A consultant has gone viral on TikTok promoting a networking trick she calls ‘corporate flirting’ to get ahead at work
The concept of “corporate flirting,” a viral term popularized on platforms like TikTok, is often misunderstood. Contrary to its seemingly flirtatious connotation, it essentially refers to the age-old practice of being courteous and personable in professional settings. This term has gained traction not because it introduces a new concept but because it repackages basic social etiquette in a catchy, digital-age-friendly manner. It emphasizes how social media can reinvent commonplace encounters, giving them a fresh and captivating appearance.
On the other hand, there is a separate, though equally significant, phenomenon occurring on social media platforms, particularly in the context of economic discourse. Social media, with its tendency to amplify sensational narratives, often distorts the public’s perception of economic realities. For instance, despite positive economic indicators, a narrative of economic frustration and despair tends to dominate on TikTok. This is indicative of the broader issue of perception versus reality in the digital age, where quick-paced and sensationalist content overshadows more nuanced, data-driven narratives.
In workplaces, especially among younger generations like Gen Z, there is a notable blending of personal and professional domains. This younger demographic, raised in the digital era, navigates corporate environments with a different set of social tools and expectations. This merging can foster innovative forms of teamwork and creativity. It does, however, come with risks, like the possibility of misunderstandings and miscommunications that could result in a hostile work environment.
I’ve had a lot of reporters reaching out to me lately asking me essentially, “What is wrong with Gen Z.”
The trend of “corporate flirting” goes beyond being a mere networking strategy, it reflects deeper cultural and ethical considerations in modern workplaces. It challenges traditional notions of professionalism and prompts a reevaluation of what constitutes appropriate behavior in professional settings. While it aims to inject charm and intimacy into professional relationships, it also risks trivializing genuine conversations and blurring the lines of acceptable conduct.
In short, the rise of “corporate flirting” and the perception vs. reality debate on platforms like TikTok offer insights into the evolving nature of workplace culture and communication.
As the workplace continues to evolve with technological and generational shifts, fostering an environment where authentic connections are valued and professional interactions are respectful and genuine becomes crucial. Organizations need to understand and navigate these dynamics to establish a positive and productive work culture in the digital age.
Here’s my advice in a nutshell:
- Younger generations. Be aware that perception is reality. It may be unfair stereotypes but how the older people at work perceive you will have a significant impact on your career. If you want to get ahead, act right or opt out.
- Older generations. Be better than unconscious bias that oversimplifies people into generational labels. That requires internal work but it pays off.
Elsewhere In Culture
This article by Mark C. Perna on pre-skilling vs. reskilling offers a fresh perspective on talent development and its implications for company culture. Pre-skilling, which emphasizes equipping individuals with foundational soft skills such as critical thinking, creativity, and emotional intelligence before they are needed, signifies a proactive approach to workforce development. Unlike traditional methods focused on reskilling or upskilling in response to market demands, pre-skilling prepares employees in advance for future challenges. This strategy aligns with the principles of a learning culture where adaptability and continuous development are key.
Incorporating pre-skilling into company culture can lead to a more resilient and agile workforce, capable of navigating the complexities of a dynamic business environment. This focus on future-proofing employees not only fills immediate skill gaps but also ensures long-term alignment with organizational goals. In addition, companies can promote an innovative and continuous improvement culture by appreciating the ability of potential employees to learn and develop. Ultimately, pre-skilling is not just a talent development strategy but a cultural shift towards nurturing a workforce that is prepared, adaptable, and aligned with the evolving needs of the business landscape.
Costco’s response to the unionization of their workers in Norfolk, Virginia, led by former CEO Craig Jelinek and current CEO Ron Vachris, marks a significant departure from the usual corporate playbook in handling union movements. Their memo expressing disappointment not in the employees but in themselves as leaders is a rare admission of management’s role in failing to meet employee needs. This approach aligns with advanced perspectives on company culture, where employee satisfaction and empowerment are paramount. Costco’s acknowledgment of their shortcomings and their willingness to view unionization as a reflection of their management rather than worker disloyalty suggests a company culture deeply invested in the welfare of its employees. This approach, emphasizing introspection and responsibility at the leadership level, could be a powerful model for other companies in fostering a positive and responsive work environment.
The contrast between Costco’s approach and that of other companies, like Starbucks and Amazon, who have resisted union efforts, is stark. Costco’s strategy of embracing and learning from unionization reflects a progressive understanding of company culture. It shows a recognition that empowering workers, even in the form of unionization, can be a catalyst for positive change and organizational improvement. This situation at Costco could potentially signal a shift in how companies perceive and interact with unions, viewing them not as adversaries but as partners in improving working conditions and, by extension, the overall health of the company. Such a shift could lead to more sustainable and mutually beneficial relationships between management and employees, setting a new standard for company culture in the modern workplace.
𝗧𝗵𝗲 𝗰𝗼𝘂𝗻𝘁𝗱𝗼𝘄𝗻 𝗶𝘀 𝗼𝗻! 𝗜’𝗺 𝘀𝗼 𝗲𝘅𝗰𝗶𝘁𝗲𝗱 𝘁𝗼 𝗯𝗲 𝗿𝗲𝗹𝗲𝗮𝘀𝗶𝗻𝗴 𝗺𝘆 𝗻𝗲𝘄 𝘃𝗶𝗱𝗲𝗼 𝗽𝗼𝗱𝗰𝗮𝘀𝘁 “𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀” 𝗶𝗻 less than 𝗼𝗻𝗲 𝘄𝗲𝗲𝗸!
Over the last few months, I’ve had some of the most powerful conversations of my life with incredible leaders of organizations and movements like Jesper Brodin from IKEA, Miki Agrawal from TUSHY, Kelly Ann Dohertyfrom Mr. Cooper Group, Darren Darnborough from WeAudition, Ryan Leak, and more.
Be sure to subscribe on my website to get on the list for when the episodes go live – we’ll have several episodes ready to listen to on launch day.
Subscribe here at jessicakriegel.com!