Why So Many People No Longer Want to Work Themselves Into the Ground for Someone Else

Lately, I keep seeing the same theme appear in different places. On TikTok, in articles and in conversations with friends. People are openly saying they no longer want to work themselves into exhaustion just to make someone else rich. The message is not angry, it’s tired, it’s reflective and it seems that it’s questioning something that used to feel untouchable or at least something we shouldn’t be talking about.

The New York Times recently published an article about workers reconsidering ambition and redefining what a meaningful career looks like. The Guardian covered a similar shift, focusing on people who want more control over their schedule and their wellbeing. And on TikTok, creators talk openly about their desire to step away from corporate environments and build something of their own. I have seen hundreds of videos with people asking why they should keep pushing for promotions that only bring more stress and less time for the life they want.

At first, I thought this was simply a trend, especially influenced by the post-covid era and the mass return-to-office policies, but it keeps coming back in different forms. It feels more like a collective shift in how people understand work and value. And because I have a high interest in people, especially in a work context, I’ve spent time reflecting this shift and why it’s happening.

First, I’m sure that part of it is exhaustion. Corporate structures were built for a world that rewarded stamina, conformity, and constant availability. Many people are no longer willing to operate that way. They want to work, they want to succeed and have impact, but not at any cost. They want a life that feels balanced, sustainable, and meaningful. And more and more people want rest without guilt.

For neurodivergent people, this shift feels even more relevant. Many of us have built careers in systems that do not match how our brains work. We mask, we adapt, we perform until we burn out. We spend enormous energy trying to fit an ideal that was never designed with us in mind. The idea of building something on our own terms is not about rebellion, it’s about self preservation.

But this movement is not only about neurodivergence. People across all backgrounds are questioning the same thing. They want to know what they gain from giving their best years to a structure that may not always give much back. I can see more and more people wanting more freedom. They want work that aligns with their values and they want to feel human, not replaceable.

There is also a growing desire for autonomy. People are realizing they can create a different kind of life by working for themselves. Freelancing, consulting, starting small businesses, creating digital products, offering coaching or specialized skills. It is not easy to leave corporate life, but more people are willing to try. They want to choose their clients, control their pace, design their schedule, and decide how much of themselves they give away.

When I listen to these conversations, I can see that people are reconsidering what success can look like. That success can be to have a full life and not just a full calendar.

I also think people are more aware of their mental health. Burnout is no longer a badge of honor. Anxiety and overwhelm are no longer things people hide while pretending everything is fine. When you start valuing your wellbeing, you naturally question the systems that keep demanding more and more without noticing the cost.

I do not think everyone will leave corporate life, I for one continue to work in a large corporations. Many people enjoy it or find stability and purpose in it. But I do believe more people are giving themselves permission to imagine something different. Something healthier. Something that honors who they are.

I also find myself wondering what this shift means for corporations. If more people want autonomy, balance, and a healthier relationship with work, companies will have to rethink how they attract and retain employees. Flexible hours, humane workloads, and genuine psychological safety cannot be treated as perks anymore. They will need to become the norm. People want leaders who understand boundaries and cultures that do not celebrate burnout. They want roles that allow them to contribute without losing themselves in the process. If organizations do not adapt, they may find themselves with jobs that look impressive on paper but remain unfilled because the human cost is too high. The companies that will thrive in the future are the ones that recognize this shift early and respond with sincerity, not slogans.

If you are feeling this shift too, let me know. I’d love to hear your thoughts on this topic.