For years, businesses have given euphemistic labels to toxic leadership, calling bullies 'tough taskmasters' and mistaking fear for discipline. But true corporate success - sustainable, long-term success - is built on something else entirely: innovation, collaboration and trust. The endurance of these corrosive management tactics is remarkable, but their time should be up.
Mark Zuckerberg's recent comments on needing more 'masculine energy' in companies echo Machiavelli's views from The Prince, suggesting that aggressive and adventurous traits are superior. This perpetuates gender stereotypes, undermining the progress of modern perspectives on gender roles in the tech industry.
Zuckerberg, who launched his career by rating the attractiveness of women at Harvard University, added that he grew up with three sisters and has three daughters, and wants women to succeed in corporations.
Parminder Singh, the COO of Tatler Asia, shared a story on X about how his Indian boss once rejected a qualified marketing candidate simply because the applicant played the guitar and ran marathons. The boss questioned, "When will he work?" which Singh found a surprising mindset. Reflecting on this, Singh expressed regret for not hiring the candidate and contrasted it with his time at Google, where diverse skills were valued. Meanwhile, SN Subrahmanyan, chairman of L&T, faced backlash after advocating for 90-hour work weeks and even working on Sundays.
The work-life balance debate highlights shifting professional priorities, emphasizing that meaningful work thrives when balanced with personal fulfillment, family time, and rest. Employees and leaders increasingly challenge traditional success narratives tied to relentless schedules, advocating for healthier, more sustainable approaches to productivity and well-being.
The article discusses the importance of building trust within corporate culture, emphasizing the role of internal factors like hybrid work models, diverse workforces and leadership, along with the impact of external factors such as economic uncertainty and technological change.
Rohit Kapoor, CEO of Swiggy Food and Marketplace, has criticised hustle culture for its negative impact on employees' health and well-being. He advocates for a balanced work-life approach, emphasizing the importance of personal relationships. His remarks have sparked discussions on the need for sustainable work practices in modern workplaces.
Abhijit Chakraborty, founder of Alphanumero, has introduced an innovative "Birthday Plus One" leave policy that grants employees two extra days off each year—one for their birthday and another for a loved one’s birthday. This initiative aims to promote work-life balance and address the often-overlooked importance of personal celebrations in corporate culture. Chakraborty shared his personal experiences to emphasize the need for such policies, and the response on social media has been overwhelmingly positive.
Australia's new 'right to disconnect' policy allows employees to refuse work-related demands after hours, aiming to improve work-life balance. This policy could benefit India by reducing burnout and increasing employee satisfaction. However, challenges include ingrained corporate culture and the need for industry-specific approaches.
After a post about a 25-year-old employee's leave request went viral on X, social media users advised the Gen Z population on handling corporate culture. The employee's plea, pleading about his mother, prompted varied responses. Users emphasized not begging for leave and suggested asserting leave entitlement when appropriate.
Today, HR has a very crucial role in organizational design for ESG enhancement. It is in charge of determining the best place for ESG supervision and ensuring its functional integration throughout the business.
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