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In my twenties, I was the kind of employee managers loved and therapists worried about. I worked late without being asked. I answered emails during vacation and treated 11 p.m. messages like asteroid-headed-for-Earth emergencies. My identity was stitched to my output, and I wore burnout like a badge of honor. Somewhere along the way, many of us signed this invisible contract stating that success demands sacrifice. For us, time, health, and relationships were all fair game in the pursuit of professional validation. But now, more people are realizing its a contract they want to break: According to Gallups most recent global report, employee engagement is down two percentage points to just 21%, and manager engagement saw an even more dramatic drop. An alternative to quiet quitting For me, becoming a parent made me realize that powering through was not just hard, but unsustainable. My time was no longer mine to give away so freely. I started making small changes like declining late meetings, muting notifications after 6 p.m., and blocking Friday afternoons for deep work so I could log off fully over the weekend. Each change felt like a micro-rebellion against my internalized idea of what defines a great professional. Many employees today just make these shifts subtlysomewhere between 20% and 40% of the workforce are quiet quitters, according to data from McKinsey and the Understanding Societyand part of me was tempted to just pull back quietly, too. Instead, I decided to swing the other way. I got louder about what I needed. I told colleagues when I was logging off, and then actually logged off. I pushed back on two-day timelines and offered alternatives that protected both the quality of my work and my sanity. Most importantly, I stopped padding my newly found boundaries with apologies. This approachwhat Ive come to call loud livingisnt about doing less. Its about showing up better, with focus and clarity. It isnt about less ambition, but ambition that doesnt cost you everything else. Heres how anyone can move from burnout-fueled achievement to sustainable success, without even having to be quiet about it. 1. Redefine Success for Yourself First Traditional success metrics like promotions, title bumps, and glowing performance reviews are easy to chase because theyre visible and externally validating. But I realized that those wins dont mean a lot if they come with a side of chronic exhaustion and missing important things in my personal life. I started redefining success on my own terms: Did I get the important work done and make it to storytime? Did I show up fully without sacrificing my health, sleep, or relationships? Measuring success this way didnt make me less ambitiousit made me more intentional. And it gave me a reason to protect my time as fiercely as I used to chase someone elses version of achievement. 2. Tag Your Calendar Transparently I used to write busy as a default time block, thinking it made me look like I wasnt slacking but having things other than my job responsibilities on my calendar. But busy doesnt communicate priorities. Swapping it for things like deep work, school pickup, or thinking time not only made my day more manageable, but gave colleagues insight into how I work best. It signaled that all timenot just meetingsis valuable, and that caregiving or creative work deserve just as much space as Zoom calls. Transparency in your calendar builds trust. And when people see you respecting your own time, theyre more likely to respect it, too. 3. Clearly Communicate Personal Nonnegotiables It still feels moderately uncomfortable telling my team, Im not available before 9 a.m. because thats school drop-off. I expected eye rolls or assumptions that I was less committed. Naming nonnegotiables doesnt mean youre rigid. It means youre clear on what keeps you grounded, and youre modeling a healthier way to mesh life and work without hiding behind vague time blocks and secret stress. 4. Put Up Your OOO Message, Even If Youre Not on Vacation Out of office replies used to feel like something reserved for work travel and time off. But I think we can all agree that life doesnt wait for vacation. When I started using OOO messages for moments like caring for a sick kid and going offline to reset, I noticed something powerful: people responded with understanding, not judgment. By expanding whats worthy of an OOO message, we start the process to normalize that time away is not always tied to beaches and life milestones like weddings. Sometimes its about boundaries, bandwidth, and being human. 5. Ask Your Team (and Yourself) the Tough Questions Worklife alignment starts with curiosity, not just policies. What does someone really need to feel present at work and at home? Whats the thing they never want to miss, or the time of day when theyre truly in flow? These arent just nice-to-know details, but critical inputs to help teams collaborate effectively and do their best work. By asking these questions not just as a manager, but as a teammate, and answering them for ourselves we start treating each person as a whole human, not just a job title. This kind of clarity reduces burnout, builds empathy, and makes it easier to plan work that honors priorities and the people. Normalize having honest conversations around personal priorities and boundaries. Managers and teammates alike can ask: What are your personal nonnegotiables? What time of day do you work best? Whats one thing you want to protect weekly? What do you never want to miss? 6. Practice Saying No Without Apologizing If you were raised in hustle culture, saying no can feel like a big ol failure or make you seem weak. For years, I padded every boundary with Im so sorry followed by justifications. But over time, I realized that being clear about my limits wasnt disrespectful. It was actually responsible, both for myself and my team. Saying, I cant take this on right now, but heres when I can revisit based on whats on my plate, is honest and professional. The Boundary-Filled Future of Work Worklife balance may not be a universal reality. But worklife alignmenta career that adapts to your life, not erases itis worth building toward. Is this realistic for everyone? Not always. Some roles require reactivity, and others rely on client schedules, shift work, or global time zones. But even in those cases, we can normalize transparency over perfection. Being clear about bandwidth, boundaries, and priorities helps teams operate more effectively andwith more empathy. And, we could all use a bit more empathy. Parents and non-parents alike. We need to start treating boundaries as a performance tool, not a privilege.
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E-Commerce
Welcome to Pressing Questions, Fast Companys workplace advice column. Every week, deputy editor Kathleen Davis, host of The New Way We Work podcast, will answer your biggest and most pressing workplace questions. Q: What should I do if I think my coworkers are gossiping about me?A: In past columns Ive said that much of office life can feel like high school, and this is the ultimate example. This is a situation that feels awful but that you have little control over. So while you cant control other people, you can control your own actions and reactions. Here are a few things you can do: Dont engage in negative gossip yourself “Gossip is an important part of human communication,” says Jason Morgan, vice president of behavioral intelligence at Aware. Its a way that people build relationships, feel more connected, and help soothe their anxiety. In other words, we are social animals that need to talk to each other and, often, about each other. But that doesnt mean that the content of our gossip has to be vicious or hurtful.You dont need to bring someone down to bring yourself up. If you think your coworkers are talking negatively about you, your first step should be to evaluate your own gossiping tendencies. You’re never going to stop people from talking, but the more negativity you put out into the world, the more thats likely to come back to you. Use gossip as a force for good Good gossip is beneficial to everyones well being. Fast Company contributor and behavioral scientist Art Markman points out that gossip can bring people together or it can create factions. Lead by example and start the kind of gossip that makes people feel better. When we celebrate other peoples successes and positive life events, we are bringing our community together, Markman explains. When we let team members know about a sad experience in the life of a colleague, it can create outpourings of sympathy and attempts to help. These are quite positive uses of gossip that can improve the overall sense of community. Deal with it directly If trying to use office gossip as a force for good isnt working and your coworkers are still saying negative things about you, you need to decide if its worth intervening. If the gossip is annoying but ignorable, then do your best to turn the other cheek. If its impacting your daily well-being, you have a few choices:1. Confront it with humor. Sometimes taking a lighter approach might be more effective than an awkward conversation. For example if you overhear two colleagues whispering about how you are a know-it-all, you can say something like, oh, tell me about itthat Kate, shes a real pill! That will shame them enough to either stop their gossip, or at least be more discreet.2. Take it as feedback. You can take a more mature approach and view the content of their gossip as feedback and consider some behavior changes. (Maybe you do interrupt too much?) 3. Have an uncomfortable conversation. If you’re feeling brave enough you can confront the gossip directly. After all, we arent in high school anymore and hopefully in the years since youve gained some self-assuredness. You can start it off with something like Ive heard you and Dan talking about me and I just want to let you know that Id love to hear your feedback directly.4. Talk to your boss. This is generally the type of problem you can handle yourself, but if it rises to the level of creating a toxic work environment, you can get your boss involved. Just make sure you’ve already tried to take some steps to mitigate it yourself. Want more about office gossip? Here you go: Three steps to end office gossip How work gossip has changed in the age of hybrid work How to make office gossip your ally This is when gossip can be healthy in the workplace
Category:
E-Commerce
Want more housing market stories from Lance Lamberts ResiClub in your inbox? Subscribe to the ResiClub newsletter. Last month, in an address to investors, D.R. Horton CEO Paul Romanowski said the spring 2025 selling season is getting off to a slower-than-usual start for the nation’s largest homebuilder. This years spring selling season started slower than expected as potential homebuyers have been more cautious due to continued affordability constraints and declining consumer confidence, Romanowski said on the company’s earnings call. It isnt just D.R. Horton. “Demand at the start of this springs selling season was more muted than what we have seen historically, despite a healthy level of traffic in our communities,” wrote Jeffrey Mezger, CEO of KB Home, in the companys Q1 2025 earnings report. “In mid-February, we took steps to reposition our communities to offer the most compelling value, and buyers responded favorably to these adjustments.” Last quarter, Lennar spent the equivalent of 13% of home sales on buyer incentivesup from 1.5% in Q2 2022 at the height of the pandemic housing boom. A 13% incentive on a $400,000 home translates to $52,000 in incentives. This softer housing demand is causing unsold inventory to tick up. Indeed, since the pandemic housing boom fizzled out, the number of unsold completed U.S. new single-family homes has been rising: April 2018: 61,000 April 2019: 77,000 April 2020: 78,000 April 2021: 33,000 April 2022: 34,000 April 2023: 69,000 April 2024: 89,000 April 2025: 117,000 The April figure (117,000 unsold completed new homes) published last week is the highest level since July 2009 (126,000). Lets take a closer look at the data to better understand what this could mean. ResiClubs Finished Homes Supply Index puts the number of unsold completed new single-family homes into historic context. The index is one simple calculation: The number of unsold completed U.S. new single-family homes divided by the annualized rate of U.S. single-family housing starts. A higher index score indicates a softer national new construction market with greater supply slack, while a lower index score signifies a tighter new construction market with less supply slack. If you look at unsold completed single-family new builds as a share of single-family housing starts (see chart below), it still shows we’ve gained slack; however, it puts us closer to pre-pandemic 2019 levels than the 2007 to 2009 financial crisis. While the U.S. Census Bureau doesn’t give us a greater market-by-market breakdown on these unsold new builds, we have a good idea where they are based on where total active inventory homes for sale (including existing) has spiked above pre-pandemic 2019 levels. Most of those areas are in the Sun Belt around the Gulf. Some builders are experiencing pricing pressure, particularly in major housing markets like Florida and Texas, where resale inventory remains significantly higher than pre-pandemic levels. !function(){"use strict";window.addEventListener("message",(function(a){if(void 0!==a.data["datawrapper-height"]){var e=document.querySelectorAll("iframe");for(var t in a.data["datawrapper-height"])for(var r,i=0;r=e[i];i++)if(r.contentWindow===a.source){var d=a.data["datawrapper-height"][t]+"px";r.style.height=d}}}))}(); Big picture: Theres greater slack in the new-construction market now than a few years ago, giving buyers some leverage in certain markets to negotiate better deals with homebuilders.
Category:
E-Commerce
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