Being nice and treating each other with respect does not mean only saying what others want to hear. Harmony and cooperation is created by honest communication.

This post is about constructive feedback, and how important honest exchange is in every aspect of our lives. Avoiding open disagreement, hiding things away or pretending to be on the same emotional and intellectual plane when you are not, causes tensions and hurtful feelings; the opposite of what we actually intend.

In the short video below, the speaker, Bo Seo, argues that openly disagreeing with each other instead of pretending to be on the same level leads to richer human relationships.

This topic can be supplemented by pages from the chapter on candor in the book about Netflix’s company culture: No Rules Rules (summary of the book’s main points under link).

The article and quiz ‘Are you an extrovert or an introvert (and why it matters) (link below) is related to a TEDtalk from 2012 by Susan Cain; Quiet: The Power of Introverts. This issue has forcefully come up again during corona times in connection with how people feel about having to work alone from home.

In relation to this, the BBC article Why introverts excelled at working from home deals with the question what kind of personality types are supported by which kind of work. Or in other words: do ‘traditional’ office jobs favor louder, more visible and extroverted people at the expense of introverts – whose time has now come?

Are you an extrovert or an introvert (and why it matters)

During the pandemic, the topics of work-life balance, healthy work environments, satisfying work etc. came even more into focus than they had before. Work environments underwent dramatic changes in various lockdown situations. Whereas in many jobs or professions, employees and workers had no choice as to continue going to their respective work places, others, especially office workers, experienced working from home as a new normal.

Towards the end of the pandemic or the emergency situations, discussions intensified about how people wanted to work in future: which changes induced by the pandemic situation would they like to keep, where would they like to go back to how things were before – if at all – and what was truly missed.

In the UK and several other countries, research institutes and companies are trying out different ways of working. One such project is the trial run of a four day week instead of the traditional five. Below you find an adaptation of the text from The Guardian, supplemented with a little gap-filling exercise.

One of the research institutes involved in this project is the thinktank Autonomy. On their website you find a little video titled Change the Week.

Below you find the link to a text that discusses changes in companies’ or employers’ attitudes towards the working conditions they offer their employees. How voluntary or not these changes are is a question worth discussing.

During the last two years, a phenomenon called the Great Resignation has been spreading. I believe it started in the US, but also seems to be affecting companies in other countries. It assumedly started during the pandemic and seems to have been triggered by the radically enforced changes in peoples’ lives. Their is a wikipedia entry devoted to the phenomenon Great Resignation that could be read in connection with the text below.

Some of the questions worth discussing in connection with the Great Resignation: