# data[].attributes.body
I have witnessed management belittling an employee who made an honest mistake.  This occurred in the company of other employees at the same stakeholder level.  This was absolutely embarrassing and obviously contributed to negative emotion and the employee.

# data[].attributes.headline
Constantly belittling employees and making them feel hostile 

# data[].attributes.subject
Constantly belittling employees and making them feel hostile 

# data[].attributes.body
when I was 22, my first proper job was at a bank. I had no prior experience in banking, so everything I was doing was so new to me. when I had new tasks I would ask my employer questions and clarity on the task and she would often sigh. She also  would say mean comments or point out my mistakes in front of the whole department. This created a hostile environment for me and I was often very stressed in the workplace because I was terrified to ask for clarity, and was absolutely miserable there. I eventually left the workplace. I later found out that I was not the first employee to resign because of that employer.

# data[].attributes.body
I worked for a large athletic apparel company for a few years. Many of us were athletes and highly competitive. One of our VP's used that competitiveness in a divisive manner. Instead of healthy competition that would drive innovation and design forward, she constantly compared our work against other teammates. This frequently caused hostility between departments and individuals. Instead of working together and collaborating, it caused many of us to work against each other. I believe this greatly impacted our product offering and overall growth.

# data[].attributes.body
I once worked with a senior member of the leadership team and a consultant on a project. The consultant was constantly rude to me, yelled at me in meetings, and was so awful that my peers were offering sympathy and support outside of the meetings. The company leader joined a meeting once and observed this behavior. I has asked some probing questions about decisions, why others form the company were not included in conversations with vendors, and where the documentation was. Of course, the consultant blew up at me. After the meeting, the leader called me and said "You can't speak to him that way. He is a little rough around the edges but that is just the way he is and he isn't going to change." I said back to him, "I'm very disappointed that HE has been allowed to speak to ME that way." Eventually, the consultant was relieved of his responsibilities (and we uncovered that he was doing the work wrong and not documenting it - which I suspected).

Having that leader prioritize the consultant over me and try to make me out to be in the wrong in that scenario was one of my main reasons for later leaving that company. Fortunately, my direct manager was very supportive, but his behavior was indicative of the larger company culture.

# data[].attributes.body
Higher leadership fails to project deadlines and fails to approve items in a timely manner. Far too many times we've had a traveler who needs to travel for work and the approval authority for the travel sits on it too long and doesn't approve it. The traveler is under the impression their airfare and plane tickets are good to go and they show up at the airport on a Saturday with no flights, triggering a chain reaction which causes stress and additional work for 3-5 people who have Saturday as an off day.

# data[].attributes.body
Its an unfortunate truth, but we often have to deal with dishonesty in the workplace. Whether it's managers/leaders who are disingenuous, coworkers who mislead you, or even employees who misrepresent their status on tasks. Dishonesty leads to distrust, and lack of trust in your team can lead to huge amounts of stress!

# data[].attributes.headline
Coworkers who don't respect others' deadlines

# data[].attributes.subject
Coworkers who don't respect others' deadlines

# data[].attributes.body
My team is really struggling with this right now. We have several unspoken check in deadlines during each shift in order to get newscasts on air. A few people only work towards their own show (final) deadline and not their progress (check in) deadlines, which puts other people on the team behind in meeting their final deadlines.

# data[].attributes.body
The supervisor who doesn’t know what the right action is required, which sometimes lets the employee work on requested papers, and after a few weeks, he discovers that he had the wrong move or he doesn’t need all that work- we spend much time on-. This always causes stress since all your work could be a waste of time if the manager changes his mind or the way he wants. All this work without recognition or appreciation for the past work done by the employees is very frustrating at all levels.

# data[].attributes.body
Our current CEO replied to a "Sales Win" (closing on a deal) with a sloth GIF. If that's not a stressor, I don't know what is.

# data[].attributes.body
In my latest job, I've found coworkers who will question every single decision you make. I appreciate feedback and recommendations but is it possible that it's on every single thing? No, most of the time there is a conversation and this person concedes. Why start in the first place?

# data[].attributes.body
Like many companies, our employees tend to get burnt out over the quantity of meetings on a daily basis. The problem is compounded when people are tardy to meetings from either poor time management or lack of awareness when a previous meeting is running over time. Our team's current manager is notorious for tardiness. This delay in the start of meetings is disrespectful of everyone's time and impacts the attitudes of individuals during the meeting, leading to less than desirable outcomes / results. Further creating the need for an additional meeting to resolve the outstanding items.

# data[].attributes.body
I had a manager in my previous role who expected us to reply to emails/chat pings after work hours as well just because we are in tech industry and were supporting mission critical applications. Despite having proper support channels setup he had no confidence on the team whatsoever and expected the team lead to take charge and blame for everything.

# data[].attributes.body
Some employees manage to use every sick day EVERY year - coincidentally mostly on Fridays or Mondays. This places stress on those who must cover for that employee and can lead to "sick day payback" where other employees call out sick in protest to the offending employee.

# data[].attributes.body
When budget cuts affect the office - an employee leaves or is hired at a different workplace and management makes the decision not to backfill the position. This transfers the workload previously handled by that employee to other workers in the office. This generates negative morale.

# data[].attributes.body
A manager in our department is well known for rescheduling meetings at the last minute and causing others to shift around their schedule.  Occasionally meetings also get pushed outside of the typical working hours.

The team feels like they need to accommodate these changes and it can be stressful to shift things around. It also sends the message that some meetings aren't as important even if others prepared for them.

# data[].attributes.body
Workplace gossip can be very stress-inducing, especially when it's one's own leader engaging in the gossip. I previously worked for a manager that played favorites. The manager would regularly gossip with colleagues and this gossip would inevitably make its way through the grapevine. It's frustrating and stress-inducing to hear from others about how your manager has been criticizing your performance behind your back.

# data[].attributes.body
My company allows working from home on Tuesdays and Fridays. My boss loudly talks about how he thinks people are not as effective working from home, and he is in the office five days a week. On Monday afternoons and Thursday afternoons, he regularly asks if I am going to be in the office the next day. The expectation seems to be that I should be in the office and not take advantage of the company offered work from home days. This stresses me out because I want to work from home two days a week and find it beneficial, but I know that if I go into the office, I will be thought of more highly by my boss.

# data[].attributes.body
One of the high-ranking hospital administrators sent their patient in to our emergency department for an evaluation. As has been the case all winter, we had a long wait to be seen that day, about 6 hours. After 3 hours, the patient called the physician to inform them they were still waiting to be seen. The physician came to the emergency department to scream at, and chastise one of my partners. Obviously, this is no one person's fault. Long wait times are a combination of patient volume, staffing, bed availability, and triage by the nursing staff. The saddest part is, as an administrator, this physician should have been sympathetic to the challenges we face in the ER. Instead of deriding the hard-working ER physician, the administrator should have used the situation as a wake up call to help shift resources toward fixing the problem. The situation certainly caused stress amongst the emergency department staff as we felt that hospital administration were leaving us alone to remediate this complex issue, and were not sympathetic toward the challenges we face.

# data[].attributes.body
I've noticed people who continuously vocalize they are always busy, spend more time focusing on the busy work, rather than working. The stress response is the focus on what can't be controlled, rather than creating a checklist and simply getting it done. There's also an element of complaining vs. finding a solution- sometimes increased stress can make situations feel impossible.

# data[].attributes.body
I had a supervisor who would continuously stray from work to family conversations during work hours and then send urgent emails after office hours. I appreciated the extra effort to learn about me as a human, but felt like my time both inside and outside of work wasn't valued through this behavior.

# data[].attributes.headline
Idea after idea after idea (shiny objects)

# data[].attributes.subject
Idea after idea after idea (shiny objects)

# data[].attributes.body
An innovative, creative, and strategic thinker whose brain is always on, needs to share what is going on in that brain. We get so many ideas that sound like plans but maybe are only spitballs and trial balloons. It is difficult to know which direction to go or what the priorities are when there is a new shiny object or squirrel to chase. They may be trying to move the needle and problem-solve, but when it is difficult to focus and know what to put your energy into, it is stressful.

# data[].attributes.body
I used to have a director that we nicknamed the Tasmanian Devil. He was notorious for having recurring meetings with his entire extended leadership team and several others, all the while being triple-booked during the same time. An agenda would go out with talking points for which all us prepared notes, and he wasn’t in the meeting when it started. His chief-of-staff would start the meeting, only for the director to come in at a random point in the meeting (it wasn’t always 15 minutes late, for example), completely ignore the agenda of whatever we were just talking about, say whatever he wanted to say about the current state of affairs that he just learned about, sometimes things that weren’t announced publicly yet, and then rush out the door to the next meeting. Everyone in the meeting would always be like “uh…what?” and then restart the agenda from when he interrupted. It got to the point of being so stressful of having to prepare notes on everything just in case the director would call on you during one of his whirlwind visits to the meeting.

# data[].attributes.headline
Doing something for the sake of doing it, and not the right way 

# data[].attributes.subject
Doing something for the sake of doing it, and not the right way 

# data[].attributes.body
One thing that is frustrating for any team is new initiative roll outs that are not done correctly. New ideas should never be squashed, but they should also be rolled out correctly. Ensure all the quirks are figured out before rolling out, then bring to the team. In manufacturing, sometimes things can be rolled out to quickly to try to gain efficiencies. It can be very frustrating to do something for the sake of doing it, when you know it is not right.

# data[].attributes.body
We've all experienced crisis times and crunch periods where extra hours or attention at work is needed.

During these times some sacrifices must be made elsewhere in our personal lives in order to compensate. This usually takes the form of less physical self care in exercising and preparing healthy meals.

I've had a manager that let work and the crisis consume them to the point everyone noticed a physical decline in our manager.

# data[].attributes.body
I have seen leadership dislike a single thing that someone has given them and then refused to delegate any additional work to that person because it will be "faster if I just do it myself". This immediately alienates that person and now that member of leadership is less available to everyone else because they are preforming more work than they should be. It damages everyones ability to get work done and damages trust in multiple different directions.

# data[].attributes.headline
"At a certain point you take leave and come in to work anyways"

# data[].attributes.subject
"At a certain point you take leave and come in to work anyways"

# data[].attributes.body
This was an actual quote my direct supervisor told a coworker and me when he first took the position. His comment was in regards to climbing the ladder or obtaining a higher rank...in other words, if you wanted to make it to the next step, you had to be willing to put in the time. Unfortunately for him, that means taking charged leave, or PTO, and coming into the office rather than delegating responsibility and enjoying his time off with family.

# data[].attributes.body
Our boss regularly mentions that she completed something over the weekend, or ended up working on this all weekend. While there may be some unescapable elements of work in her role as the company's owner, sharing so frequently with others about what she completed during the weekend could set the idea that it's ok to use the weekend to catch up on work.

# data[].attributes.body
I had a leader that would work all the time. He would come in at 10am and leave at 9pm, then send emails as late as 3am. This caused a lot of stress for the employees as they felt they were not working hard enough to match him. This caused a lot of stress trying to keep up.

# data[].attributes.body
A team I used to be on had a culture were working late was a badge of honor. My boss's boss set the tone and would work well into the evening every night. That trickled down to my boss, then to me. I started sending some emails late, even though I had it ready, to join in on the "late working"

# data[].attributes.headline
Always recognizing and praising the unsustainable workaholic. 

# data[].attributes.subject
Always recognizing and praising the unsustainable workaholic. 

# data[].attributes.body
I know its intended to be a thank you. And if you're the one working 6-7 days a week or over 60 hours its nice to hear a thank you, of course. But recognizing workaholics at the expense of folks trying to set boundaries sends another kind of message. It says, "I value your willingness to sacrifice your home life above any other kind of contribution to the business."

# data[].attributes.body
Management made a change causing immediate negative impact. We explained the negative impact and recommended immediately reverting the change. However, management would not acknowledge their change was a bad idea and instead told us to "make it work."

# data[].attributes.body
If decisions have a positive outcome, our leader will often take credit, however, if the outcome is negative, she will often blame the team.

# data[].attributes.body
I worked in an environment where employees time in the office was managed very heavily. Everyone was required to work in the office 5 days per week and there was a standing meeting at 9am EVERYDAY to discuss what each team member was working on that day.

# data[].attributes.body
I have a peer who repeatedly complains of leadership to staff. The perception is he is very two faced. To the face of the person, he is respectful; behind their back and to the team he is undermining. This creates a hostile and untrusting environment.

# data[].attributes.body
I have witnessed a leadership misuse power This leader performs publicly in ways he would never allowing his staff to perform. He sets to different sets of expectations; what he says and what he does. One set of expectations apply to him; the other set applies to his staff.

# data[].attributes.headline
Disruptive behavior; always being negative

# data[].attributes.subject
Disruptive behavior; always being negative

# data[].attributes.body
My first supervisor was constantly yelling at her staff and always bringing negative energy. She would slam her phone after frustrating conversations. She had everyone on edge. She led by creating fear instead of getting staff to follow her.

# data[].attributes.body
I have observed a supervisor multi-tasking across 2-3 screens while in a Zoom meeting with my team. It's apparent they are also typing while muted, leading me to believe they are responding to emails. This induces stress for the other participants, including those who are currently speaking and the visual of the supervisor appearing distracted. It also shows they are paying attention, or that what the team is discussing is not as important as their multi-tasking. It's both an e-etiquette and active listening issue that causes stress.

# data[].attributes.body
It is stressful when leaders are not transparent about changes or projects that greatly influence your work.

# data[].attributes.body
While micromanaging creates its own downfalls, there is also stress that can come from not checking in enough. If one of the team members has a full workload and the manager is not actively managing to get them support, then that employee can quickly burnout.

# data[].attributes.body
I saw a manager call out an employee on an email for not responding to an email within 2 hours. The email cc'ed multiple leaders throughout the company going up to the director level, and the employee that was called out was an hour away from completing the project the manager was demanding.

# data[].attributes.body
I worked for a supervisor who allowed her staff to work four 10-hour days (win!), but would check in to ensure "butts were in seats" at 7 a.m. by calling staff on their office phones (she worked five eight-hour days) and started later. This display of distrust was bad for morale and provided little grace for high-performing employees.

# data[].attributes.body
I work in a salaried role, 8-5 with a 1 hour lunch block. A previous manager that I had expected everyone on our team to post in our Slack channel when they left for lunch and when they returned. Anything over an hour exactly and he would give you a hard time. Instead of enjoying the midday break, people would often stress during lunchtime to make sure that they got back in time.

# data[].attributes.body
I had a manager that created timelines with milestones due on Monday morning even though work needed to be done between EOB Friday and Monday morning.

# data[].attributes.body
Our manager has not taken a vacation that was more than 4 hours in at least 3 years. He jokes about how he was slaving away last week while everyone else was celebrating the holidays as if it was a badge of honor. It makes me feel like maybe I should feel guilty for taking off...?

# data[].attributes.body
Nothing is more stressful than when a senior leader preaches about work life blend and balance. But then sends emails every day before 7am or after 6pm. The walk and talk don’t match. And this creates internal stress on employees to understand what really is the norm when it comes to working after hours s allowing time for rest or family.

# data[].attributes.headline
Managers who don’t understand change communication norms

# data[].attributes.subject
Managers who don’t understand change communication norms

# data[].attributes.body
When a manager communicates a big change in a group setting versus one-on-one communication or direct team communication. I’ve had a manager who communicated a new manager coming on board that directly impacted my team to the entire information technology team as a whole. This whole group communication happened before I could communicate to my team. It created much undue stress on my team and myself.

# data[].attributes.headline
Firing Someone & No Communication to the Team

# data[].attributes.subject
Firing Someone & No Communication to the Team

# data[].attributes.body
In my first professional job, I recall an engineer getting fired by our team manager. I had no idea why he was terminated but it felt very sudden and almost reactionary. Since then, I've learned how my perception of that situation was likely very limited and a much fuller story probably was going on behind-the-scenes. However, one element that could have helped the stress felt by those of us remaining would have included a team meeting led by that manager to name the termination and explanation given. I realize nothing of substance can be shared legally but reiterating that a full process is always followed by leadership in challenging circumstances like this, helps instill trust.

# data[].attributes.body
I once gave a presentation on a training topic for a group of new employees at the request of a supervisor of a team. There was no guidance provided on what the session should look like or how it should be facilitated. After creating a Powerpoint presentation and running through the session, the leader of that staff team was frustrated and approached me. The leader felt like the session wasn't engaging and it provided content with no group interaction. I acknowledged that it could be done completely different and it was frustrating to me to find out after the fact that they wanted the session to be facilitated in a certain way. We obviously had different expectations for the time going into it. It killed my motivation for leading sessions like that for a period. I learned to ask for clarity after that.

# data[].attributes.body
We hold a daily (M-F) thought-of-the-day (15 minutes max) with announcements after to start our workday together at 8:00am for our community of 50 staff/students. This pulls everyone together to frame the day on a positive note and share key announcements before splitting up and getting started on work in respective areas. It builds community and gets us oriented.

I've heard a Director mention how they take note of who is missing or is late. That type of comment or mindset communicates mistrust of others. As a parent who is balancing family/work, I can empathize with those who are trying to juggle getting not only themselves out the door in the morning but kids to school too.

# data[].attributes.body
Manager X is my peer. We report to the same upper manager. X does not respect him team members or other engineers sometime.
Last month, when X and I were chatting in a project show room, his team member Y stopped by and asked "X, do you know...". X stopped her immediately, "Don't you see I'm talking to someone?"
Another time during a meeting, when engineer Z was talking about a project, X said "Stop! It's my project. Let me explain..."

# data[].attributes.body
When managers assign tasks to their direct reports without providing them the necessary information to make them successful. Vague job descriptions and short deadlines combine to add a lot of stress for employees.

# data[].attributes.headline
Working while taking care of sick child or being sick yourself

# data[].attributes.subject
Working while taking care of sick child or being sick yourself

# data[].attributes.body
My company has unlimited sick time, however as my team is fully remote the culture has leaned away from actually using that sick time when you or your family are ill. This has resulted in many people working while taking care of sick toddlers, calling into meetings while driving them to a doctor appointment, or being sick themselves. It seems to be a competition to demonstrate that employees are dedicated to the team, but I think it is contributing to burnout.

# data[].attributes.headline
Meetings that are not conducive to good Work-Life balance for people in different time zones 

# data[].attributes.subject
Meetings that are not conducive to good Work-Life balance for people in different time zones 

# data[].attributes.body
I work for a company that has projects and resources in all of the time zones of the continental USA.  Sometimes meetings are arranged by individuals that are only thinking of themselves and not how those meetings can cut into personal time of other people.  A 4 pm meeting in California is a 7 pm meeting in New York.
-Lane

# data[].attributes.body
In my company, we work with employees all throughout the United States. This means that if you work a full day on the east coast, you'll still be receiving emails late into the evening from those on the west coast as they wrap up their afternoons. There was an unspoken expectation that we needed to stay alert and respond to emails until at least 9:00PM to support the west coast finishing their day. This led to many people leaving the company due to stress and burnout.

# data[].attributes.body
I work as part of an international team and typically receive emails and messages at all times of the day. When I receive them from Europe or China, I know the understanding is to reply during the next business day. The issue comes when leadership in the US sends messages outside of business hours with no clarification on when feedback is expected.

# data[].attributes.body
I have a few coworkers who will work sometimes on a weekend or holiday when it's unnecessary. I had one in my previous role who would encourage it and went as far as saying they would be on to review items during our month end close. It felt like employees were being pressured to work over the weekend.

# data[].attributes.body
I have been in situations were a supervisor has put me in a bad situation of getting to comfortable with me. The supervisor had let his guard down and communicated his frustration with our VP and how he was looking to leave the company. He also mentioned that he didn't trust the VP which put me in an awkward situation. I had always looked up to my supervisor and our VP so this had caused stress of me having to ultimately decide who I needed to back in case the going went tough. It also put me on edge when being around both of them at the same time, which ultimately caused stress.

# data[].attributes.headline
“Leading from home” during Time of Crisis and Lack of Support for Employee Safety

# data[].attributes.subject
“Leading from home” during Time of Crisis and Lack of Support for Employee Safety

# data[].attributes.body
The director of my department is a clinician who sees patients and performs administrative duties. When the pandemic started, the director stopped coming to work and chose to “work from home”, whereas other physicians in the department were required to work on-site. In addition, there was a lack of personal protective equipment (PPE) which put physicians and other front-line staff at increased health risk when caring for patients with COVID. The topic of ensuring employee safety was never addressed on daily zoom meetings with the director.

# data[].attributes.headline
Lack of Authentic Support for Wellness Initiatives

# data[].attributes.subject
Lack of Authentic Support for Wellness Initiatives

# data[].attributes.body
My department’s wellness committee distributed burnout surveys two years ago. However, the results of the surveys were never published or discussed. The director of the department does not attend the monthly wellness committee meetings, and employees are not given protected time during work to attend these meetings. Each month, a couple of employees who attend the meetings talk about their personal life and self-care and avoid topics involving workplace wellness or organizational hygiene.

# data[].attributes.body
I had a high stress job that used to utilize speed and accuracy in the work place. It wouldn't have been as stressful but my boss would get all amped up and start yelling at people who weren't going fast enough. For me personally, someone yelling at me does not make me work harder. It was an awful environment to work in. A few months later we had a new supervisor. While the environment was still stressful this particular supervisor was always calm and encouraging. This made things fun and helped everyone involved to do a better job.

# data[].attributes.body
I work with someone who used to knock loudly on my office door, push it open, barge into my office, come within 2-3 feet of me, and start asking questions. The first question was often "did you get my email?" which translates into "you need to respond to my email messages more quickly."

# data[].attributes.body
In most health care clinics, we have patients scheduled 730-12 and 1-5. This leads to limited time for meetings that doesn't require patient appointment slots to be held. For this reason many meetings are scheduled 12-1pm. This means we are eating at our desk, while trying to focus on a meeting, yet also trying to catch up on the morning's documentation. Even though we have 30 minutes of our one hour lunch as "unpaid lunch" time we are typically working during that time. Ideally we would not meet over the lunch hour. This would allow the possibility of someone doing something other than work during lunch. It would also mean that people don't need to watch me try to eat salad and participate in a conversation.

# data[].attributes.body
I am sure we are all familiar with the dreaded instant message ping on Microsoft Teams. There is a VP at my work who follows up with items communicated over email via Teams. I understand if it is an emergency. When it becomes a habit it is stress inducing and unnecessary, in addition to the email communication, where the expectations are clear.

# data[].attributes.body
I was working with one business users who always asks questions during Non office hours and she expects quicker response. Many times I feel stressed seeing those emails in my cell phone and I would like to control responding those but sometimes used to respond and then the mail conversations keep going which will consume my couple of hours of my precious weekend.
I noticed this behavior for few months and when there was a opportunity for the feedback, I gave this feedback with specific examples and then I noticed the change and not receiving emails after hours. So I would suggest if any one emails during off hours is stressing, please provide the valid feedback so that they can correct this behavior.
Sakthikumar

# data[].attributes.body
There is a supervisor that I once worked with who I liked quite a lot. However, when they were stress their awareness of others plummeted.

He would then show up to every meeting very late, might not even acknowledge it and then multitask while in the meeting.  I know he thought he was doing all he could. He clearly was overloaded. But it ultimately caused distress for the people around him who were hampered by his lack of focus.

# data[].attributes.body
Some leaders tend to send emails out at all hours of the day even when they are in the office during the day.  This creates stressors for employees that believe that they need to be available at all hours to respond to the leaders questions / reviews even when the leader has stated that they don't expect that from their employees.  The stressor can be how they feel they will be perceived and respected in the future if they do not make themselves available at all hours.  Sometimes leaders also work strange hours where they come in significantly later than their employees but then stay very late into the evening. This creates the stressor again that the employee feels they could be perceived as being "lazy" even when they are working a full shift or more, just earlier in the day.
-Lane

# data[].attributes.body
There are many cases where employees or management email or call either at night or during the weekends expecting answers to be addressed and responded to. If not done secondary messages are sent wondering if you will still get to it. Also during vacations the same expectation is there for you to call back or email a response. In most cases the required information is non-emergent or where the person just doesn't want to dig into the work themselves.

# data[].attributes.body
One thing that my current manager does is take work calls while they are driving. While these work calls are always during work hours, and not turn off work while driving. They were even doing it while driving to the vet because their dog was sick. This does not set a good precedent because then other team members will feel as though they have to take calls while driving too. While taking calls and being on meetings is important, I think that it should also not be expected when you are driving; whether that be to the doctor's, the vet, or picking the kids up from school.

# data[].attributes.body
In a start-up company I worked for in Silicon Valley, whenever there is a big software release coming up, a casual office greeting of "how are you doing" would be viewed with suspicion, and if the conversation continues on to the progress on work, often the talk would end abruptly with defensive statements and "mind your own business".

# data[].attributes.body
Managing workload is a challenge and often employers hire externally to either backfill an existing role or fill a new requisition.
However, the chances of the new hire's expertise matching with the requirements of the role is very low, which means the employee is unable to do the job effectively, which reduces motivation.
It is important to assess the match between team members and their responsibilities (clear communication, feedback and corrective process) to ensure a healthy team/work environment.
-RV

# data[].attributes.headline
I have worked with leaders who described PTO as protected time and an important opportunity to disengage from work responsibilities.  These same leaders would routinely respond to emails and attend meetings during their scheduled PTO.  The effect of the leaders not maintaining PTO boundaries created a culture where no one felt as though they could take time off and created the impression that the leaders did not feel their staff was competent to work in their absence.

# data[].attributes.subject
I have worked with leaders who described PTO as protected time and an important opportunity to disengage from work responsibilities.  These same leaders would routinely respond to emails and attend meetings during their scheduled PTO.  The effect of the leaders not maintaining PTO boundaries created a culture where no one felt as though they could take time off and created the impression that the leaders did not feel their staff was competent to work in their absence.

# data[].attributes.body
I will age myself. When I started work at 22, you didn't have access to email from a computer other than one plugged (not sure that is the correct term) into the network at work (let alone a phone). This made emails only something that you responded to when physically at work. Expectations became blurred now that we all walk around with computers in our pockets. Being reachable and responding quickly seems to be the norm. I see this with those I report to and those who report to me. I see many emails coming through late at night; some say they can only respond after putting their children to bed. I am guilty of sending emails when I can't sleep. However, someone said something to me about sending an email at such an odd time, so now I write the email and schedule it to be delivered when work opens. I don't want to cause stress to others.

# data[].attributes.body
My manager will send emails after midnight on a consistent basis.  This leads to others on the team feeling like they need to be available 24/7 by having to respond as soon as possible.  Behaviors like this are okay in a temporary situation, for example when getting near the end of a project.  However, when it is the norm of how work is done, this will lead to employee dissatisfaction, burnout and turnover.
In addition, my organization requires directors and above to have their work email on their personal phones, which also supports the culture of an employee being available 24/7. For employees below a director level, work emails on personal devices is optional.

# data[].attributes.body
In a previous role, I worked for an employer that was open 24 hours a day, and many times, there were shifts on the weekend as well.  I received a cell phone reimbursement with the understanding that I was "on call" for emergencies during non working hours.  There were a number of employees in the same situation.  I noticed others and found myself responding to e-mails, taking calls, responding to texts, etc. that were not emergent at all times of the day and night, and observed numerous others doing the same even while on vacation.  Our plant manager did it most often perpetuating the expectation.

# data[].attributes.body
our leadership team at my current company does not do a great job of celebrating the wins. They have a tendency to just move the meter or goal line once the current goal is met. It can feel like no matter how much work we put in, we will never be able to "win" because the goal will just continue to get harder. It can be stressful to put in a lot of work, but never feel like you accomplished anything.

# data[].attributes.body
Our company's policy is unlimited sick days. I have received emails from my manager when has been at home sick. Working while sick can lead the direct reports to also think this is the norm which causes a stressful home environment when at home trying to get over a sickness. I've found that "unlimited" sick days results it people actually using fewer/no sick days.

# data[].attributes.body
I once had a director that was always questioning the teams whereabouts and how early and/or late they were working to the point that this individual asked the receptionist of the building to inform them of the time each team member arrived and when they left for the day. This was very disengaging and made the team feel that the director didn't trust that we were getting our work done if we weren't physically at our desks.

# data[].attributes.body
Although employees are entitled to take their allotted time off, some leaders question the need for the same. This behavior makes employees feel guilty for taking a time off that they actually earned.
- Abhilash

# data[].attributes.body
Some leaders tend to stay back late in the office and expect their employees to do the same. I have witnessed employees kill time on their desks with nothing to do as they wait for their boss to leave the office.
- Abhilash

# data[].attributes.body
Supervisors at my workplace tend to review and reply to emails while on vacation. This doesn't allow them to fully disconnect from work during their time off and reinforces the idea that staff should be constantly available to reply to emails during personal time.

# data[].attributes.body
As I join a new department at my company, I've been told by multiple coworkers that a single employee in this new department has outbursts during team meetings (so much so that the meeting had to end early), often deflects work onto others, and asks for help on tasks retained without recognizing coworkers for their support. The lack of empathy and significant disruptions have debilitated the department culture.
-Logan

# data[].attributes.body
My boss sent a number of email responses a few Sundays ago during a time of team resource transitions. Although he has only done this a few times each year, I've noticed the amount of times that I have replied to work emails when relaxing with my wife on the couch has gone way up since the pandemic started.
-Logan

# data[].attributes.body
Our company has a very open culture and everyone is encouraged to be open.
More often than not, people use memo-list (company wide email distribution) to express anger, dissatisfaction or disagreement about an executive announcement or an opinion put forth by CEO in a townhall meeting.

There have been emails with employee complaints (outburst) against their supervisors during the pandemic, with fellow employees expressing their opinion, anger, and support or lack of it!

At the end of it all the leader of HR responds by analyzing the initial email with complaint and suggesting what could have been done better!

This causes distraction at work, encourages pessimism, reduces productivity and increases stress.

-RV