Welcome to the Jungle

Do you feel like our meeting culture is broken? Post-pandemic, meetings became our digital glue. But now? We’re drowning in them. ?? Workers spend 80% of their time in meetings or answering colleagues’ requests. ?? Executives? 55% say they spend too much time in meetings. ?? Senior leaders? Up to 30 hours per week in back-to-backs. Before we cancel all meetings, let’s make them better. It’s time to rethink how we use time at work. Download our eBook to explore expert-backed strategies for better meetings! ?? https://bit.ly/41G2aLk

??Big news, America! Welcome to the Jungle has officially landed, we’re now live across the United States! We’d like to celebrate with you by offering FREE employer branding photo and video shoots at your office! ?? We’re currently booking shoots in New York, San Francisco, Boston, Los Angeles, Chicago, and Denver. Plus, we’re giving 12 months of discounted access to our platform, including a company profile page and the ability to match your jobs with top candidates using our 1-1 matching algorithm. If you’re looking to stand out and recruit talented candidates, employee branding isn’t just a “nice to have”. It’s a must have. Ready to level up? Comment below and we’ll reach out! Or book a demo to grab your spot. ?? https://bit.ly/4iWonL3

Could we learn from other work cultures around the world? ?? We compiled a list of Swedish habits we'd like to bring to offices near you!

"This meeting could have been an email." ?? Sound familiar? Meetings that drag on, lack purpose, or don’t require our input are more than just an inconvenience—they drain motivation and productivity. It’s no surprise that research shows excessive meetings leave employees feeling demotivated and unproductive. The real question is….. Are we respecting employees’ time in a way that allows them to do their best work? By being intentional about how we use time at work, we can create a culture that fosters deep focus, meaningful collaboration, and the downtime needed to recharge. Check out the latest chapter of our eBook to explore how employers can build a workplace that values time—and makes work more effective for everyone. ???https://bit.ly/41G2aLk

Having trouble focusing at work? ???? It’s not your fault you’re distracted, we live in an era of constant connectivity and endless notifications. And when we do rest, it seems you close the work tabs and open up the fun ones. This can leave you scrolling mindlessly for hours. ?? The average person checks their phone 144 times a day. ? Office workers are interrupted an average of 15 times per hour. This equates to one interruption every four minutes. When electronic devices become both our workplace and our place of relaxation, the boundaries between professional and personal life blur, leading to both benefits and challenges. The pros ?? On the positive side, having a single device for work and leisure allows for seamless transitions, eliminating the need to switch between multiple gadgets. The challenges ?? However, this blurred boundary between work and relaxation can lead to burnout and reduced downtime. When the same screen that delivers work emails also hosts Netflix, it becomes harder to mentally disconnect from professional responsibilities. How to reclaim your attention at work and outside ?? ?? Set digital boundaries ?? Use screen-free relaxation ?? Create physical separation ?? Schedule downtime At work, you can be more productive when you're fully focused, and after work you can escape the scrolling trap and actually relax. Remember your attention is power, so claim it!

The workplace is not immune to the influence of sexism from the outside world. Workplace culture is deeply intertwined with broader societal norms, and sexism—whether overt or subtle—can seep into our professional environments. We compiled together some of the common phrases women are tired of hearing in the workplace. Let us know in the comments if we missed anything.??

“But it’s more about the surprise factor. It’s like ‘Oh, you didn’t expect my English to be good." Pabel Martinez, the founder and CEO of?Plurawl, speaks about all the overlooked impacts of microaggressions in the workplace.??

Ever wonder what makes a worker truly engaged in their job? Or why we inherently work better in small groups? Or even why the strongest, most productive teams seem to be the ones that are the most socially connected? It’s not a coincidence—it’s how the brain is hardwired, and understanding its design can help shape the workplace to better accommodate our neural needs. Hilary Scarlett, an international speaker, consultant, and author on neuroscience and organizational change management, breaks down the evolutionary history of our brains into 3 key truths that can help us foster workplace cultures that work with our brains, not against them. Read the rest of the article here:?? ??https://lnkd.in/ec7zWN8J

Have you heard of Dunbar’s number? Coined in the 1990s by Robin Dunbar, a British anthropologist, Dunbar’s number theorizes that 150 is the maximum number of people our brains can have stable relationships with—or, as Dunbar put it, "the number of people you would not feel embarrassed about joining uninvited for a drink if you happened to bump into them in a bar.” So in massive corporate companies, culture is often treated as one-size-fits-all, leaving employees feeling disconnected and disengaged. So what is work culture, really? The truth? Culture isn’t built in all-hands meetings or corporate slogans—it’s forged in small, tight-knit teams. Following Dunbar, research suggests that: ? 4-5 person teams create the strongest connections. ? Employees deeply connected to their immediate team experience 62% less burnout. ? 73% of employees have left a job due to poor cultural fit. We don’t need more culture—we need better, localized, human-centered culture. Microcultures aren’t a problem; they’re the solution. Let us know how you define culture, and if your company is embracing it? Read our latest ebook to discover what our experts said on creating better company culture: ?? https://bit.ly/41G2aLk

Do we as a culture need to evaluate our reverence for CEOs?? Let's talk about it. ??