Is Ambition Dead?

Rethinking Ambition and Motivation to Unlock Workforce Potential

"Quiet quitting," the rise of so-called "lazy girl jobs," and a growing demand for clearly defined boundaries around work hours. Over the last few years, managers find themselves grappling with a pretty scary question: Is ambition dead?

I’m not sure we should go that far, but something is going on here. And to get to the bottom of it, we need to explore a few deeper questions: What does ambition truly entail, and how can organizations inspire and motivate their employees effectively?

Reimagining the "Ideal Worker"
The conventional archetype of the "ideal worker" often conjures an image of relentless hustle. This employee prioritizes work above all else, displaying an unwavering commitment to meeting even the most demanding deadlines, prepared to put in long hours or hop on a plane at a moment's notice. This concept, however, originates from a bygone era, built upon the breadwinner-homemaker model, assuming that workers with families have a partner to handle domestic responsibilities. This paradigm may have worked in the mid-20th century when nearly three-quarters of households adhered to such arrangements. But today the landscape has evolved significantly, with 65% of two-parent households consisting of two working parents, a stat that doesn't even account for single-parent households or those with additional caregiving responsibilities. In this context, the "ideal worker" remains an ideal but is no longer realistic for the vast majority of the workforce.

Rather than tethering the ideal worker to perpetual availability, it's time to shift the focus towards defining ideal performance behaviors. Are your employees proactive, collaborative, productive, and innovative? These are the qualities and behaviors that will drive your business forward in the modern age, beyond the outdated notion of being "always available." Develop systems that support these desired behaviors, and you‘ll find that always-on availability is no longer the best indicator of ambition - or effectiveness.

Recognizing the Value of Core Players
Unpack the term "lazy girl job" and it’s not really about underperformance, its about a refusal to overexert. It’s the type of mindset that makes up the “core player” and “workhorse” zones of the traditional 9-box exercise, zones that are as equally indispensable in your workforce as the “stars.” As Radical Candor author Kim Scott points out, there's a distinction between being a "rockstar" and a "superstar," and people naturally shift between these modes at various stages in their careers. Even if an employee remains in "rockstar" mode, their contributions are invaluable. A "lazy girl" is not lazy at all; they are meeting the demands of their role in a way that can bring value and stability to the whole team.

Laying the Foundation for Employee Motivation
The scariest part of the term "quiet quitting" is that it signifies a disconcerting sense of apathy and a lack of commitment in the workplace. Yet this is where employers have the ability to make change, because motivation doesn't manifest out of thin air; it's rooted in the fulfillment of psychological needs that drive individuals to perform at their best for their teams. Cultivating a sense of purpose, psychological safety, and belonging are the hidden catalysts of motivation. When employees feel a deep sense of purpose in their roles, a safe environment for taking risks, and a sense of belonging within the organization, their commitment and performance soar.

So it ambition dead? No! But it's time for organizations to shift from an “always available” view of the ideal worker and focus more on nurturing performance behavior and motivation. When done right, it will unleash the full potential of your workforce in this evolving landscape.