In this episode, Lars and Paulina delve into the phenomenon of quiet quitting, exploring its implications in the workplace. They discuss the emotional triggers that lead to disengagement, the role of leadership in fostering a supportive environment, and practical steps for reigniting motivation among employees. The conversation emphasizes the importance of trust, psychological safety, and personal agency in creating a fulfilling work culture.

Culture Code Foundation https://www.culturecodefoundation.com/

Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/

Paulina on Instagram https://www.instagram.com/sceptical_paulina/

Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/

Lars on Instagram https://www.instagram.com/larsnielsen_cph/

Takeaways

Quiet quitting is about doing the bare minimum at work.

People often disconnect emotionally while still being physically present.

Engagement is driven by trust, voice, and purpose.

Betrayal and invisibility are key emotional triggers for disengagement.

Leaders must listen to their teams to foster engagement.

Psychological safety is crucial for open communication.

Motivation is not about perks but about meaningful work.

Employees need to feel their contributions matter.

Quiet quitting can be a resilience strategy for employees.

Reigniting passion requires self-reflection and small actions.

Chapters

00:00 Introduction to Quiet Quitting

02:59 Understanding Quiet Quitting

06:06 The Emotional Triggers of Disengagement

11:59 The Role of Leadership in Engagement

21:04 Identifying Signs of Disengagement

27:02 Reigniting Passion and Motivation

32:49 Practical Steps for Leaders

39:56 Final Thoughts and Takeaways

In this episode of Cultures from Hell, Lars Nielsen and Paulina discuss the hidden side of diversity, equity, and inclusion (DEI) work, focusing on the issue of burnout among employees, especially those from marginalized groups. They explore the gap between DEI slogans and the lived reality in organizations, sharing personal experiences and insights on how companies can genuinely improve their DEI efforts without exhausting their employees. The conversation highlights the importance of structural changes, the dangers of performative DEI initiatives, and the need for true inclusion and psychological safety in the workplace.

Culture Code Foundation https://www.culturecodefoundation.com/

Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/

Paulina on Instagram https://www.instagram.com/sceptical_paulina/

Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/

Lars on Instagram https://www.instagram.com/larsnielsen_cph/

Takeaways

Diversity burnout occurs when marginalized groups bear the emotional weight of DEI initiatives without support.

DEI should be integrated into the cultural DNA of a company, not treated as a separate project.

Rainbow washing refers to companies that promote diversity superficially without real action.

Inclusion requires uncomfortable power redistribution, which many leaders resist.

High performers may disengage when they feel their feedback is ignored.

Effective DEI initiatives require genuine involvement from diverse voices, not just optics.

Companies often prioritize appearance over meaningful change in their DEI efforts.

Burnout manifests as silence and disengagement in the workplace.

Leaders must reflect on their biases and trust dynamics within their teams.

Small, visible wins in DEI can build trust faster than lengthy strategies.

Chapters

00:00 The Hidden Side of Diversity Work

08:08 Understanding Diversity Burnout

14:51 The Disconnect Between DEI Words and Actions

19:52 Recognizing Surface-Level DEI Efforts

24:55 Effective Practices for Genuine Inclusion

30:28 Common Misconceptions About DEI

32:22 Hope for the Future of DEI

In this episode of Cultures from Hell, Lars and Paulina explore the often daunting topic of honest feedback in the workplace. They discuss the seasonal changes affecting mood and productivity, the importance of candid communication, and how to overcome the fear associated with giving and receiving feedback. The conversation delves into the myths surrounding feedback, the role of radical candor, and practical frameworks for delivering constructive criticism. They emphasize the need for a safe environment to foster trust and growth, sharing personal anecdotes and insights on how to create a culture that values honest dialogue.

Culture Code Foundation https://www.culturecodefoundation.com/

Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/

Paulina on Instagram https://www.instagram.com/sceptical_paulina/

Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/

Lars on Instagram https://www.instagram.com/larsnielsen_cph/

Takeaways

✅Honest feedback is essential for growth and trust.

✅Vague feedback is a form of false kindness.

✅Creating a safe environment is crucial for effective feedback.

✅Radical candor can transform workplace communication.

✅Feedback should focus on behavior, not personality.

✅Curiosity enhances the feedback process.

✅Regular feedback prevents ingrained bad habits.

✅Feedback should be a part of daily interactions.

✅The intention behind feedback matters significantly.

✅Learning from feedback mistakes is vital for improvement.

Chapters

00:00 Embracing Seasonal Changes

03:05 The Importance of Honest Feedback

06:03 Overcoming the Fear of Feedback

08:54 The Impact of Feedback on Trust

11:51 Myths and Misconceptions about Feedback

15:01 Creating a Safe Feedback Environment

18:02 Practical Frameworks for Feedback Conversations

21:12 Radical Candor in Practice

24:13 Building a Culture of Trust

26:54 Learning from Feedback Mistakes

29:53 The Role of Vulnerability in Feedback

32:59 Final Thoughts on Feedback and Growth