Workers once had the upper hand in the job market, but 2025 has seen the start of the “Big Boss” era.
The Great Resignation, a surge in union activity, and trends like quiet quitting defined a period of worker empowerment.
But that era appears to be over.
Research from Axios shows a cooling labor market and a pro-management White House are shifting power back to executives.
Employees are facing stricter policies, less flexibility, and a push to return to the office.
What’s Changing?
What’s Out:
- Work-life balance
- Unions and collective bargaining
- Diversity and inclusion initiatives
What’s In:
- Mandatory office attendance
- Firings for employees who push back
- Long work hours as a standard
Labor economist Aaron Sojourner of the W.E. Upjohn Institute describes the current administration as “a boss’s administration.”
With a president known for his business background and a CEO like Elon Musk influencing policies, workplace culture is taking a sharp turn toward employer dominance.
The Role of Musk and Trump
President Donald Trump built his brand on business efficiency, famously coining the phrase “You’re fired!” on The Apprentice.
His administration’s policies have reflected that approach, particularly in dealing with the federal workforce.
Meanwhile, Musk has advocated for extreme work expectations, favoring 80-hour workweeks and implementing tough workplace tactics.
His influence is being felt in government, where remote workers face skepticism.
Sojourner said:
“You have the wealthiest man in the world, who is the CEO of multiple companies, taking a really strong hand in federal policy.”
Federal Workers Under Scrutiny
The White House and Musk have criticized federal employees, especially those who worked remotely.
There have been claims—disputed by workers—that some were holding multiple jobs or not working at all.
Trump has not been shy about workforce reductions, saying in January, “Everybody’s replaceable.”
His administration has overseen large-scale cuts, with officials arguing that those laid off were unnecessary to government operations.
White House Response
A White House spokesperson defended the administration’s stance:
“President Trump is an accomplished business tycoon who spent decades building efficient and successful companies. He knows that the real boss is the American taxpayer and will continue to demand the high level of dedication and excellence from all government employees that the American people deserve.”
Conflicting Signals on Labor Policy
Despite the anti-worker sentiment in some areas, Trump has made appeals to union workers, appointing a pro-union Labor Secretary and promising better-paying manufacturing jobs through tariffs.
However, labor rights have also taken a hit. Trump’s firing of a National Labor Relations Board (NLRB) commissioner left the board unable to resolve labor disputes. A judge ruled last week that one commissioner was fired illegally and must be reinstated.
The Return of Extreme Work Culture
Experts believe this shift is about more than just employer power—it’s about workplace culture.
Companies in industries like tech and finance are reviving an environment of grueling overwork.
In a leaked memo, Google co-founder Sergey Brin called a 60-hour workweek the “sweet spot” for productivity, especially in the race for AI dominance.
This culture hits certain workers harder, particularly caregivers, who are more likely to be women, and anyone seeking a work-life balance.
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The Decline of Worker Mobility
The days of the Great Resignation, when workers felt confident quitting jobs, are gone.
The number of people voluntarily leaving jobs has dropped significantly since its peak in 2021.
Sojourner notes said while job security is still relatively stable for most, hiring has slowed.
White-collar workers, in particular, are struggling to find new jobs. The situation could worsen as thousands of former federal employees enter the job market.
The Labor Market Outlook
- Unemployment: The jobless rate remains low, holding steady at 4% in February.
- Layoffs: Job cuts are rising—US employers announced 172,017 layoffs in February, more than double from the previous year.
- Federal Job Cuts: Government jobs accounted for more than a third of the layoffs, with 62,242 positions lost.
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What’s Next for Workers?
With hiring slowing and corporate leaders pushing for longer hours and tighter control, the labor market is shifting in favor of employers.
For workers, it means fewer protections, tougher expectations, and a return to old-school corporate culture.
Whether this trend will hold or trigger another pushback from employees remains to be seen.
FAQs
The 5 C’s of people management refer to key principles that help leaders effectively manage and develop their teams. These include Clarity, Communication, Consistency, Compassion, and Commitment.
Clarity ensures employees understand their roles, expectations, and goals, reducing confusion and improving performance.
Communication is essential for feedback, collaboration, and maintaining transparency within the team. Consistency in leadership builds trust and fairness, ensuring policies and decisions are applied equally.
Compassion fosters a supportive work environment where employees feel valued and motivated. Finally, Commitment from managers to employee growth, company goals, and a positive culture drives long-term success.
By focusing on these five principles, leaders can create a more engaged, productive, and loyal workforce, ultimately contributing to better business outcomes.
Managing the boss refers to proactively building a productive and mutually beneficial working relationship with your manager.
It involves understanding their goals, communication style, and expectations while ensuring your own needs and responsibilities align with theirs.
This means anticipating their priorities, keeping them informed without overwhelming them, and offering solutions instead of just presenting problems.
Effective upward management also includes adapting to their work preferences, whether they favor detailed reports or concise updates.
It requires emotional intelligence, knowing when to push back and when to support their decisions.
By managing the boss well, employees can gain more autonomy, improve their career prospects, and create a smoother workflow within the organization.
It’s not about manipulation but about fostering a collaborative dynamic that benefits both the manager and the employee.
The golden rule for managers is to treat employees the way they want to be treated while balancing business needs.
This expands on the traditional “treat others as you would like to be treated” by recognizing that different employees have unique motivations, work styles, and preferences.
Effective managers understand their team’s strengths, provide clear expectations, and offer support tailored to individual needs.
This approach fosters respect, engagement, and productivity while creating a positive work environment.
By listening, communicating transparently, and showing fairness, managers build trust and loyalty, which ultimately leads to better performance and retention.
This question is designed to encourage open communication between employees and managers about workplace needs.
The best responses depend on individual roles and challenges, but common themes include clearer communication and more professional development opportunities.
Employees often seek better guidance on expectations, priorities, and company goals.
If a manager provides clearer direction and regular feedback, it reduces confusion and increases efficiency.
Additionally, many employees appreciate support in career growth, whether through training, mentorship, or opportunities to take on new challenges.
Other possible areas for improvement include flexibility in work arrangements, recognition for achievements, or more frequent check-ins to address concerns.
The key is for employees to provide constructive, specific suggestions that help managers create a more productive and supportive work environment.
