Tired of being micromanaged, overlooked, and underpaid, Gen Z isn’t just venting to HR or their therapist anymore. Instead, they’re fighting back—with a toolkit of sarcastic, sly, and sometimes slightly unhinged coping strategies that are taking over TikTok.
From malicious compliance to revenge quitting, many young workers are ditching the traditional playbook for dealing with bad jobs. Their reason? They feel stuck. With sky-high living costs, low job security, and a shaky labor market, quitting on a whim isn’t always possible. But that doesn’t mean they’re staying silent.
“I’m not talking about ‘set boundaries’ or ‘document everything,’” wrote TikTok creator @lifeandworkbutbetter in a viral video asking users to share their most unhinged workplace survival hacks. “I mean the most borderline unethical thing you’ve ever done to keep your sanity.” The video has racked up over 6 million views—and the comments are basically a Gen Z field guide to toxic job survival.
Malicious Compliance: A Favorite Workplace Weapon
Top of the list? Malicious compliance—doing exactly what’s asked of you, even when it’s inefficient or absurd, as a form of silent protest.
“Once my job made us do productivity timesheets and we all agreed to be maliciously compliant,” one commenter shared. “People were writing stuff like ‘8:01, hang up jacket. 8:05, took a tampon out.’”
Another added, “[I] do EXACTLY what my boss tells me. Word for word. If it wasn’t spelled out, it isn’t getting done.”
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More Hacks from the Gen Z Playbook
Malicious compliance is just the start. Other trending tricks include:
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The "Let Them" theory by Mel Robbins (let people do whatever they want—you’re not responsible for their behavior).
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The Gray Rock Method (be as dull and disengaged as possible to avoid drawing attention).
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Copying fake lawyers into tense email threads with clients.
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Mentally reimagining work as a comedy. “I pretend we’re in The Office and I’m the sane character staring into the camera,” one TikToker joked.
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Spreading disinformation about yourself to see who’s gossiping. “I told different versions of the same story to coworkers, and when it came back to me, I knew who was talking behind my back,” one user confessed.
And for some, it’s not about subtle protest at all—it’s about going out with a bang. Enter: revenge quitting.
A Generational Breaking Point
These tactics reflect something bigger: widespread burnout and disillusionment. Gen Z came of age during a pandemic, started their careers in a chaotic job market, and now face sky-high rent, crushing student debt, and few solid job prospects. So when a workplace turns toxic, many feel their only option is to protect their peace—by any means necessary.
“I don’t need to climb the corporate ladder if it’s rotting from the inside,” seems to be the prevailing vibe.
Employers are feeling the consequences. A recent survey found that nearly 60% of Gen Z workers view their current job as a “situationship”—something temporary they were never planning to commit to. Among those planning to leave, nearly half expect to quit within a year, and a quarter say they’re ready to walk out at any moment.
But Is the Backlash Hurting Their Future?
Some experts are warning that these coping strategies—while relatable—may come at a cost. Ben Granger, a workplace psychologist at Qualtrics, says tactics like public retaliation or passive-aggressive behavior can backfire, especially when hiring managers assume bad behavior is a personality flaw rather than a response to a toxic environment.
“It’s called the fundamental attribution error,” Granger explains. “People tend to assume your actions reflect who you are, not what you’re dealing with.”
Translation: If a future employer sees your viral rant about malicious compliance or your dramatic exit, they might pass on you—without understanding what you were up against.
That’s why Granger suggests a different approach: be clear about expectations from the beginning, and try to find the most productive response when faced with challenges. “Yes, your job might be frustrating. But is your reaction going to help—or hurt you down the line?” he says.
And a reminder for job seekers: “They’re not just interviewing you—you’re interviewing them,” Granger adds. “Make sure they’re offering what you need, too.”