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There have been ample reports on how <keyword id="19919711" type="General" weightage="100" keywordseo="gen-z" source="keywords">Gen Z</keyword> employees are doing things differently at workplaces and setting new trends. Be it opting for <keyword id="19901232" type="General" weightage="20" keywordseo="work-life-balance" source="keywords">work-life balance</keyword> over a higher salary, taking leaves without guilt, saying no to micromanagement among other things, this generation appears to be creating a whole new culture. And what happens to those who try to oppose this new culture? They get schooled on the internet, of course. In a recent incident, a manager took to X (earlier called Twitter) and shared how one of his Gen Z employees took a one-week vacation to the mountains after going through a breakup. However, contrary to his expectation, various X users started accusing him of trivialising mental health issues by such statements. Read on to know what exactly happened. <h2>"He had a breakup" </h2> The man's tweet read, "One of my Gen z team members suddenly declared 1 week leave. It was a critical time of the project so I tried to reason. He did not budge. The leave was because he had a breakup and he wanted to go to the mountains to forget the breakup." When a user commented that it is better to give people leaves than deadlines, the manager replied, "Believe me it was one way communication. I had to deal with the repercussions on project." Several other tweets followed that sided with the Gen Z employee. "So according to you, mental health is nothing," a user wrote while another commented, "That’s a perfect reason to declare leave. Business is business, will go on as will other things." <div type="image" title="google (27)" msid="115042080" hostid="261" sizebytes="295800"></div> <h2>"Gen Z does things differently" </h2> The man also clarified in one of the tweets that he didn't fire the Gen Z employee and even promoted him for his good work. He wrote, "Mate. No need to assume the worst. The guy is still in my team and has even been promoted for his good work. I was just stating how gen z’s are doing things differently." While most users schooled the manager, there were some who supported him as well. A user wrote, "I'm a younger Millennial &amp; I’m appalled by the lack of respect so many of my peers have for professors (I finished school late; many were ten years younger). It’s not much for older generations who GIVE these opportunities to expect a little bit of gratitude &amp; deference." In a similar incident, another company's manager's tweet went viral in which he shared a screenshot of how his Gen Z employee notified him that he will be on leave for a week. The short and crisp leave application email read, "I will be on leave till November 8, 2024. Bye."

‘He had a breakup and took a one-week leave’: Manager shares about his Gen-Z employee, internet reacts

<ul class="summary-list"><li>Zillennials can struggle with identity, caught between millennial and Gen Z work values.</li><li>Millennials often hustled, while Gen Zers prioritize boundaries and mental health.</li></ul>There's been plenty of discussion of how <a target="_blank" class="" href="https://www.businessinsider.com/millennials-ageism-tech-jobs-gen-z-boomers-2024-9">millennials</a> and <a target="_blank" class="" href="https://www.businessinsider.com/mistake-to-undervalue-gen-zers-in-the-workplace-experts-say-2024-10">Gen Zers</a> cope in the professional world.But <a target="_blank" class="" href="https://www.businessinsider.com/spotting-zillennials-millenial-gen-z-tiktok-2023-7">zillennials</a>, the group on the cusp of these two generations, have a uniquely tough time <a target="_blank" class="" href="https://www.businessinsider.com/born-in-nineties-feel-stuck-between-two-genereations-2024-9">working out where they fit in</a>.Samantha Hart, a content creator who makes videos about her life and career, recently told her followers that while the work ethic of millennials and Gen Zers is always debated, "nobody talks about how hard it is to be a cusper."It hit a nerve, amassing over 800,000 views and thousands of comments from fellow zillennials, a loose grouping covering those born in the nineties.One described being in this age group as "perfectionism meets procrastination.""It's hell," they said. Another said: "I'm so tired."Hart said millennials came of age in the "Girlboss" era when working hard and being great at your job was the ultimate goal.Many Gen Zers, in comparison, prioritize work-life balance and keeping a job being "<a target="_blank" class="" href="https://www.businessinsider.com/gen-z-job-satisfaction-unhappy-work-salary-promotion-loyalty-2024-2">just a job</a>."They don't necessarily have a poor work ethic, Hart said, "they just know that none of it really matters."The two attitudes don't tend to live in harmony.Hart, who is 28, told Business Insider she feels pulled in very different directions.While all her work performance reviews in her day job as a communications manager are generally good, she constantly worries that she's not doing enough."But then I'm thinking about how disillusioned I am at the same time," she said.Zillennials who spoke with BI shared a similar sentiment: They feel stuck between logging off at 5 p.m. and feeling like an underachiever or putting in extra hours they may resent.<h2 id="f6a1ceed-9e4d-48c4-8a4b-016aeb3d398a">A sandwich generation</h2>There isn't a set <a target="_blank" class="" href="https://www.businessinsider.com/zillennial-millennial-gen-z-generation-am-i-age-year-birthday-2021-7">definition of "zillennial,"</a> but the grouping covers those born between 1993 and 1998 (though some definitions stretch it from 1990 to 2000, or older Gen Zers and young millennials in general) and often comes with a bit of an identity crisis.Lauren Farina, a licensed psychotherapist and the founding CEO of Invited Psychotherapy and Coaching, told BI that millennials are vulnerable to falling into a "high-performer archetype," which seeks perfectionism and pleasing people but has the pitfalls of burnout and anxiety.Farina said zillennials may feel guilt and shame at setting Gen Z-style boundaries that clash with their other values.Lauren Schneider, the head of brand and communications at the work and lifestyle benefits platform Compt, said that being born in 1993 often leaves her "caught between two distinct work philosophies.""It's an interesting time to be in this middle ground, often acting as a bridge between different generational perspectives," Schneider said of watching the shifts in workplace culture. "It's also wild out here."Jishnu Jayan Nair, 29, told BI it is "a bit tricky to find your place in the workplace" as a zillennial."I manage a small team of Gen Zs while reporting to a millennial manager," he said of his role at a grocery store. "Balancing the different perspectives and expectations from both groups and bringing them onto the same page can be challenging at times."<h2 id="8fdaff1a-1521-403c-afde-056b8884ede2">Millennials and Gen Zers struggle</h2>Millennials came of age at a difficult time. Thanks to the Great Recession of 2008, they found a job market with stagnant wages and high unemployment and struggled to hit milestones like moving out and buying a house.<a target="_blank" class="" href="https://www.washingtonpost.com/business/2024/06/22/gen-z-millennials-debt-inflation/">A Washington Post analysis of Bureau of Labor Statistics data</a> found that Gen Zers may have it even worse, being disproportionately affected by a <a target="_blank" class="" href="https://www.businessinsider.com/gen-z-millennials-housing-costs-insurance-debt-election-trump-biden-2024-6">rising cost of living</a>, <a target="_blank" class="" href="https://www.businessinsider.com/renting-vs-buying-homeownership-wont-make-genz-rich-increase-wealth-2024-7">high costs of homeownership</a>, <a target="_blank" class="" href="https://www.businessinsider.com/credit-card-debt-crisis-subprime-credit-scores-millennials-gen-z-2024-3">and</a> <a target="_blank" class="" href="https://www.businessinsider.com/gen-z-behind-credit-card-payments-student-debt-payments-restart-2023-5">credit-card debt</a>.For those in the middle, life has always seemed challenging.Riannon Palmer, the founder of Lem-uhn, a PR and communications agency, told BI she often thinks about balancing her career and life outside work."You feel like you have to prove to yourself that you are working hard," Palmer said. "It's that constant balance between wanting to live up to your expectations but also wanting to have good mental health."<h2 id="fb4d9231-b22b-4e61-ad5c-9bb3b093f74a">A hidden superpower?</h2>Ilana Zivkovich, the CEO and founder of the organizational consulting and coaching firm Werq, who specializes in management and leadership, told BI the challenges zillennials face may actually represent their strengths.They naturally connect with older and younger colleagues, she said."In essence, they're workplace ninjas who can bridge generational gaps that might otherwise create barriers," she said."By identifying who these people are and encouraging them to fully express their perspective and beliefs, we can then form the most holistic, the most connected, and the most future-ready workforce."Kevin Shahnazari, the 26-year-old founder of the credit card recommendation platform FinlyWealth, told BI being a zillennial has worked in his favor."I can jump into rigorous work sprints and more relaxed periods where things need creative input," he said.Hart, the content creator, said that she wants to see being a zillennial as "kind of a superpower.""I think a lot of people are in this sort of push and pull of the zillennial — wanting to be their best, wanting to also slow down, wanting to embrace parts of both cultures," she said. "It's a superpower, and it's a curse."

The struggle of being a workplace 'zillennial,' not knowing where you fit in

If you are a millennial or belong to GenZ, you might already be familiar with the term <keyword id="20786644" type="General" weightage="100" keywordseo="ghosting" source="keywords">ghosting</keyword>. In simple words, it is the act of abruptly cutting off all communication with someone without any explanation. This can happen in various contexts, but is most commonly associated with dating, when one party disappears after a few conversations or dates. It’s generally considered a disrespectful or hurtful behaviour, as it leaves the “ghosted” person with no closure. However, the tradition of ghosting seems to be apparent not just in the dating world, but workplaces as well. Recent studies have revealed a significant rise in <keyword id="23640118" type="General" weightage="20" keywordseo="workplace-ghosting" source="keywords">workplace ghosting</keyword>, highlighting a growing issue in the professional landscape. Hence, if you are a job-seeker in 2024, the process of hunting for a job might have a very common modern dating element - ghosting. <h2>Ghosting goes corporate: Possible scenarios </h2> In a professional setting, ghosting can occur when a job candidate or employer suddenly stops communicating without notice. Here are a few ways ghosting can play out in the workplace: 1. Job candidates ghosting employers: After an interview or receiving a job offer, some candidates may vanish without providing any reason, either not showing up for further interviews or never responding to the offer. 2. Employees ghosting their employers: In some cases, employees may simply stop showing up to work, resigning without formal notice, and ceasing all communication. This can happen if they’ve found another job or are dissatisfied with their current position but don’t want to go through the formal resignation process. 3. Employers ghosting candidates: Companies sometimes ghost <keyword id="21995124" type="General" weightage="20" keywordseo="job-applicants" source="keywords">job applicants</keyword> by not following up after interviews, leaving the candidate in limbo without a rejection or feedback. <h2>Employers ghosting candidates on the rise </h2> A recent study by <keyword id="23640120" type="General" weightage="20" keywordseo="JobLeads" source="keywords" meta.keywordsubtype="org" meta.entityname="JobLeads" meta.hostid="261" meta.entityid="JobLeads">JobLeads</keyword> revealed that 45% of job applicants report being ghosted, which is a 30% increase in such incidents. This phenomenon is not just an occasional oversight; it is becoming alarmingly common, affecting countless jobseekers trying to navigate the job market. Another survey conducted by FlexJobs and MyPerfectResume revealed that nearly half of those surveyed had experienced ghosting by a potential employer, with 33% stating it had occurred multiple times. Apart from ghosting, candidates are also getting frustrated from “ghost job postings” — fake listings that companies have no intention of filling. These postings may serve various purposes, such as boosting employee morale, projecting an image of growth, or assessing the talent pool for future openings. Regardless of the intention, such practices can lead to further disenchantment among <keyword id="20019820" type="General" weightage="20" keywordseo="job-seekers" source="keywords">job seekers</keyword>. <h2>How to not get ghosted </h2> JobLeads also listed out ways that job-seekers can save themselves from getting ghosted. Here is a look at some of them. 1. Ask for a timeline: After an interview, candidates can request a timeline for the hiring process. This not only sets clear expectations but also indicates seriousness about the role. Knowing when to follow up can clarify whether the lack of communication is due to delays or if they have been ghosted altogether. 2. Follow up: If candidates haven’t heard back by the agreed-upon timeline, they should consider following up. A polite email expressing continued interest can help re-establish communication and prompt a response. 3. Reach out to other contacts: If candidates interviewed with multiple individuals at a company, reaching out to another contact can provide additional insights into the status of their application. There may be internal delays unrelated to the candidate’s performance or fit. Jan Hendrik von Ahlen, Co-Founder and Managing Director at JobLeads, said that delays in communication can arise from various factors, such as changes within the team or the company’s communication culture. However, if candidates have followed up twice without receiving a response, it is advisable to maintain professionalism and move on. <h2>A two-way street </h2> While employers ghosting employees cases are rising, the opposite is also happening. GenZ workers, as per another survey, are ghosting their employers and aren’t showing up on their first day at work. In February this year, a Fortune report attributed to a research by job-search platform Indeed revealed that 93% of <keyword id="19919711" type="General" weightage="20" keywordseo="Gen-Z" source="keywords">Gen Z</keyword> workers in the UK admitted to applying for jobs but failing to attend interviews, while 87% didn’t even show up on their first day. This behaviour, as per the report, is often driven by a desire to feel in control of their career paths. Gen Z workers, in particular, have expressed a willingness to disengage from positions that do not meet their expectations. The report added that even though older generations also admit to ghosting, it is usually with feelings of regret. However, for Gen Z, it seems to be part of a larger movement that seeks greater control over their careers, aligning with the #ActYourWage mindset. Many young adults today feel empowered to prioritise their personal goals, only committing to roles they believe meet their financial and personal needs. Danny Stacy, head of talent intelligence at Indeed UK, said that a lack of transparency from employers, particularly about salary and benefits, is contributing to this rise in ghosting. As companies struggle to adjust to the increasing cost of living, employees feel justified in rejecting jobs that don’t align with their financial expectations. “It’s clear that the financial offer is the biggest carrot for employers trying to attract talent, with pay, benefits and other factors that support the rise in cost-of-living likely to prevent a job seeker from ghosting,” Stacy told Fortune.

Job-hunting in 2024 has a modern dating element — ghosting!

For many professionals out there, <keyword id="19902762" type="General" weightage="100" keywordseo="Google" source="keywords" meta.keywordsubtype="org" meta.entityname="Google" meta.hostid="261" meta.entityid="Google">Google</keyword> continues being the dream company that they want to land a job at. Even though the company carried multiple rounds of layoffs since 2023, it remains one of the highest paying <keyword id="20000550" type="General" weightage="20" keywordseo="tech-companies" source="keywords">tech companies</keyword> in the world. This is why landing a <keyword id="23527633" type="General" weightage="20" keywordseo="job-at-Google" source="keywords">job at Google</keyword> at the beginning of their careers is huge for people. Hence, any news related to Google quickly goes viral and people are always curious to know about what's happening at the tech giant. Now, according to a Reuters report, Google has filed a request with a California federal judge to delay a court order that mandates the company to open up its Play Store to increased competition. In a court filing submitted on Friday, the tech giant argued that the injunction, set to take effect on November 1, poses “serious safety, security, and privacy risks” to the Android ecosystem. Google urged U.S. District Judge James Donato to pause the ruling while it appeals the decision. <h2>About the case </h2> The injunction stems from a case filed by Epic Games, the maker of “Fortnite.” In October 2023, a jury ruled that Google had been illegally monopolising the way consumers download apps and make in-app purchases on Android devices. Judge Donato’s ruling, issued on October 7, forces Google to allow third-party app stores and payment methods on its platform. Additionally, the order bars Google from paying device manufacturers to preinstall its Play Store and from sharing revenue generated through it with other app distributors. Google claims the ruling could introduce significant risks to Android users, and is fighting to delay its implementation while pursuing a legal appeal. <h2><keyword id="19954681" type="General" weightage="20" keywordseo="Sundar-Pichai" source="keywords">Sundar Pichai</keyword> on what it takes to join Google </h2> On another note, Google boss Sundar Pichai recently shed light on what it takes to join Google’s coveted ranks, especially for those aiming at engineering roles. In an episode of The David Rubenstein Show: Peer to Peer Conversations, Pichai opened up about the attributes Google looks for in its employees, giving hopeful candidates a clearer picture of what it takes to be part of the tech behemoth. According to Pichai, <keyword id="22767045" type="General" weightage="20" keywordseo="technical-excellence" source="keywords">technical excellence</keyword> is just the starting point. It’s the foundation, yes, but not the full package. What truly sets candidates apart is their adaptability and eagerness to learn in an ever-changing, dynamic environment. “We’re looking for superstar <keyword id="19959624" type="General" weightage="20" keywordseo="software-engineers" source="keywords">software engineers</keyword>,” Pichai noted, saying that in a world of rapidly evolving technology, the ability to remain curious and agile is essential. He also highlighted Google’s tradition of offering free meals to employees—not just as a perk but as a deliberate initiative to foster community and spark spontaneous moments of creativity. He also recalled his early days at Google, where informal chats in the café sometimes led to breakthrough ideas. “It’s about creating the conditions for people to connect and think outside the box,” he shared. (With Reuters inputs)

Google Seeks to delay judge’s ruling on App Store competition over security concerns

Discussions around <keyword id="19956983" type="General" weightage="20" keywordseo="mental-health" source="keywords">mental health</keyword> at the workplace reignited in the last few days when the death of two corporate employees made headlines. And it is no secret that without having a healthy mind, you cannot be productive. Ample studies in the last few months have pointed out the importance of mental health and it is important to talk about these issues. Today (October 10) marks <keyword id="23481940" type="General" weightage="20" keywordseo="World-Mental-Health-Day" source="keywords">World Mental Health day</keyword>. It is an occasion for raising awareness about mental health issues and combating social stigma. Celebrated globally since 1992, this day encourages education and advocacy for mental well-being, reminding us that mental health is a crucial aspect of overall health, especially in the workplace. <h2>Ex-Google employee experienced stress, anxiety </h2> <keyword id="23300967" type="General" weightage="20" keywordseo="Nicholas-Whitaker" source="keywords">Nicholas Whitaker</keyword>, who worked with <keyword id="19902762" type="General" weightage="100" keywordseo="Google" source="keywords" meta.keywordsubtype="org" meta.entityname="Google" meta.hostid="261" meta.entityid="Google">Google</keyword> for 13 years, told Business Insider India in an interview that he also experienced the pressures of a high-stress work environment. “During my time at Google, I faced significant stress and anxiety. It became clear that no matter how successful you are on paper, if your mental health is compromised, it diminishes your quality of life and ability to fully engage at work,” he said. He added that <keyword id="19925554" type="General" weightage="20" keywordseo="mindfulness" source="keywords">mindfulness</keyword> played a crucial role in his recovery, saying that mental health is not just a personal issue but a workplace concern that should be treated with equal importance as productivity and performance. <h2>How to protect your mental health? </h2> To help others protect their mental health, Whitaker shared several key practices that can be game-changers. 1. Set Boundaries: Understand your limits and communicate them clearly. This includes managing your workload, taking time away from work, and setting boundaries around communication. Protecting your time and energy is essential. 2. Practice Mindfulness or Meditation: Mindfulness was a lifesaver for him in managing corporate stress. Even dedicating a few minutes each day to meditation can help you stay grounded and aware of your feelings, allowing you to make necessary adjustments before burnout sets in. 3. Take Breaks: In high-pressure environments, it’s easy to feel that there’s no time for a break. However, regular breaks—even just a short walk or stepping outside—can significantly enhance your mental state and boost productivity. 4. Find a Support System: Having people to talk to, whether colleagues, friends, or coaches, can make a considerable difference. Building a supportive community can combat feelings of isolation, which often exacerbate mental health issues. 5. Align Work with Values: Stress and dissatisfaction often arise from a misalignment between personal values and work. Reflecting on what truly matters to you and making small shifts toward work that aligns with those values can lead to greater fulfillment. To conclude, Whitaker said, “Mental health is not a luxury—it’s essential for personal well-being and professional success. When organisations invest in their employees’ mental health, they cultivate a culture where people feel supported, valued, and empowered to excel in their work.” As we observe <keyword id="23486492" type="General" weightage="20" keywordseo="world-mental-health" source="keywords">World Mental Health</keyword> Day, it’s crucial to remember that prioritising mental well-being can lead to a more productive, innovative, and fulfilled workforce.

World Mental Health Day: Ex-Google employee shares tips on protecting mental health at workplace, says he experienced stress and anxiety

<ul class="summary-list"><li><keyword id="20163602" type="General" weightage="20" keywordseo="Pete-Buttigieg" source="keywords">Pete Buttigieg</keyword> said he called <keyword id="19903807" type="General" weightage="20" keywordseo="Elon-Musk" source="keywords">Elon Musk</keyword> to address concerns over <a target="_blank" class="" href="https://www.businessinsider.com/before-after-satellite-photos-hurricane-helene-destruction-florida-2024-10">Hurricane Helene</a> relief efforts.</li><li>Pete Buttigieg said he had a call with Elon Musk to address concerns over <keyword id="23288906" type="General" weightage="20" keywordseo="Hurricane-Helene" source="keywords">Hurricane Helene</keyword> relief efforts.</li></ul>Picking up the phone really is the best way to figure things out when issues arise with colleagues, experts say. US Transportation Secretary Pete Buttigieg had the right idea when he asked Elon Musk to call him about Hurricane Helene relief efforts after the tech billionaire posted some inflammatory statements on X, accusing the government of closing the airspace in Asheville, North Carolina. "We were able to take care of it," Buttigieg said <a target="_blank" class="" href="https://www.msnbc.com/inside-with-jen-psaki/watch/-he-called-buttigieg-reveals-details-of-conversation-with-elon-musk-about-storm-response-221029445906">in an interview with MSNBC</a>. "And, I think, to me, it's an example of how often the best thing to do is just to pick up the phone." A call can help straighten things out more easily than emailing or DMing back and forth, Khyati Sundaram, the CEO of Applied and a de-biased hiring and workplace expert, told Business Insider. "We've all sent WhatsApps, Slacks, and emails that have been misunderstood or misconstrued," Sundaram said. "It's far easier to accurately convey our intended sentiment and meaning in person or over the phone," she added. <h2>Connecting in a digital world</h2>Victoria McLean, a career coach and CEO of the career consultancy City CV, told BI that it's easy to rely on emails or texts in a digital world. "But nothing quite compares to the clarity and connection of a real voice conversation," she said. McLean said relying too much on digital communications <a target="_blank" href="https://www.businessinsider.com/slack-zoom-making-you-miserable-paranoid-embrace-the-phone-2021-8">can lead to burnout</a>, especially because <a target="_blank" class="" href="https://www.businessinsider.com/hey-hanging-instant-messaging-practice-slack-driving-coworkers-nuts-2024-4">someone's intention and mood can be hard to gauge</a> through written text. <keyword id="20547296" type="General" weightage="20" keywordseo="phone-calls" source="keywords">Phone calls</keyword>, in comparison, allow for real-time, personal discussions "where tone and emotion are conveyed much more clearly," McLean said. This, she said, allows for a deeper understanding of each other's perspective. "Jumping on the phone can cut through the noise and lead to faster resolutions," she said. Still, there are some caveats, including when emotions are high and if miscommunication is likely. Calls also aren't for everyone, with phone avoidance, or "telephonophobia," being quite common among employees, <a target="_blank" class="" href="https://www.wsj.com/lifestyle/careers/hybrid-workers-phone-calls-telephonophobia-8697a451?st=XzzyQv&amp;reflink=desktopwebshare_permalink">according to The Wall Street Journal</a> — especially those under 40. David Rice, an HR expert at the publication and community space People Managing People, told BI some people "behave differently when interactions take place solely through the use of a keyboard." But phone calls, in general, also help build better relationships in the long run, Sundaram said. In having a call with Musk, for example, Buttigieg "successfully set the record straight and got the tech tycoon on side," she commented. <h2>When emotions run high</h2>Rice said it's vital to make it clear that you're seeking to understand a colleague's point of view if they have a reputation for being particularly difficult or combative. "Find what need isn't being met and try to address it," he said. Rice recommended using language that avoids making demands, as this can put people in a "defensive mode." Instead, he suggested using phrases such as: "I would like us to use this time to reset a bit and come to an understanding." Sophie O'Brien, the founder of the entry-level recruitment agency Pollen Careers, told BI that one of the most important things you can do in this situation is to try to empathize. "Why is this person being combative? What motivations or problems are they facing that could lead them to act this way?" she said. "By trying to empathize and understand where they're coming from, you might then be able to communicate in a way that resonates with them." O'Brien added that someone's reaction may be because their emotions are leading them or they are being reminded of a conflict that ended badly. "Maybe they've argued with their manager or are under a lot of pressure about a work project," she said. "That's not to say that it's acceptable, but it's important to remember that it's likely not personal or about you." In this case, she said it's best to be mindful of your own tone, keep the conversation light, and make space and time for listening. "Always pause before reaction," O'Brien said. "And make sure you're actively listening to the problems so that you can address them directly." Emily Maguire, a career consultant and business coach at Reflections Career Coaching, told BI it's important to consider "the four Cs of communication: clarity, conciseness, consistency, and courtesy." She also recommended "I" statements that place no blame and allow all parties to express their thoughts. "You can defuse particularly combative colleagues by looking at things objectively, actively listening, focusing on the facts, and staying impartial," she said. "Doing this will allow you to identify the issues that need to be addressed and justify and implement change where needed." Tara Arutunian, a licensed psychotherapist in New York, told BI that while phone calls can be quicker for getting to the heart of a problem, it might be better to send a detailed written communication first if the situation is particularly complicated or someone is feeling highly stressed. "Emotions can run high," she said. "Particularly if one or both parties pick up on a sense of blame or criticism." Correction: October 8, 2024 — An earlier version of this story misstated who made the phone call. Musk called Buttigieg, and not the other way around.

Pete Buttigieg says 'the best thing to do is just to pick up the phone' to talk out a workplace issue. Experts agree — with some exceptions.

In a startling development, officials within the Securities and Exchange Board of India (SEBI) have voiced deep concerns over a “toxic” work culture under the leadership of Chairperson Madhabi Puri Buch. These allegations, formally communicated to the finance ministry, depict a troubling work environment plagued by unattainable demands, unprofessional conduct and mental health crises, according to a report by the Economic Times. In essence, a <keyword id="21410642" type="General" weightage="100" keywordseo="toxic-work-culture" source="keywords">toxic work culture</keyword> is an environment that fosters negativity, dysfunction and a lack of trust among employees and management. This type of culture can manifest in various ways that are often harmful to both employees and organisations, severely impairing organisational growth and employee well-being. Identifying a toxic work culture is crucial for both employees and organisations. Recognising signs and symptoms of toxic work culture can often be the first step toward addressing and improving <keyword id="20346862" type="General" weightage="20" keywordseo="workplace-culture" source="keywords">workplace culture</keyword>. Below are 10 indicators that may indicate a toxic environment. High <keyword id="21462876" type="General" weightage="20" keywordseo="employee-turnover" source="keywords">employee turnover</keyword>: A persistent pattern of employees leaving the organisation often signals dissatisfaction with the work culture. When turnover rates are high, it reflects a breakdown in the employer-employee relationship, typically due to a lack of respect or support from management. <keyword id="14609778" type="General" weightage="20" keywordseo="Quiet-quitting" source="Orion">Quiet quitting</keyword>: This phenomenon occurs when employees disengage from their roles, doing only the minimum required. It highlights a lack of motivation and connection to the organisation's goals, often stemming from a toxic atmosphere. Bullying and harassment: Any form of bullying or harassment, whether verbal or psychological, creates a hostile work environment. Such behaviours not only undermine morale, but also instil fear among employees, leading to increased stress and anxiety. <div type="Article" hostid="261" msid="111982335" title="Employees lack trust in HR’s ability to address workplace bullying effectively—and for good reason, says study" mstype="2" mssubtype="0"></div>Constantly changing goals: Frequent shifts in priorities without adequate communication can leave employees feeling disoriented and frustrated. This lack of clear direction can hinder productivity and contribute to a sense of futility in their efforts. <keyword id="23035059" type="General" weightage="20" keywordseo="poor-leadership" source="keywords">Poor leadership</keyword>: Ineffective or toxic leadership can significantly impact workplace culture. Leaders who exhibit favouritism, lack consistency or disregard employee welfare contribute to a negative environment that can drive talent away. Lack of transparency: When communication is poor and information is not shared openly, it breeds distrust and uncertainty. Employees may feel left in the dark about important decisions, which can exacerbate feelings of insecurity and disengagement. <keyword id="19954076" type="General" weightage="20" keywordseo="micromanagement" source="keywords">Micromanagement</keyword>: Excessive oversight from management can create an environment of fear and anxiety. Employees who feel constantly monitored may struggle to perform at their best, leading to decreased morale and productivity. Inadequate support systems: Employees who lack sufficient resources or support may feel overwhelmed and undervalued. A toxic environment often sets unrealistic expectations without providing the necessary tools for success. Toxic gossip: While some office chatter is normal, pervasive negative gossip can create a divisive atmosphere. This behaviour undermines teamwork and can lead to a culture of distrust and hostility among colleagues. Poor <keyword id="19901232" type="General" weightage="20" keywordseo="work-life-balance" source="keywords">work-life balance</keyword>: A culture that prioritises work over personal well-being can lead to burnout. When employees are expected to sacrifice their personal lives for work, it can result in high stress levels and diminished job satisfaction.

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