the workforce.


 Almost 90,000 are aged over 70.


 Over-65s made up 10.3 percent of machinery operators and drivers, 8 percent of labourers, 7 percent of professionals and 9.1 percent of managers.


 Over 70, the numbers roughly halved. They were 4 percent of managers, and 3 percent of professionals, clerical and admin workers, sales workers, and 3.7 percent of labourers.


 Over 80, managers had the strongest showing, with 0.7 percent of the workforce in that age range.


 In total, there were 1257 people aged over 90 reporting that they were working.


 Council of Trade Unions chief economist Craig Renney said it was not clear whether the people reporting work in sectors such as labouring and machinery operation were actually undertaking physical activity, or whether they were monitoring and managing others.


 "There's a lot of people, particularly machine operators, who are the only people who know how to use this machine. As a consequence they're the last person standing in the shop who knows how to use the non-digital lathe."


 He said some people turned to driving buses, taxis or Ubers as a second career, particularly if they wanted more flexible hours or a different lifestyle.


 He said it was possible some of the people aged over 90 were working in a volunteer capacity, or could be the owner of a company.


 "They may not be in what we call significant amounts of labour-based employment."


 Renney said it used to be the case that big employers had systems that moved older workers on to lighter duties as they got older.


 "My father worked in a coal mine and couldn't be working on the face at 60 or 65 because you were a liability, you physically couldn't hack the job so you might get moved on to light duties somewhere else or you were there to train younger workers. We've sort of lost that as we've lost the very large employers."


 He said it was good that there was work for older people, provided they were working because they wanted to.


 "The real challenge here is if people are being forced to work because their incomes are inadequate but they still need to pay the rent because they've never been able to buy their house.


 "That is a sign of a failing welfare state because the pension isn't enough, they haven't built up enough KiwiSaver, they're forced to work at a time they probably don't want to. Lots of people want to work and get great enjoyment out of it but it should be a choice."


 The Office for Seniors older workers action plan said a third of the New Zealand workforce was aged over 50, and 50 percent of people aged 60 to 69 were employed.


 But it noted that these workers could have challenges finding and staying in paid work.


 It noted that Retirement Commission research found a third of people over 65 were working because they had to for financial reasons.


 "For an increasing number of people who do not own their own home or do not have significant retirement savings, continuing to work in some capacity past the age of 65 is a necessity.'


 Gareth Kiernan, chief forecaster at Infometrics, said it was notable that there was increasing workforce participation in the 65 to 69 year old age group.


 "And to a lesser extent in the 70 to 74, then it drops away pretty quickly after that."


 He said it made sense that a high proportion of people who remained in work were managers.


 "That's a relatively easy job from a physical point of view and experience is always useful."


 But he said it was interesting there was also relatively strong participation from machinery operations and drivers, as well as labourers.


 "I can envisage older people driving buses or taxis for a bit but labourers… that genuinely did surprise me. I wonder if what's coming through there is if I'm a manager or a professional or whatever and I hit 65 I can probably pretty much choose whether I want to keep working, if I don't and I have enough money for retirement, all good. It may well be that people continuing to work in some of the lower-skilled jobs literally do not have the choice, they still need money."


 He noted that discussions about raising the retirement age have pointed out that it may be harder for people in physical roles to continue past 65.


 "Do you start to have some differential recognising, yeah if you're a tradie or a labourer or whatever you physically might not be able to keep working, you've probably been harder on your body for the last 40-odd years anyway so on average you're in a less good physical state as well as in a job requiring more physical effort."


 In some other countries, if people choose to retire earlier, they could opt to receive a lower payment.


 "The problem with that is for the likes of labourers or tradies or whatever, they will have been on a lower income for rest of their lives anyway so it is continuing to make them worse off by giving them a lower retirement pension going forward. It almost reinforces potential systemic problems."


 Retirement Commissioner Jane Wrightson said it would be complex to make eligibility changes to NZ Super based on job types.


 "A better way could be changing settings such as introducing income-testing applied to selective age groups but that also adds complexities which would come at additional administration cost and could disincentivise people from working longer.


 "We know that any change to the age of eligibility would disproportionately disadvantage manual workers, carers and those they care for, and those with poor health, due to differences in savings, wealth and ability to remain in paid work after the age of 65. Women, Māori, and Pacific peoples are overrepresented in those groups. So extra support would be needed to support some people through to a later age of eligibility which would in turn reduce fiscal savings from raising the age. Political support for a stable long-term system is crucial."


 The Chief Economist at the New Zealand Initiative, Eric Crampton, suggested that some individuals aged 90 plus who claim they are employed might be providing inaccurate details.


 I believe some of them must be genuine. However, I wonder how many are actual versus just time-wasters.


 Join Ngā Pitopito Kōrero, your daily newsletter.
 
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<h3>
 Related
</h3>
<ul class="related-stories">
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Kiwi Centenarians: Working Past 100

Unknown aging, new zealand, retirement, senior citizens, workforce

Plenty of New Zealanders are working into their 70s. Deputy Prime Minister Winston Peters is one. Chief ombudsman Peter Boshier was another, until a rule forced him to resign. Data shows significan…

SASSA Staff Shortages Spark Major Concerns Within Department

Unknown government, social issues, social security, social services, workforce

<img data-document-id="cms/api/amp/image/AA1BdmUB" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1BdmUB.jpg"/>

 Staffing shortages at SASSA continue to be an issue, even though a
 budget increase of
 
 R8.2 billion
 
 over the medium term.


 Numerous people were astonished to witness
 South African Social Insurance Agency
 grants increase by between
 
 5.7
 
 and
 
 5.9%
 
 For April 2025 following the delayed Budget Address. Actually, the
 Department for Social Services (DSS)
 will spend
 
 R422 billion
 
 all together this year, with
 
 80%
 
 How much of this spending will go towards social grants?
 .


 Nevertheless, an increasing number of people believe that the government is wasting resources because of ongoing staffing issues at SASSA and inadequate management. The department recognizes that reforms to social grants and enhanced effectiveness are crucial to guaranteeing this service.
 viability of the SASSA social grant system
 beyond 2025.

<h2 class="wp-block-heading" id="h-sassa-staff-shortages">
 SASSA STAFF SHORTAGES
</h2>

 Anybody who has been impacted by the mishandled
 Postbank card migration
 fiasco will agree. As the extended deadline approaches tomorrow,
 
 Thursday 20 March 2025
 
 Only 33% of Gold-to-Black card transitions have taken place. This situation has led to immense suffering.
 elderly and disabled grant
 Recipients who find themselves with no place to go. Nevertheless, government statistics from the DSD clearly illustrate the reasons behind this situation.


 The DSD still grapples with significant staffing deficiencies within SASSA. Regarding social workers, they presently have only a limited number employed.
 
 15 433
 
 versus its target of
 
 55 000
 
 , reports
 
 The Citizen
 
 The concerning disparity was brought to light in the department's 2023/24 Annual Report presented to the National Council of Provinces (NCOP) not long ago.

<h2 class="wp-block-heading" id="h-a-blot-on-south-africa-s-democracy">
 A STAIN ON SOUTH AFRICA'S DEMOCRACY
</h2>

 The Deputy Minister of Social Development, Ganief Hendricks, referred to social workers as the 'Cinderellas of South Africa'. "These shortages within SASSA personnel stain our democracy, government, and ministry," stated Hendricks. Regardless of these workforce difficulties, the DSD claims they have made progress.
 
 77%
 
 Of its objectives for the 2023/24 fiscal period, according to Chief Director Jacques van Zuydam, the department met 50 out of 65 goals during this time frame. This encompasses expenditures.
 
 99.4%
 
 of its
 
 R260 billion
 
 budget. Nonetheless, there was an underutilization of
 
 R1.5 billion
 
 It has been extended into the present financial year. It appears that this lack of spending is primarily due to the
 SASSA child support grant along with the expanded Social Relief of Distress (SRD)
 grant.


 Similarly, the department has ongoing concerns regarding fraudulent activities. The Deputy Minister feels that more stringent consequences are necessary. "The DSD and SASSA frequently encounter various instances of fraud. Therefore, we must reassess our disciplinary processes. It seems current punishments aren’t harsh enough. We absolutely can't permit our staff members to embezzle funds from either the government or the general populace," Hendricks stated conclusively.


 The post
 Staff shortages at SASSA cause significant worries within the organization.
 appeared first on
 SA People
 .

SASSA Staff Shortages Spark Major Concerns Within Department

Unknown government, social issues, social security, social services, workforce

Staffing shortages at SASSA continue to be an issue, even though a budget increase of R8.2 billion over the medium term. Numerous people were astonished to witness South African Social Ins…

Indian Firms Accelerate Growth by Hiring Independent Talents for $130-$400 Daily, Says 2025 Report

Unknown business, news, skills, technology, workforce

<img data-document-id="cms/api/amp/image/AA1B3tp1" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1B3tp1.jpg"/>
<div class="content count-br">
 
 
 PRNewswire
 
 
 Mumbai (Maharashtra), [India], March 17: Businesses throughout India are progressively forming teams and enhancing their capacities by incorporating freelance experts from various departments and seniorities. The most sought-after skills encompass strategic planning, digital evolution, organizational change management, essential technological expertise, as well as sales and marketing proficiency.
 
 
 According to Outsized's
 2025 Talent-on-Demand Report
 Organizations are bringing in freelance experts for multiple purposes ranging from executing tasks to delivering key projects. These freelancers, based across India, can earn anywhere from ₹10,000 to ₹30,000 daily, contingent upon their specific skills and years of experience.
 
 
 India's evolving talent ecosystem, strengthened by its demographic advantage and growing global integration, continues to meet both domestic and international skill demands, leading to a 44% increase in freelancer registrations. Companies are moving beyond traditional workforce models, blending on-demand specialists with permanent teams to accelerate growth, drive transformation, and scale execution.
 
 
 Main insights at a glance:
 
 
 * Most in-demand skills:
 Strategy consulting
 ,
 business transformation
 ,
 digital marketing
 , project management along with sales.
 
 
 * Drivers of change: Consultancy,
 Financial Services
 And Technology, utilizing individual experts to expand capacities in areas such as strategy, implementation, and operations.
 
 
 * Growth of freelancers: An increase of 44% in registrations indicates high demand for versatile skills ranging from entry-level to seasoned professionals.
 
 
 * Daily rates: Seasoned experts (with 11-15 years of experience) typically command around INR 19,000 per day; those with highly sought-after abilities can earn more than INR 26,000 daily.
 
 
 Moreover, in the domain of data and analytics, professionals are implementing intricate data strategies and earning daily rates from INR 6,800 to 25,000. Likewise, marketing and product management experts such as digital marketers, user experience designers, and product managers are obtaining lucrative rates varying from INR 9,500 to 27,000 per day.
 
 
 An evolving workforce: Flexible talent steps into the spotlight
 
 
 Outsized
 Leading talent-on-demand platform, boasting more than 45,000 independent consultants and freelance experts worldwide, has published its fourth consecutive annual Talent-on-Demand Report. This document offers current perspectives on how companies utilize independent specialists. Derived from numerous exclusive data entries sourced directly from enterprise project postings as well as those submitted by consulting agencies and private equity clientele, this year’s edition delivers an exhaustive analysis covering aspects such as talent expenses, employment patterns, and sought-after competencies within regions like APAC, MENA, and Africa.
 
 
 In its 2025 edition, for the first time, this publication incorporates perspectives from Australia and New Zealand (ANZ), thereby broadening its scope of global workforce intelligence.
 
 
 "The independent talent market in India is developing quickly, driven by increased globalization and rising demand for specialized knowledge. Conventional companies are transitioning from simple contract work towards a more organized and strategic approach to utilizing freelance experts, integrating these professionals deeply into key business projects. This change goes beyond mere adaptability—it’s about obtaining the necessary abilities precisely when needed to gain a competitive edge in an increasingly dynamic marketplace." — Azeem Zainulbhai, Managing Director for India & MENA at Outsized
 
 
 Why this is significant for business and HR executives
 
 
 The 2025 Talent-on-Demand Report acts as a guide for reshaping the workforce, helping leaders achieve this by:
 
 
 * Assess benchmark expenses for talent and streamline external recruitment budgets.
 
 
 * Recognize developing workforce trends throughout APAC, MENA, and Africa.
 
 
 * Obtain unique daily rate insights spanning a wide array of sectors and expertise levels.
 
 
 * Grasp how leading companies utilize freelance professionals to speed up their digital transition and stay ahead in the market.
 
 
 Find the complete document here
 
 
 To remain at the forefront of workforce developments requires up-to-date information and practical market analysis. The 2025 Talent-on-Demand Report from Outsized acts like a tactical guidebook for corporate executives, offering critical benchmarks compared to their industry counterparts. With this knowledge, decision-makers can swiftly detect evolving patterns in personnel needs, fine-tune recruitment expenditures, and develop flexible labor force plans. To keep pace with current trends, review the complete document.
 https://resources.outsized.com/talent-on-demand-report-2025
 .
 
 
 Access the report now
 
 
 Methodology
 
 
 The 2025 Talent-on-Demand Report draws upon exclusive research along with over ten thousand internal data points sourced directly from actual projects conducted via Outsized's platform.
 
 
 About Outsized
 
 
 Outsized operates as a talent-on-demand platform featuring over 45,000 highly skilled independent experts. This service allows major corporate entities, consultancy companies, and private equity organizations across Asia-Pacific, Africa, and the Middle East to adopt scalable flexible staffing solutions. To learn more, you can visit their website.
 www.outsized.com
 .
 
 
 Photo:
 https://mma.prnewswire.com/media/2641147/India_report_2025_Outsized.jpg
 
 
 (ADVERTORIAL DISCLOSURE: The aforementioned press release has been supplied by
 PRNewswire
 ANI will not bear any responsibility for the content thereof).
 
 
</div>
Provided by Syndigate Media Inc. (
Syndigate.info
).

Indian Firms Accelerate Growth by Hiring Independent Talents for $130-$400 Daily, Says 2025 Report

Unknown business, news, skills, technology, workforce

PRNewswire Mumbai (Maharashtra), [India], March 17: Businesses throughout India are progressively forming teams and enhancing their capacities by incorporating freelance experts from…

Hong Kong's Insatiable Demand for AI Talent: Over 2,000 Jobs Opened

Unknown artificial intelligence, business, jobs and careers, technology, workforce

Approximately 70 percent of the recruiters at the upcoming Cyberport Career Fair are seeking to employ AI professionals, according to the event organizer.

 Employers in Hong Kong aim to fill over 2,000 positions.
 artificial intelligence (AI)
 positions as the city strives to evolve into a center for innovation and tech.


 The open positions will be highlighted during the Cyberport Career Fair, scheduled for Friday and Saturday. Over 580 entities are set to participate, encompassing startups, technology businesses, governmental bodies, as well as corporations such as Hang Seng Bank and Centaline Property.


 Approximately 70 percent of recruiters plan to seek out AI professionals, with almost 60 percent of these roles focused on AI applications, according to Ricky Choi, who serves as the smart-living director at Cyberport.


 Are you looking for insights into the most significant issues and global developments? Find your answers here.
 SCMP Knowledge
 Our latest platform features handpicked content including explainers, FAQs, analyses, and infographics, all provided by our prestigious team.


 Previously, people may have believed that Hong Kong was mainly centered around finance," Choi stated. "However, we've observed a subtle change in this field recently, particularly this year, with 67 percent of employers now originating from the smart-living sector.


 He mentioned that smart living encompasses technologies related to the environment, retail, healthcare, robotics, the Internet of Things, and education.


 Choi noted that the education technology sector makes up 29 percent of the job opportunities, indicating the biggest proportion among various sectors.


 The demand for AI talent in Hong Kong remains substantial as the industry booms. One in three professionals in Hong Kong was considering switching to AI-related careers, according to digital job platform TechJobAsia.


 The platform stated that roles demanding AI expertise were offering salaries up to 24 percent higher compared to positions that did not require such skills. It also mentioned that the monthly wage for entry-level AI engineers varied between HK$24,000 (approximately US$3,088) and HK$31,000.

<div class="image-inline-container">
 <img data-document-id="cms/api/amp/image/AA1B2XXV" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1B2XXV.jpg"/>
</div>

 Perry Chan, CEO of DefyPay—a blockchain tech startup—and a participant at the career fair as a recruiter, mentioned that the innovative viewpoints of younger individuals might ignite creativity within AI and accelerate technological progress.


 "He mentioned that job seekers don’t require a particular educational qualification, and having no prior knowledge can also be fine. The crucial aspects are their capacity for critical thought and their willingness to adapt to novel situations.”


 Financial Secretary
 Paul Chan Mo-po
 vowed to turn AI advancement into a primary economic force during the announcement of austerity measures
 2025-26 budget
 last month.


 He mentioned that the government plans to allocate HK$1 billion for setting up a Hong Kong Artificial Intelligence Research and Development Institute, along with numerous other technological projects valued at several billion dollars.


 Among the primary focuses mentioned by Chan at the Technology for Change conference on Wednesday was talent. The other crucial aspects include supercomputing capabilities, algorithms, data, and capital.


 "Besides allocating additional resources for AI research, our focus is on fostering an innovation-friendly atmosphere that supports the experimentation and piloting of AI technologies," Chan stated.


 More Articles from SCMP


 China reveals a 30-measure plan aimed at boosting consumer spending.


 Many Hong Kong parents do not realize that constantly calling their child 'stupid' constitutes abuse, according to a survey.


 Hong Kong’s Sean Lau named best actor at Asian Film Awards for role in Papa


 Hong Kong has been encouraged to designate the Northern Metropolis as a 'special zone' to accelerate progress.


 The article initially appeared on the South China Morning Post (www.scmp.com), which is the premier source for news coverage of China and Asia.


 Copyright © 2025. South China Morning Post Publishers Ltd. All rights reserved.

Hong Kong's Insatiable Demand for AI Talent: Over 2,000 Jobs Opened

Unknown artificial intelligence, business, jobs and careers, technology, workforce

Approximately 70 percent of the recruiters at the upcoming Cyberport Career Fair are seeking to employ AI professionals, according to the event organizer. Employers in Hong Kong aim to fill over 2,00…

Why your Gen Z employees are unhappy—and what you can do about it

Unknown employees, employment, jobs and careers, workforce, young people

<img data-document-id="cms/api/amp/image/AA1A9FZh" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1A9FZh.jpg"/>

 Gen Z workers have been branded as demanding, unmotivated, and even
 entitled
 —a word that was used not too long ago to describe millennials. In an
 Intelligent.com survey last fall
 , 60% of employers said they had fired Gen Z workers not long after hiring them, and
 one in six managers
 said they were hesitant to hire recent college graduates.


 It’s no surprise that Gen Z continues to be misunderstood, or that older employees might rely on lazy tropes as they try to make sense of a new generation. While it’s true that Gen Z employees may have higher expectations for the workplace, that isn’t necessarily a bad thing—in fact, it may just be a necessary corrective in the face of questionable leadership.


 “What many have labeled ‘[quiet] quitting’ is actually a rational response to workplaces that lack fairness, structure, and alignment with employee values,” leadership strategist Jeff LeBlanc
 wrote recently
 . “Instead of writing off an entire generation, leaders should be asking:
 
 What are we doing wrong?”
 


 As baby boomers age out of the workforce, it’s imperative that employers
 find a way to better understand
 —and court—Gen Z employees, who will be a key part of the next generation of workers. So what can employers do to not just attract Gen Z workers, but make sure they stick around?

<h2 class="wp-block-heading" id="h-understand-how-gen-z-employees-are-different">
 Understand how Gen Z employees are different
</h2>

 Rather than typically dismissing the concerns of Gen Z or painting them as difficult to work with, companies and managers should consider why younger employees might differ from their older counterparts when it comes to their expectations of the workplace. “Gen Z grew up amid economic uncertainty, social justice movements, and an
 increasing focus on mental health
 ,” LeBlanc wrote. “They don’t just want jobs; they want workplaces that prioritize
 psychological safety
 , transparency, and fairness.”


 Research indicates that Gen Z is far more socially conscious than previous generations, and that these employees
 prize diversity, equity, and inclusion efforts
 and employee wellness. What older employees may perceive as being demanding is actually about advocating for themselves.


 This is also a generation of workers who grew up on the internet. “Gen Z is used to putting every thought out for others to like, dislike, and amplify,”
 wrote Amelia Dunlop
 , chief experience officer for Deloitte Digital. “When they show up at work, they expect their voice and opinions to be heard and taken into consideration.”

<h2 class="wp-block-heading" id="h-consider-the-impact-of-the-pandemic">
 Consider the impact of the pandemic
</h2>

 Gen Z has also come of age during a period of intense upheaval, changing their experiences—and perhaps expectations—of the workplace. Many of these young workers finished college or started working at the height of the pandemic, which meant they had to acclimate to professional life while working from home.


 While
 there are benefits
 to young workers being in an office setting, many of them are also seeking more flexibility and want the option of working remotely. “Flexibility in the workplace is not just a perk for Gen Z, it is a necessity,”
 wrote leadership expert
 Cheryl Fields Tyler. “Despite this, many organizations operate with the assumption that Gen Z employees need to work in traditional office settings to ‘earn the right’ to have flexibility.”

<h2 class="wp-block-heading" id="h-think-about-what-they-want-out-of-a-job">
 Think about what they want out of a job
</h2>

 Gen Z employees do tend to have higher expectations of their colleagues and managers. That can be a shift for older employees who might expect them to pay their dues or show more deference. Unlike previous generations, Gen Z may not be as satisfied with an “inspirational leader.” Instead, they prize qualities like psychological safety and fairness—which includes
 equitable pay
 and access to professional opportunities—as well as a high degree of transparency, according to LeBlanc.


 Gen Z also wants to find meaning in the work they do. That shouldn’t come as a surprise to managers who have already worked alongside millennials. That’s also why younger workers may expect their employers to not just engage with social issues, but also align with their own personal values. In fact,
 research shows
 that Gen Z employees are three times more likely to stay at a job if they believe in the mission.


 And while work-life balance is important to other generations as well, it’s a major priority for Gen Z. As Andrew Roth, who runs the Gen Z consulting firm dcdx,
 explained
 : “Quiet quitting or stronger pushes for work-life balance are not threats or insults to tradition, but merely calls for respect, protection of our health, and the desire for a more fulfilling life for a generation growing up in this always-online world.”


 In many ways, Gen Z is simply looking for qualities that all employees should hope to find in their workplace, including transparency, clear expectations, and equitable treatment. Companies that take their concerns seriously are likely to cultivate more loyal, committed employees—of any age.


 
 This post originally appeared at
 
 
 
 Subscribe to get the Fast Company newsletter:
 http:///newsletters

Why your Gen Z employees are unhappy—and what you can do about it

Unknown employees, employment, jobs and careers, workforce, young people

Gen Z workers have been branded as demanding, unmotivated, and even entitled —a word that was used not too long ago to describe millennials. In an Intelligent.com survey last fall , 60% of emplo…

Top 10 U.S. Cities Where Hard Work Pays Off: Map Unveiled

Unknown business, employment, work and pay, workers, workforce

<img data-document-id="cms/api/amp/video/AA1pzDt8" data-reference="video"/>

 A recent report from the personal finance site WalletHub has listed the ten most industrious cities in the United States.

<img data-document-id="cms/api/amp/image/AA1zKhE8" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1zKhE8.jpg"/>
<h2>
 
 Why It Matters
 
</h2>

 A robust sense of professionalism is profoundly ingrained in American society and serves as a key component of the American dream.


 According to WalletHub’s research, the typical American employee works for approximately 1,799 hours annually—a figure that surpasses Japan’s average by 188 hours, the UK’s by 275 hours, and Germany’s by 456 hours.

<h2>
 
 What To Know
 
</h2>

 To arrive at their conclusions, WalletHub analyzed 116 of the largest U.S. cities based on both "direct" and "indirect" employment-related criteria.


 Key job-related elements encompassed aspects such as typical weekly working hours, employment levels, the proportion of employees not utilizing their vacation days, and the percentage of homes without employed adults.


 The indirect elements encompassed the mean commuting duration, the proportion of individuals holding down more than one job, the total yearly volunteer hours per inhabitant, and the daily amount of free time utilized for relaxation.


 Every indicator was evaluated using a 100-point system, where a perfect score of 100 signified the "most diligent."


 WalletHub subsequently calculated a weighted average of all indicators for every city to determine an overall score, utilizing this score to establish the ranking of the cities within the sample.


 Leading the list as the "most hardworking" city in the U.S. is Anchorage, Alaska.


 The study stated that "Residents of Anchorage, AK, are considered the most industrious workers nationwide because it’s among just five states where individuals typically log over 40 hours weekly."


 The city boasted an impressively high employment rate of almost 97 percent, indicating that virtually all working-age residents have jobs.


 The report indicated that 7.6 percent of workers hold multiple jobs, placing them at the third-highest rate nationally. Additionally, people living in Anchorage reported having some of the lowest amounts of daily free time, with their city ranking as the eighth-least out of the 116 urban areas examined in the research.


 The runner-up position went to Washington, D.C.


 This was partially due to the fact that the country’s capital saw 64 percent of its workforce failing to use their allotted vacation days, according to the report. Furthermore, it was noted that people living in D.C. put in the fourth-largest amount of weekly working hours on average.


 Third place was occupied by Irving, Texas.


 The document indicated that it boasted the smallest percentage of homes without working adult inhabitants, standing at approximately 12 percent. Additionally, it was positioned as number six nationwide for average weekly work hours.


 The research indicated that it ranked third in terms of having the highest proportion of engaged staff members, referring to those employees who are "devotedly involved, passionate about, and dedicated to both their tasks and their place of employment."


 Among the top 10 cities nationally, Irving was joined by three others from Texas: Dallas, Austin, and Arlington.


 The leading ten cities were as follows:

<ol>
 <li>
 Anchorage, Alaska
 </li>
 <li>
 Washington, D.C.
 </li>
 <li>
 Irving, Texas
 </li>
 <li>
 Dallas, Texas
 </li>
 <li>
 Cheyenne, Wyoming
 </li>
 <li>
 Austin, Texas
 </li>
 <li>
 Denver, Colorado
 </li>
 <li>
 Virginia Beach, Virginia
 </li>
 <li>
 San Francisco, California
 </li>
 <li>
 Arlington, Texas
 </li>
</ol>
<h2>
 
 What People Are Saying
 
</h2>

 
 
 Chip Lupo, an analyst from WalletHub, informed
 
 
 :
 
 
 Anchorage climbed to the top spot as the hardest-working city mainly due to a significant increase in the Indirect Work Factors category.


 Last year, Anchorage jumped from 85th place in Indirect Work Factors to rank at number 15 nationally in 2025. These factors encompass elements like the mean commuting duration and the proportion of individuals holding down multiple jobs. Despite having an impressive 97% employment rate, Anchorage places third nationwide, with 7.6% of its workforce managing more than one occupation.


 Diligent effort forms the foundation of America’s economic system and stands as a significant factor behind the nation's prosperity, since individuals in the U.S. often put in more hours than those in numerous other industrialized nations.


 Although working extended hours, reducing time away from work, and taking on additional jobs can boost productivity, these practices may also adversely affect individuals' physical and mental well-being. It is crucial for people to determine how to balance this effectively.
 work hard without overworking
 ."

<h2>
 
 What Happens Next?
 
</h2>

 Each year, WalletHub publishes its report on the most industrious cities in the U.S.


 
 
 has previously mapped the
 hardest-working states in America
 .


 
 Updated as of February 25, 2025 at 11:59 a.m. ET: The article has been revised to include comments from Chip Luno.
 


 
 Have a tale we should look into? Any queries regarding this piece? Reach out.
 
 
 LiveNews@
 


 
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Top 10 U.S. Cities Where Hard Work Pays Off: Map Unveiled

Unknown business, employment, work and pay, workers, workforce

A recent report from the personal finance site WalletHub has listed the ten most industrious cities in the United States. Why It Matters A robust sense of professionalism is profoundly ingrai…

Gen Z Workers 'Task Masking' to Appear Ultra-Busy; Experts Sound the Alarm on Self-Sabotage

Unknown business, employees, productivity, technology, workforce

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<ul>
 <li>
 
 Managers desire employees to be present at work for increased efficiency.
 
 Therefore, Gen Z employees are utilizing the heightened emphasis on being present to "appear busier" than they actually are, but experts caution this might result in additional stress and burnout.
 </li>
</ul>

 Ever since
 Amazon’s major comeback to the workplace
 Following the mandate from late last year, an increasing number of employers are discontinuing remote work options and requiring more employees to report to physical offices.


 Despite facing
 desk shortages
 and
 counter petitions
 Across the board, bosses from employee ranks continue to assert that a greater physical presence correlates with heightened productivity. However, they might discover that the inverse is actually the case.


 That's because frustrated younger employees can now no longer afford to "
 loud quit
 and risk losing their jobs in the challenging job market instead, they're engaging in 'task masking'.


 In essence, these individuals are putting in additional effort just to appear as though they're diligently working when in reality, they aren’t really doing much. Scrolling through TikTok swiftly reveals an abundance of tips on appearing occupied at the workplace; strutting around briskly with a laptop wedged beneath your arm and clacking away loudly on the keyboard are among the favored methods.


 However, outside of social media, managers explain
 
 
 That it’s a trend they've been observing gradually integrate into their workforce. Here’s how task shielding truly affects productivity—and what this signifies for Generation Z employees.

<h2 class="wp-block-heading">
 Task masking can be attributed to micromanagement.
</h2>

 The careers platform, career.io, which introduced this concept, notes that task masking has risen alongside the increase in time employees spend at the office for an evident reason: "Organizations requiring staff to come back to physical offices are conveying the idea that being present equates to being productive," according to Amanda Augustine, a career coach affiliated with career.io.


 This trend showcases how young professionals feel that spending more hours at work or having direct presence doesn't equate to their productivity and influence.


 Fundamentally, the purpose of task masking is to demonstrate that appearing busy does not equate to being more productive.


 Numerous managers echoed to
 
 
 They have directly observed an increase in employees setting up unneeded meetings and intentionally stretching out straightforward tasks throughout their whole workday to seem constantly occupied.


 Yet, according to Jenni Field, who established and leads Redefining Communications, this isn’t anything unprecedented.


 Detachment and ineffectiveness can occur in any setting, be it an office environment or remote work," states the communication expert. "When individuals lack motivation, they simply won't put forth effort.


 For instance: An HR director mentioned this to
 
 
 an increase in the number of times employees at her company have downloaded mouse movement software—the digital version of pretending to be occupied with work.


 Field cites ambiguous expectations, excessive oversight, and poor communication as the primary culprits: "When an individual isn't achieving outcomes, the problem lies not with their location but rather with how they're being supervised."


 If individuals must come into the workplace, there needs to be a distinct objective aside from mere visibility, particularly when tasks can potentially be handled remotely," she notes. "Should this aim fail to materialize, staff members and management ought to collaborate in reshaping the concept of physical presence at work and tackle the underlying issues causing productivity loss due to non-essential activities.


 Victoria McLean, CEO and founder of the career consulting firm City CV, emphasizes that task masking ought to serve as a wakeup call for managers.


 If staff members find themselves having to fake productivity, the query shouldn't be 'Why aren't they exerting more effort?' Instead, it should be: 'Why do they believe their genuine contributions aren't appreciated?' If individuals are investing more energy in seeming busy rather than achieving actual outcomes, this often points towards problems with either trust or employee involvement.

<h2 class="wp-block-heading">
 Task masking could indicate something more malevolent.
</h2>

 Actually, task masking may not be as significant a hindrance to productivity as one might think. Ultimately, there is limited time spent merely scurrying about and making noisy keystrokes.


 Actually, numerous employees have been engaged in this practice for most of 2024—well before the trend was officially named. managers, did you catch onto it at all?


 According to a Workhuman study, thirty-six percent of employees claimed to have pretended to be productive during the previous summer. This was primarily due to their desire for improved work-life harmony. Additionally, approximately seventy percent stated that this behavior did not affect their performance, and close to half mentioned that they continue to consider themselves above-average performers.


 "This suggests that the main causes of 'task masking' might not stem from an unwillingness to perform tasks, but instead could arise from exhaustion associated with working in the office or lacking sufficient assignments to occupy their time during office hours," Augustine explains.


 Lee Broders, a life coach, business growth mentor, and serial entrepreneur, emphasizes that regardless of whether you're engaging in task masking due to burnout or distrust towards management, pretending to complete tasks might end up being counterproductive. This behavior can ultimately exacerbate stress and contribute to even greater levels of burnout among employees.


 "If you notice yourself engaging in task masking, pause and reflect: Is this because you're feeling unmotivated, disengaged, or frustrated with present regulations?" he counsels younger employees.


 Rather than expending effort just to appear occupied, Broders suggests that employees should discuss with their managers how they can enhance their workload or work schedule for better flexibility.


 He suggests prioritizing the establishment of objectives and promoting a more conducive atmosphere for productive work rather than concentrating on the outward appearance of labor.


 McLean suggests that employees who take masks are essentially "cheating" themselves.


 Building your career doesn't rely solely on how many hours you spend at your desk; instead, it depends on achieving results, cultivating strong relationships, and establishing a solid reputation. Should you find the time spent in the office unimportant, discuss this openly with your employer," she says further. "However, if the company prioritizes showing activity rather than genuine contributions, perhaps consider whether such an atmosphere will support your development.


 This tale was initially showcased on

Gen Z Workers 'Task Masking' to Appear Ultra-Busy; Experts Sound the Alarm on Self-Sabotage

Unknown business, employees, productivity, technology, workforce

Managers desire employees to be present at work for increased efficiency. Therefore, Gen Z employees are utilizing the heightened emphasis on being present to "appear busier" than they a…

フルタイム労働者の平均月給 33万円で過去最高を更新

Unknown economics, employees, work and pay, workers, workforce

フルタイム労働者の平均月給 33万円で過去最高を更新

Unknown economics, employees, work and pay, workers, workforce

フルタイムで働く労働者の平均月給が2024年は33万400円となり、前の年に続き過去最高となりました。厚生労働省の調査によりますと、2024年のフルタイムで働く労働者の月給の平均は、前の年から3.8％増え33万400円でした。前の年に続き、調査を開始した1976年以降、過去最高となりました。男女別では男性が36万3100円、女性が27万5300円で、男女間の格差は8万7800円と最…

Anger Mounts: Layoffs Spark a seismic Shift in Workplace Sentiment

Unknown business, employees, layoffs, news media, workforce

<img data-document-id="cms/api/amp/image/AA1B1zO1" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1B1zO1.jpg"/>

 Melanie Ehrenkranz is well acquainted with employment uncertainty. Over the past ten years in her career in media, she has witnessed numerous intelligent and talented acquaintances losing their positions during widespread cutbacks.


 In 2023, when this occurred, she had a revelation: Ehrenkranz resolved to develop a platform where individuals experiencing job losses could share their experiences and insights.
 thorny parts
 Of receiving the news—the humiliation of being dismissed via video call, deciding whom to tell first, engaging in workplace rumors with former colleagues, and naming their support group chat.


 To put it differently, everything you wish to share but cannot publish on LinkedIn.


 By August 2024, Ehrenkranz initiated
 Laid Off
 , a Substack newsletter designed to be “the most awesome spot online for discussing getting fired.” She manages this newsletter alongside her role as the head of content and community at Business Class, where they create online courses for entrepreneurs.


 Laid Off readers, who now number over 6,000 and counting, receive weekly features highlighting individuals' layoff experiences and their coping strategies.


 "I wish I had this," remarks Ehrenkranz, who is 35 years old, to Make It.

<h4>
 I don't wish for this to come across as gloomy or dismal.
</h4>

 The majority of the "Laid Off" readers are employed in technology, with those from news and media coming second. They are followed by individuals in healthcare, advertising, and finally, retail.


 Most people talk about getting laid off in 2024 – from their homes throughZoom, during a group video conference call.
 via an email
 Many people who participated in Ehrenkranz's latest survey mentioned that becoming part of the Laid Off community provided them with a therapeutic and somewhat enjoyable space where they could collectively contemplate their experiences.


 “I don’t want this to come across as depressing or gloomy,” Ehrenkranz states. “Clearly, it’s a deeply disheartening and traumatizing experience, but I believe we have the potential to build a lively, therapeutic community.”


 Reframing the perspective on layoffs and removing the personal blame and shame commonly associated with them can make the situation seem less lonely and stigmatized, according to Ehrenkranz.


 She wishes for her audience to notice how "all these incredibly intelligent, awesome, accomplished individuals" share their experiences using their very own voices. "Each one of us is simply trying our hardest. Some may have reached the pinnacle of success. Others have faced layoffs. This can help recalibrate your thinking if you find yourself asking: Why me? What did I do wrong to end up like this? The truth is, you didn’t do anything wrong."


 Laid Off’s paying members ($5 monthly fee) gain entry into a Discord channel with more than 700 participants. This group shares both tales of job loss hardships and advice for coping with today's employment challenges.
 challenging job market
 .

<h4>
 Shame is being replaced by 'righteous anger.'
</h4>

 The discussions indicate a change in the landscape of layoffs. During the initial stages of the pandemic, many individuals began to separate their sense of self-worth from losing their jobs, and this trend continued into the period following the Great Resignation.
 job cuts
 paved the way for a new epoch
 vulnerability in LinkedIn posts
 , the chatter around
 losing your job
 These days feel a bit more adversarial.


 As Ehrenkranz states, "Many individuals seem to be experiencing anger."


 It’s nearly impossible to browse LinkedIn without encountering someone you know announcing their layoff," Ehrenkranz points out. "The constant exposure to these narratives, visuals, and 'Open to Work' signs can gradually diminish that sense of embarrassment. Beneath that feeling of shame, however, lies a profound resentment.


 The growing frustration is occurring alongside corporations such as
 Meta
 and
 Microsoft
 indicating they're letting employees go
 due to poor performance
 Meanwhile, tens of thousands of
 public servants
 have been let go, often citing poor performance reviews, as the Trump administration moves to
 slash the size
 of the federal workforce.


 However, those who got the pink slips
 aren't going quietly
 , and sometimes openly contest the assessments of their efforts.


 Posts filled with anger aren't primarily focused on the chaos caused by widespread layoffs; instead, they're more directed towards "the executives who chose to undervalue work that employees felt mattered deeply, or the choices these executives made which placed the company in a vulnerable position, ultimately resulting in job losses for many, yet sparing those at the higher levels from similar consequences."


 Moreover, Ehrenkranz states, "People are deeply frustrated with the systems designed to safeguard them when they're unemployed. Healthcare is a major topic, closely linked to employment here, and many individuals are distressed about losing access to care for themselves and their loved ones."

<h4>
 People are figuring out what comes next after a layoff
</h4>

 Ongoing layoffs are unsettling both job seekers and employees holding onto their positions. U.S. employers have reported up to
 172,017 job cuts
 In February, as reported by Challenger, Gray & Christmas, this was the highest monthly figure since July 2020.


 And with economists reviving
 fears of a recession
 , the competition during the job search might become even more intense.


 "When you're competing with so many others who have been laid off for the same position, it makes you wonder if the conventional narratives about achieving success through hard work are really accurate," Ehrenkranz states.


 Ehrenkranz suggests that job loss might prompt certain individuals to reassess their definition of success, potentially indicating a shift in priorities or values.
 changing careers
 or venturing out independently to launch a new enterprise.


 In the Laid Off group, she has noticed an increase in individuals seeking advice on transitioning to a different profession, undertaking additional freelance work, and taking up part-time positions.
 monetize side hustles
 Or begin something entirely fresh.


 She notes that many people exhibit an entrepreneurial drive following these layoffs, spurred either by necessity or innovative thinking. The primary motivation remains the need to cover expenses.


 
 
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Anger Mounts: Layoffs Spark a seismic Shift in Workplace Sentiment

Unknown business, employees, layoffs, news media, workforce

Melanie Ehrenkranz is well acquainted with employment uncertainty. Over the past ten years in her career in media, she has witnessed numerous intelligent and talented acquaintances losing their posi…

Why 42% of Workers Would Say 'No' to a Promotion: The Surprising Truth Behind Career Aspirations

Unknown business, job, jobs and careers, work and pay, workforce

<img data-document-id="cms/api/amp/image/AA1vG4ep" data-reference="image" src="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1vG4ep.jpg"/>

 Broadly speaking, the typical narrative from corporate America suggests this progression: Begin at an entry-level position, put in significant effort over time, and achieve several promotions leading up to a high-ranking managerial role. Each promotion brings increased compensation, enhanced perks, and greater authority — ideally making your efforts feel well justified.


 However, in recent times, the appeal of advancing within one’s career has diminished; not only have promotions become more difficult to secure, but individuals are also openly declining them.


 The job market has slowed down in recent years, along with the chances for individuals to advance their careers. Out of approximately 68 million white-collar employees, only 1.3 percent received promotions during the initial quarter of 2024, data shows.
 According to Bloomberg reports referencing ADP data,
 That's the lowest rate recorded during any first quarter over the past five years, which is worrying considering January is typically one of the major months for promotions.


 This can significantly affect employees' satisfaction levels at work. According to an October poll involving over 5,200 participants, approximately 38% of workers expressed dissatisfaction regarding promotion prospects, whereas only around 26% reported being content with these opportunities.
 Pew Research Center
 .


 However, despite being given an opportunity for advancement, many employees might decline: 42% of American workers stated they would reject a promotion as they are content with their present role, surveys reveal.
 data from Randstad
 , the HR firm.


 Why then aren’t individuals joyfully embracing the opportunity for advancement? According to experts and employees, several elements could be contributing to this situation:

<h4>
 Individuals are already experiencing being overwhelmed with work and inadequately compensated.
</h4>

 Many individuals already perceive themselves as performing tasks typically associated with a higher position than their current job titles indicate. However, they aren’t receiving additional compensation for this extra work.


 The majority of employees, specifically 76%, report that they are currently doing so.
 more than what's expected
 According to Pew data, some of them experience this at their workplace.


 Meanwhile, 29% say they're unhappy with their salary, according to Pew, with many citing concerns that their pay
 hasn't kept pace
 Given the rising costs of daily expenses, they find themselves earning insufficient amounts to cover all their bills, and simultaneously, they are receiving lower wages compared to another employee doing equivalent tasks.


 Exactly what prompted Sherrika Sanders, who is 44 years old from Atlanta, to turn down an initial promotion within her organization a few years back was precisely this factor.


 Initially, Sanders was presented with an opportunity to be promoted from accounting manager to assistant controller. However, the issue was that she was already performing the responsibilities of the more senior position. Additionally, based on market values, she was aware that she was being compensated below what would be fair for her current workload.

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 "Ninety percent of the time, prior to receiving a promotion from your current employer, you have likely begun performing those duties," according to Sanders.


 In her view, the increase in salary from the new promotion wasn't enough to compensate for the extra responsibilities she would have to take on.


 She spoke with the company's vice president and presented her case — even going so far as to pull out a "
 kudos folder
 of her recognized achievements and commendations, along with how she surpassed project timelines and milestones.


 Sanders mentions that having the option to turn down the offer was significant: That same day, the VP increased the compensation, leading Sanders to accept it.

<h4>
 The stress levels at work are increasing.
</h4>

 A lot of businesses have experienced swift changes since 2020, involving significant staff turnovers and extensive recruitment drives, shifting to remote and blended working environments, reshaping their team structures, augmenting job duties, and grappling with financial constraints. This has made the role of managers even more challenging as they navigate these transitions.


 Seventy-three percent of employees report that their organization has undergone significant disruption in the past year, a trend linked to increased instances of burnout, as indicated by the study.
 recent report from Gallup
 .


 The last two years of cost-cutting means that "middle-managers and front-line managers have been disproportionately affected," says Daniel Zhao, lead economist at Glassdoor. Laying off middle managers leaves more work for the ones who remain, with higher expectations with fewer resources to boot.


 The accumulating pressure from management responsibilities might adversely impact newer employees; a recent survey revealed that 52% of Generation Z workers expressed no desire to take on managerial roles.
 from Robert Walters
 , a recruiting firm.

<h4>
 Promotions may divert you from your intended career path.
</h4>

 Budget reductions and organizational reshuffling might result in the new position your supervisor intends to advance you to looking nothing like what you're truly interested in pursuing.


 Executives often reject promotions when they feel the opportunities do not match their professional paths, according to Debra Boggs, who founded and runs D&S Executive Career Management, an executive recruitment company. She explains that taking up positions distant from one’s core skills or long-term career objectives might hinder progress toward future aspirations. Reverting to previous roles afterward becomes challenging due to lost momentum.


 Sanders, the accountant, also declined a promotion for similar reasons.


 During the summertime in 2017, she managed the accounting department for the U.S. and Canadian divisions at a telecommunications firm. She then received an offer to take on a more extensive responsibility, leading a bigger group.


 Nevertheless, seizing the chance would take her away from the duties she was involved in.
 more passionate about
 : revolutionizing accounting procedures and strengthening her compact team.


 Therefore, she gracefully turned down the proposal yet indicated her dedication to advancing within her present position. Her efforts were geared towards enhancing her skills in accounting, allocating resources for her team’s professional development, and also embracing fresh chances to speak and teach.


 Sanders, who currently manages her own business, continues to lead in this field.
 consulting firm
 For accounting professionals and teams, she believes the experience demonstrated that career advancement doesn’t solely involve climbing “up.” Instead, she found success by progressing in a way that was more closely aligned with her passions and skills.

<h4>
 Not everybody aspires to become a manager at present.
</h4>

 It's crucial to keep in mind that not everybody aims to climb the career ladder or
 becoming a manager
 .


 Zhao from Glassdoor remarks, “A lot of individuals might test it out only to conclude it’s not their cup of tea. Conversely, some folks choose not to even attempt it since they’re aware it doesn’t align with their interests.”


 According to Sherri Carpineto, 48, a career coach and senior director of operations at a healthcare firm based in Boston, it can be beneficial to openly discuss your professional objectives with your supervisor in such situations.


 She suggests that perhaps you might be interested in taking on additional responsibilities or exploring new projects to keep challenging yourself," she states. "However, it’s perfectly fine to simply complete your daily tasks, return home each evening, and receive your salary without aspiring to climb higher up the career ladder.


 Her point is that your choice not to advance professionally at this time doesn’t need to be permanent, she says.


 Once, Carpineto remained with an organization for 15 years despite receiving multiple job offers from external firms that offered more prestigious positions and better compensation. Even so, within her current company, she did receive periodic salary increases along with advancements in her role.


 She explains, “I made this choice due to having young children. Additionally, my mother was quite unwell during that period.” She continues, “Thus, I felt content staying put, leading a team, and embracing certain responsibilities without departing from the firm or aiming for a vice presidency.”


 When all is said and done, she remarks, “Declining an advancement today since you’re taking care of someone, relocating to another part of the country, getting married, or simply feeling unprepared for it, does not imply that you won’t be able to pursue it at some point in the future.”


 
 
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 To discover popular methods for generating passive income, advice on beginning your journey, and true accounts of people who have succeeded.
 


 
 Sign up for
 
 
 Make It's newsletter
 
 
 To acquire advice and strategies for achieving success at your job, managing finances, and navigating everyday life.

Why 42% of Workers Would Say 'No' to a Promotion: The Surprising Truth Behind Career Aspirations

Unknown business, job, jobs and careers, work and pay, workforce

Broadly speaking, the typical narrative from corporate America suggests this progression: Begin at an entry-level position, put in significant effort over time, and achieve several promotions leadin…