Shared Links (bi-weekly) June 14, 2026
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Linked: Employer initiatives to increase staff wellbeing found to be ineffective
You do see the problem here, right? As an employee, great that there’s a webinar planned on stress management, but if I now have to work an hour later that day in order to attend the webinar, it’s not helping. Lots of HR departments are making tools available, but managers are still expecting the same amount of work, with the same crazy deadlines and expectations, from a likely short-staffed team, so who has time to use them?
So they don’t help. Not because they aren’t helpful, but because you’ve made self-care and wellbeing yet another thing for your employees to do.
Employee burnout does not exist solely because your employees haven’t figured out how to meditate. It’s systemic to our way of doing business. Unless that changes, we’re just rearranging deck chairs.
Worth Reading – How Malinformation Tricks Your Brain
The article above, however, makes it clear that our brains take shortcuts to make quick decisions. In doing so, the number of times we see something that isn’t true can impact whether we treat it as false or true. They say familiarity breeds contempt when it comes to other people, but maybe familiarity with shared information breeds acceptance, regardless of the truth.Â
That is frightening in a world where tens of thousands of posts can be created in minutes.Â
Worth Reading – Why Remote Managers Burn Out Without Knowing It
I stopped my quote at that word “intentional” for a reason. I use that word often in this context. Whether you have teammates who are fully remote, hybrid, or just located in a different office from you, everything needs to be done intentionally. Communication, meetings, goals, expectations, etc., all need to be purposely set. If you want your team to feel free to disconnect after hours or on weekends, then you have to do that intentionally. If you allow work to creep into every hour of every day, or get lazy about communication, or demand an immediate response to an email late at night, even one time, you set the example that your team follows.Â
Linked: How to Cope with Losing Your Job
I know there have been a bunch of layoffs around every industry. I know people professionally, and personally, who have suddenly found themselves out of work, because of layoffs, furloughs, or a company simply closing up shop as a result of the pandemic. “If you’ve been laid off or furloughed, you’re not alone. As of…
Do You Know Why Employees Leave? Do You Know Why They Stay?
My point isn’t to toot my own horn. It’s to give you a concrete example of what a difference sitting and talking to your employees can make in terms of understanding what works for them, or doesn’t work for them in the workplace. A survey has a purpose, especially when you realize that meeting one on one with all of your employees doesn’t scale very far. If you really want to know what’s going on, though, don’t wait for someone to leave so you conduct an exit interview. A stay interview might prevent them from leaving in the first place.
And for god’s sake, conduct exit interviews too, and be willing to act on them. These people are telling you what went wrong, why wouldn’t you want to know that?
Shared Links (weekly) Nov. 5, 2023
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The Impact Of Layoffs: Tech Workers’ Mental Health And Tips To Navigate
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Young Workers Don’t Want to Become Managers — and This Study Uncovers the Reason Why.
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How to Use LinkedIn Effectively During Your Job Search (From the pros)
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Are you feeling lonely? You’re not alone—strategies for addressing loneliness epidemic at work.– And no, everyone returning to office isn’t necessarily the answer here. Plenty of people are lonely in the office too.
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Cybersecurity Awareness Month: A Basic Primer to Keep Your Data & Information Safe
