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The workplace is broken.
These toxic habits are why—let’s fix them:
We’ve normalized behaviors that silently destroy teams, morale, and productivity.
It’s time to call them out and do better.
Here are 10 toxic work habits we must stop—and one shocking behavior no one talks about:
1. The 'Always On' Culture
Expecting 24/7 availability burns people out
Set boundaries and respect time off
2. Micromanaging
Over-controlling kills trust and creativity
Set goals, then let your team lead the way
3. Rewarding Hours Over Results
Long hours ≠ productivity
Recognize outcomes, not effort
4. Instant Reply Culture
Demanding quick responses disrupts focus
Define realistic response times
5. No Time to Recharge
Skipping breaks lowers performance
Encourage rest to fuel results
6. Outdated Gender Roles
Stereotypes limit potential and divide teams
Assign tasks based on skill, not gender
7. Superficial Perks
Ping-pong tables don’t fix real problems
Offer benefits that improve well-being
8. Chasing Results at Any Cost
Prioritizing outcomes over ethics creates chaos
Celebrate the process and steady progress
9. The Busywork Trap
Busyness ≠ results
Focus on what truly moves the needle
10. Toxic Leaders, Toxic Culture
Fear-based leadership destroys morale
Promote leaders who build trust and positivity
The Shocking Habit We Don’t Talk About Enough:
11. Silent Approval
Leaders ignoring toxic behaviors
Accountability starts at the top
(call it out before it spreads)
Final Thought:
How you treat your people drives their results.
Respect their time.
Value their efforts.
And watch your team achieve extraordinary things.
What’s the most toxic behavior you’ve seen?
What would you add?
______________The workplace is broken. These toxic habits are why—let’s fix them: We’ve normalized behaviors that silently destroy teams, morale, and productivity. It’s time to call them out and do better. Here are 10 toxic work habits we must stop—and one shocking behavior no one talks about: 1. The 'Always On' Culture ❌ Expecting 24/7 availability burns people out ✅ Set boundaries and respect time off 2. Micromanaging ❌ Over-controlling kills trust and creativity ✅ Set goals, then let your team lead the way 3. Rewarding Hours Over Results ❌ Long hours ≠ productivity ✅ Recognize outcomes, not effort 4. Instant Reply Culture ❌ Demanding quick responses disrupts focus ✅ Define realistic response times 5. No Time to Recharge ❌ Skipping breaks lowers performance ✅ Encourage rest to fuel results 6. Outdated Gender Roles ❌ Stereotypes limit potential and divide teams ✅ Assign tasks based on skill, not gender 7. Superficial Perks ❌ Ping-pong tables don’t fix real problems ✅ Offer benefits that improve well-being 8. Chasing Results at Any Cost ❌ Prioritizing outcomes over ethics creates chaos ✅ Celebrate the process and steady progress 9. The Busywork Trap ❌ Busyness ≠ results ✅ Focus on what truly moves the needle 10. Toxic Leaders, Toxic Culture ❌ Fear-based leadership destroys morale ✅ Promote leaders who build trust and positivity The Shocking Habit We Don’t Talk About Enough: 11. Silent Approval ❌ Leaders ignoring toxic behaviors ✅ Accountability starts at the top (call it out before it spreads) Final Thought: How you treat your people drives their results. Respect their time. Value their efforts. And watch your team achieve extraordinary things. What’s the most toxic behavior you’ve seen? What would you add? ______________
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44% of workers would take a pay cut for remote work.
(Source: Buffer)
Nearly half of workers value flexibility more than money.
Yet companies are still forcing return-to-office.
Amazon’s latest move: Back to 5 days in the office.
But here's the disconnect:
The data says remote work works.
→ 77% of remote workers report higher productivity.
→ 85% experience greater job satisfaction with flexibility.
So what's really going on here?
1. Control issues
↳ Managers addicted to "line of sight" leadership
> Trust is the new currency
2. Sunk cost fallacy
↳ Expensive office leases sitting empty
> Flexibility is worth more than fancy real estate
3. Corporate culture concerns
↳ "We'll lose our company DNA"
> Culture is about values, not physical spaces
4. "That's how we've always done it" syndrome
↳ Change is hard, familiar is comfortable
> Adapt or die in the new world of work
But the real question is:
If your team is willing to earn less to work remotely...
Shouldn't you be paying them more to come in?
The future of work is flexible.
Adapt or risk losing your best talent.
PS: What’s on your take? Remote or office?44% of workers would take a pay cut for remote work. (Source: Buffer) Nearly half of workers value flexibility more than money. Yet companies are still forcing return-to-office. Amazon’s latest move: Back to 5 days in the office. But here's the disconnect: The data says remote work works. → 77% of remote workers report higher productivity. → 85% experience greater job satisfaction with flexibility. So what's really going on here? 1. Control issues ↳ Managers addicted to "line of sight" leadership > Trust is the new currency 2. Sunk cost fallacy ↳ Expensive office leases sitting empty > Flexibility is worth more than fancy real estate 3. Corporate culture concerns ↳ "We'll lose our company DNA" > Culture is about values, not physical spaces 4. "That's how we've always done it" syndrome ↳ Change is hard, familiar is comfortable > Adapt or die in the new world of work But the real question is: If your team is willing to earn less to work remotely... Shouldn't you be paying them more to come in? The future of work is flexible. Adapt or risk losing your best talent. PS: What’s on your take? Remote or office?
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Most leaders aren’t underperforming.
They’re overcommitted to the wrong things.
10 priorities.
14 meetings.
100 Slack pings.
Still no traction.
Still no real progress.
Why? Because:
80% of your impact
comes from 20% of your actions.
80% of your influence
comes from 20% of your communication.
80% of your team’s growth
comes from 20% of your leadership habits.
Leadership isn’t about doing more.
It’s about choosing better.
How to shift your focus to the 80% that actually builds leadership:
1. Audit your day by energy, not tasks
→ Where do you create momentum?
→ Where do you just stay “busy”?
2. Ask more questions than you give answers
→ You don’t need all the answers.
→ You need the right conversations.
3. Build systems, not just set goals
→ Systems scale.
→ Micromanagement burns out everyone.
4. Unfollow noise. Follow depth.
→ Cut performative updates.
→ Invest in feedback that drives action.
5. Write before you scroll
→ Reflect before you react.
→ Lead from clarity, not chaos.
6. Rehearse before showing up
→ Preparation builds presence. Presence builds trust.
7. Keep promises to yourself
→ If you break your own word, why should anyone trust your vision?
Your team follows your focus.
Make sure it’s on the right 20%.
What’s one thing you’ll start doing this week to lead sharply?
Let me know in the comments.Most leaders aren’t underperforming. They’re overcommitted to the wrong things. ❌ 10 priorities. ❌ 14 meetings. ❌ 100 Slack pings. Still no traction. Still no real progress. Why? Because: 🧠 80% of your impact comes from 20% of your actions. 💬 80% of your influence comes from 20% of your communication. 💡 80% of your team’s growth comes from 20% of your leadership habits. Leadership isn’t about doing more. It’s about choosing better. How to shift your focus to the 80% that actually builds leadership: 1. Audit your day by energy, not tasks → Where do you create momentum? → Where do you just stay “busy”? 2. Ask more questions than you give answers → You don’t need all the answers. → You need the right conversations. 3. Build systems, not just set goals → Systems scale. → Micromanagement burns out everyone. 4. Unfollow noise. Follow depth. → Cut performative updates. → Invest in feedback that drives action. 5. Write before you scroll → Reflect before you react. → Lead from clarity, not chaos. 6. Rehearse before showing up → Preparation builds presence. Presence builds trust. 7. Keep promises to yourself → If you break your own word, why should anyone trust your vision? Your team follows your focus. Make sure it’s on the right 20%. What’s one thing you’ll start doing this week to lead sharply? Let me know in the comments. 👇
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Most managers waste their 1-on-1s.
This is how I make sure I don’t:
Early in my career,
I didn’t understand the power of a great 1-on-1.
As a founder, I make sure my 1-on-1s drive growth, trust, and retention.
As a Manager:
Here’s what I do differently.
I plan ahead. My team knows the agenda before we meet.
No surprises, no wasted time.
I start with a human check-in. No one wants to jump straight into work talk.
A few minutes of real conversation builds trust.
I always give structured feedback.
I use “Start, Stop, Continue”:
Start: What new actions could help them grow?
Stop: What habits might be slowing them down?
Continue: What are they excelling at? Reinforce their strengths.
I set meaningful goals with them, not for them. Using “The 3Ps” framework:
Project: What’s the next big deliverable?
Progress: How are their skills evolving?
Path: Where do they want to go in their career?
I never cancel. If something comes up, I reschedule.
It’s a signal that their time matters.
I listen more than I talk.
My job is to unblock—not dominate the conversation.
I offer genuine support. Saying, “Let me know if you need anything” is lazy.
Instead, I make specific offers to help.
As an Employee,
Here’s what I did to make my 1-on-1s count:
I came prepared.
I treated these meetings as a chance to drive my own growth, not just report updates.
I gave my managers feedback using “The H.O.W.” framework:
Highlight: What’s working?
Start with the positives.
Observe: What challenges are holding me back?
Be honest.
Wish: What support do I need?
Be specific.
I took ownership of my career.
I didn’t wait for my manager to ask about my goals—I brought them up myself.
I defined my own growth using the “G.R.I.T." framework:
Goal: What’s my long-term career objective?
Reality: Where am I right now? What gaps exist?
Initiative: What skills, projects, or mentorship will get me there?
Timeline: When do I want to reach each milestone?
Invest in these conversations.
You’ll see the ROI in trust, collaboration, and retention.
What’s your 1-on-1 strategy?
Most managers waste their 1-on-1s. This is how I make sure I don’t: Early in my career, I didn’t understand the power of a great 1-on-1. As a founder, I make sure my 1-on-1s drive growth, trust, and retention. As a Manager: Here’s what I do differently. ▶️ I plan ahead. My team knows the agenda before we meet. No surprises, no wasted time. ▶️ I start with a human check-in. No one wants to jump straight into work talk. A few minutes of real conversation builds trust. ▶️ I always give structured feedback. I use “Start, Stop, Continue”: Start: What new actions could help them grow? Stop: What habits might be slowing them down? Continue: What are they excelling at? Reinforce their strengths. ▶️ I set meaningful goals with them, not for them. Using “The 3Ps” framework: Project: What’s the next big deliverable? Progress: How are their skills evolving? Path: Where do they want to go in their career? ▶️ I never cancel. If something comes up, I reschedule. It’s a signal that their time matters. ▶️ I listen more than I talk. My job is to unblock—not dominate the conversation. ▶️ I offer genuine support. Saying, “Let me know if you need anything” is lazy. Instead, I make specific offers to help. As an Employee, Here’s what I did to make my 1-on-1s count: ✅ I came prepared. I treated these meetings as a chance to drive my own growth, not just report updates. ✅ I gave my managers feedback using “The H.O.W.” framework: Highlight: What’s working? Start with the positives. Observe: What challenges are holding me back? Be honest. Wish: What support do I need? Be specific. ✅ I took ownership of my career. I didn’t wait for my manager to ask about my goals—I brought them up myself. ✅ I defined my own growth using the “G.R.I.T." framework: Goal: What’s my long-term career objective? Reality: Where am I right now? What gaps exist? Initiative: What skills, projects, or mentorship will get me there? Timeline: When do I want to reach each milestone? Invest in these conversations. You’ll see the ROI in trust, collaboration, and retention. What’s your 1-on-1 strategy?
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88% of teams perform better with coaching.
But most leaders overlook the easiest place to start:
Their meetings.
We’ve all sat through the ones that feel:
Too long
Off-track
Totally pointless
But when they’re done right?
Meetings become your fastest path to:
Momentum
Alignment
Clarity
Here are 4 meetings that high-impact leaders
run on repeat:
1. Daily Check-In (5 minutes)
↳ Quick sync. Stand up. Share priorities.
↳ Skip the small talk, this is your rhythm reset.
↳ Run it even if a few folks miss it.
2. Weekly Tactical (45–90 minutes)
↳ Turn updates into traction.
↳ Name what’s stuck. Celebrate what moved.
↳ Start with metrics. Then solve, don’t spiral.
3. Monthly Strategic (2–4 hours)
↳ Zoom out. Think long-term.
↳ Ask better questions. Make smarter bets.
↳ Pick 1–2 topics. Reflect. Decide with clarity.
4. Quarterly Offsite (1–2 days)
↳ New space. Bigger vision.
↳ Get off Zoom. Clear the whiteboard.
↳ Focus on team health and bold direction.
Meetings aren’t a distraction from leadership.
They are leadership.
The truth?
You don’t need more meetings.
You need better ones.
Start with these 4.
Use them to coach, not just coordinate.
That’s how real leaders build momentum.
Repost to help someone lead better today.
Follow Kavit Haria for simple wins in
coaching, leadership, and business.
P.S. At the Jay Shetty Certification School,
we believe everyone is a coach.
Your lived experience, your leadership,
your care. It all counts.
Want to develop yourself or your team
into confident, certified coaches?
88% of teams perform better with coaching. But most leaders overlook the easiest place to start: Their meetings. We’ve all sat through the ones that feel: ❌ Too long ❌ Off-track ❌ Totally pointless But when they’re done right? Meetings become your fastest path to: ✅ Momentum ✅ Alignment ✅ Clarity Here are 4 meetings that high-impact leaders run on repeat: 1. Daily Check-In (5 minutes) ↳ Quick sync. Stand up. Share priorities. ↳ Skip the small talk, this is your rhythm reset. ↳ Run it even if a few folks miss it. 2. Weekly Tactical (45–90 minutes) ↳ Turn updates into traction. ↳ Name what’s stuck. Celebrate what moved. ↳ Start with metrics. Then solve, don’t spiral. 3. Monthly Strategic (2–4 hours) ↳ Zoom out. Think long-term. ↳ Ask better questions. Make smarter bets. ↳ Pick 1–2 topics. Reflect. Decide with clarity. 4. Quarterly Offsite (1–2 days) ↳ New space. Bigger vision. ↳ Get off Zoom. Clear the whiteboard. ↳ Focus on team health and bold direction. Meetings aren’t a distraction from leadership. They are leadership. The truth? You don’t need more meetings. You need better ones. Start with these 4. Use them to coach, not just coordinate. That’s how real leaders build momentum. ♻️ Repost to help someone lead better today. 📌 Follow Kavit Haria for simple wins in coaching, leadership, and business. P.S. At the Jay Shetty Certification School, we believe everyone is a coach. Your lived experience, your leadership, your care. It all counts. Want to develop yourself or your team into confident, certified coaches?
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