Wendy Fong, founder of Chief Gigs and talent expert, helps clients elevate leaders and align strategy to unlock their full potential.
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It’s cliché to start articles with definitions, but I believe it’s necessary in this case. If you are reading this article, it’s likely that you grew up with the culture of “paying your dues” in organizations. As it relates to work, it means:
“to earn certain rights, privileges, etc., as by having suffered in struggle” (Collins Dictionary)
“to do something that you do not enjoy in order to have something that you want, or because you feel it is your duty” (Cambridge dictionary)
Meanwhile, ChatGPT says that paying your dues means “putting in the time, effort, and often, the less glamorous work required to gain experience, expertise, and respect within a particular industry or profession. It can involve starting at the bottom of the career ladder, taking on tasks or roles that may not be ideal but are necessary for learning and advancement, and proving oneself through dedication and hard work.”
These definitions aren’t only accurate; the hierarchical culture they describe is pervasive in today’s workplace. It is human nature for leaders to maintain tradition and expect those they lead to walk in their footsteps. But considering that the organizational chart first appeared in the 1800s, with few improvements since, it’s time to explore how businesses can adapt.
What Dues Are We Asking Younger Coworkers To Pay?
I often hear leaders complain that Millennials and Gen-Zs aren’t willing to pay their dues. Specifically, they aren’t interested in climbing the corporate ladder the way it’s currently built. I think it’s more accurate to say that the older generations have a higher tolerance for “dues” because the world was simply different when they began their careers.
Let’s take a look at some of the most common “dues”:
1. Toxic Work Environments
Millennials and Gen-Zs value mental health and well-being more than previous generations. Practices such as low pay, long hours, unethical business practices, bureaucracy and an overall unsupportive work culture are out.
2. Lack Of Pay, Tools And Training
I’ve witnessed many younger high performers decline promotions to prioritize work-life balance and other meaningful experiences. Seeing their senior coworkers struggling with increased stress is hardly a good advertisement for advancement.
3. Lack Of Inclusion And Transparency
Opportunities for personal and professional growth are welcomed by anyone, but in my experience, they’re especially important to Millennials and Gen-Zs. If you’ve been in the workforce for longer than 10 years, it’s likely you’ve seen bonus structures that are entirely discretionary, or unfair advancement practices. Younger generations won’t put up with these.
Who Benefits From Dues-Paying?
Organizations are slow to change, and many in leadership don’t realize they are part of the problem. For example, when we discuss the reasons behind the lack of high-ranking female leaders, we often hear from the few who did make it, “Well, it’s not because it’s not possible—I’m here!” Many clients I work with still have this mentality ingrained.
We seem to be at an impasse, which begs the question: Who benefits from these dues, and why are they still being charged? While I believe the concept of “paying your dues” is outdated, the primary problem is that we don’t have the answer on what the future of work looks like.
Questions To Answer
If you want change, here are some questions you can start solving within your organization.
1. How can we offer authentic, meaningful experiences where employees can feel fulfilled?
2. What does promoting growth through skill development and mentorship (without breaking the bank) look like?
3. Can we get clearer on pathways for career progression?
4. How can we increase our flexibility so entrepreneurs and freelancers can demonstrate their skills and contribute meaningfully without necessarily following a linear “employed” trajectory?
Stay tuned, as I plan to explore these questions in future articles.
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