I mean, it’s Fast Company, not The Journal of Applied Psychology. The author—who, if you follow the link to her other articles, is more than capable of writing “correct” prose—has chosen to write this piece in the colloquial register of her TikTok-ing subjects, perhaps with a wink to the rest of us.
No disrespect, but your re-write is the kind of prose I might expect from an AI.
I asked Claude to re-write the article in a style appropriate to a respected newspaper or magazine. Here is what Claude suggested:
Here’s a revised version in neutral journalistic style:
Work-Related Stress Drives Employee “Burnout” Behaviors
Workplace stress continues to increase, with employees expressing frustration through behaviors that Generation Z has termed “crashing out” — responses ranging from visible emotional outbursts to internal feelings of being overwhelmed. These reactions can manifest as workplace confrontations, crying at work stations, or private moments of distress.
The term has gained traction on social media platforms like TikTok, where users document stress responses to both significant and minor workplace issues. While often presented in a humorous context online, the underlying work-related pressures represent genuine concerns supported by recent research.
According to Owl Lab’s 2024 State of Hybrid Work Report, which surveyed 2,000 full-time employees, 43% of workers report increased work stress within the past year. Additionally, 89% indicate no improvement in work-related stress compared to the previous year.
Primary Sources of Workplace Stress
Compensation Concerns
Twenty-two percent of workers report feeling inadequately compensated, according to the study. This has led to increased “polyworking,” with 22% of employees maintaining additional employment beyond their full-time positions. The trend is more pronounced among managers, with 32% holding secondary jobs. The report indicates managers experience stress levels 55% higher than non-management employees.
Remote Work Flexibility
Employee preferences for remote work stem partly from perceived inefficiency of office requirements. Half of surveyed workers believe mandatory office attendance serves only to “fill a seat” rather than accomplish necessary tasks.
Remote work offers practical benefits: 84% of workers report improved meal options when working from home, while hybrid workers spend an average of $61 more on workdays requiring office attendance compared to home-based work days.
The importance of flexible arrangements is reflected in employee retention concerns, with 41% indicating they would seek new employment if hybrid work options were eliminated.
Workplace Political Climate
Political differences among colleagues contribute to office avoidance, with 45% of U.S. workers citing colleagues’ political views as a factor in preferring remote work.
Generational differences appear in responses to workplace dissatisfaction. While older employees less frequently share grievances publicly, 34% of all workers have posted negative content about their employers online. This figure rises to 48% among Generation Z employees.
Research Considerations
Further investigation might examine long-term impacts of increased workplace stress, effectiveness of various stress-reduction interventions, and correlations between remote work policies and employee retention rates across different industries and organizational structures.
It’s clear, it’s fine—but it isn’t as much fun.
