Managing Diverse Emotions

How tech workers really feel about work right now With insights from over 8,000 of you (possibly the largest survey of its kind), Noam Segal and I are excited to share the results of our first-ever large-scale tech worker sentiment survey. What we discovered is that tech professionals are experiencing a fascinating mix of emotions about their careers in 2025. Our biggest takeaways: 1. Burnout is at critical levels: Almost half of our respondents are experiencing significant burnout. 2. Tech workers are more optimistic than we expected—but optimism is declining: 58.5% of tech workers remain optimistic about their roles, and 54.8% remain optimistic about their careers. However, there has been a significant negative sentiment shift over the past year. 3. Startup founders are the happiest people in tech: They’re the only group growing more optimistic while consistently outranking everyone else in workplace well-being. 4. Managers need help: Only 26% of tech workers consider their managers highly effective, while over 40% view them as ineffective. 5. Where people work makes little difference in how they feel about work—on the surface. But dig deeper, and hybrid workers are the happiest, remote workers are doing well, and in-office workers are experiencing hidden frustrations. 6. Small-company employees are doing the best: They outperform their large-company counterparts on nearly every work sentiment measure, from job enjoyment to sense of belonging. 7. The mid-career slump: Mid-career workers are struggling the most with burnout, lower job enjoyment, and the most pessimism about the future. 8. A widespread gap in career clarity: Many tech workers don’t know what they should be doing to continue developing in their careers. Two bonus takeaways you'll find at the end of the report: 1. Women are more burned-out (but more engaged) than men 2. AI is keeping tech workers up at night Don't miss the full report: https://lnkd.in/g8RZeFja

Losing control for seconds can cost you credibility for months. 10 real-world examples – and smarter ways to respond. Anyone can look confident when things are smooth. The real test comes when you’re triggered – and still choose calm. Here are 10 common scenarios where people “lose it,” how it hurts them, and what to do instead: 1. A colleague taking credit ❌ Angry confrontation creates drama. ✅ “I’m glad this project is moving forward – here’s the part my team and I led.” 2. Critical feedback in meetings ❌ Getting defensive makes you lose credibility. ✅ Pause, thank them, and say you’ll reflect before responding. 3. Being interrupted ❌ Snapping back makes you look insecure. ✅ Hold steady, let them finish, then calmly return to your point. 4. Not being acknowledged for your work ❌ Complaining looks like insecurity. ✅ Document wins and weave them into conversations strategically. 5. Tough questions from senior leaders ❌ Panic mode signals you’re unprepared. ✅ Take a breath, ask clarifying questions, and answer with structure. 6. Office gossip ❌ Emotional reactions make you look complicit. ✅ Stay neutral and redirect to constructive topics. 7. Email criticism late at night ❌ Instant replies often escalate. ✅ Sleep on it - reply with calm logic in the morning. 8. Microaggressions or subtle digs ❌ Snapping back gives power to the other person. ✅ Respond with calm clarity: “Let’s keep this professional.” 9. Team mistakes under your watch ❌ Outbursts erode motivation. ✅ Focus on solutions first, feedback later. 10. Unexpected rejection (role, idea, proposal) ❌ Taking it personally shows lack of resilience. ✅ Ask, “What would strengthen this for next time?” Your reputation doesn’t collapse from one bad decision. It collapses from one bad reaction. Which of these 10 do you catch yourself in most often? - - - 🔔 Join 9,670 leaders getting my 21-page Executive Presence Workbook: - 10 levers including confidence, communication, strategic thinking - Practical exercises to build credibility, influence, and presence - The same system that helped my clients land Director+ roles 👉 Link below to join.

Want your team to perform better this year? Express genuine positivity, early. Researchers published in Organization Science studied 9,968 consultants across 20 months. The result? Consultants who received positive feedback early in the year performed significantly better—regardless of past performance. When leaders express positive emotions early on… Employees feel seen. They feel respected. And they’re driven to maintain that respect all year long. It creates a motivational anchor. Athletes show the same pattern. Another study tracked 245 NCAA athletes and 86 coaches. Those who received early-season praise from their coaches performed better even after controlling for playtime or past stats. But here’s the twist: Teams performed BEST when leaders paired early praise… with a little constructive feedback at the midpoint. Not harsh. Just honest. It’s the classic tough-love combo, with the love first. Why it works: Midpoint critique signals, “You can do better and I believe you will.” It gives people a chance to re-earn the respect they value. And that challenge? It boosts motivation and focus. So, what should you do? Start projects with specific, heartfelt praise. Avoid constant negativity, it backfires. Use midpoints to give clear, constructive feedback. Sequence matters more than style. The bottom line: You don’t have to choose between kindness and candor. Lead with warmth. Course-correct with honesty. The right emotional timing doesn’t just feel better it delivers results.

The ultimate tool for managing challenging colleagues and clients: calmness. I used to think professional success meant defending every point. But the most powerful response? Silence. Composure. Inner peace. When emotions run high, most people: → Let anger take control → Speak defensively → React instantly I've learned that keeping composure isn't weakness, It's wisdom. Here's what changes when you stay calm → Your words carry more weight → Your reputation grows stronger → Your decisions become clearer The next time - A colleague throws criticism your way - Your boss delivers harsh feedback - A client questions your expertise Remember Composure is your superpower. Speaking from logic, not emotion, is your path. Staying calm is your advantage. Because true professional growth isn't about who speaks the loudest, It's about who maintains their peace the longest. What triggers your emotional reactions at work? Your next career breakthrough might just lie in mastering your response to it.

🤖 What happens to 'Trust' when your boss is an algorithm? In 2023, reports revealed that a major tech giant had deployed AI systems not just to track productivity but also to predict and suppress labor union efforts. Their AI tools monitored employee behaviors, analyzed internal messages, and flagged individuals deemed “at risk” for the organization. To me, this wasn’t just about efficiency anymore. It was downright 'Control'. I tried to put myself in the workers' shoes... "what goes through my mind when I'm constantly being watched by machines?" 📊 According to the American Psychological Association (2023)- 🌀 64% of employees worried about AI report feeling tense or stressed at work 🌀 33% rate their mental health as fair or poor 🌀 “Bossware”, a set of AI monitoring tools has been linked to increased anxiety, sleep issues, and burnout in the workplace. What I can confirm is this - It is not the kind of workplace we dreamed of. When AI becomes a surveillance tool, we risk: 🌀 Undermining trust 🌀 Eroding psychological safety 🌀 Sacrificing autonomy for control 💡 The challenge isn’t AI itself but how we use it. We need to ask: ➡️ Are we designing workplaces that are high-performing and human-centered? ➡️ Can productivity and peace of mind co-exist? This is our moment to shape a future where tech supports mental well-being, and not suffocates it. Let’s hear your take: 🧠 How can we integrate AI responsibly into the workplace? #FutureOfWork #WorkplaceWellbeing #MentalHealth #PsychologicalSafety

48% of employees say tech makes work feel less HUMAN. ..And they are right. You can hear it every day from the people: “I feel watched.” “I don’t know who sees this.” “This just added another step to my day.” It’s rarely the technology itself. It’s how it makes people feel while they’re trying to do their jobs. Somewhere along the way, the industry focused on features and forgot about humans. Budgets exploded. AI took over every slide deck. Everything became trackable and measurable. And people felt more pressure, not more support. Most employees aren’t afraid of new tools. They’re tired of tools that make work heavier. Tools that create doubt instead of clarity. Tools that make conversations colder instead of easier. The tools that actually land are the ones that make someone’s day feel lighter. When something genuinely helps, no one needs to be convinced to use it. That’s the approach behind how we build Plumm. Start with the person using it. Start with what they deal with every day. If it doesn’t make their life easier, it doesn’t get built. Technology should support people. Not work against them.

How to Handle Negative Feedback Like a True Professional We all love appreciation, but what happens when the feedback isn’t what we expected? Negative feedback can feel uncomfortable—even unfair at times. But here’s the truth: How you handle it defines your growth, credibility, and leadership potential. 🚀 Here’s how top professionals turn criticism into an advantage: ✅ Pause Before Reacting Your first instinct might be to defend yourself, but the best response is to listen. A simple “I appreciate your input. Let me process this.” shows maturity and keeps the conversation productive. ✅ Separate Emotion from Information Not all feedback is personal. Instead of reacting emotionally, ask yourself: 🔹 Is this about my work, not me as a person? 🔹 Is there something useful I can take from this? ✅ Ask for Clarification Vague or harsh feedback? Seek clarity instead of assuming the worst. 💡 “Could you share a specific example so I can improve?” 💡 “What’s one thing I could do differently next time?” This shifts the conversation from criticism to growth. ✅ Respond with Gratitude, Not Defensiveness ✔ “Thank you for the feedback. I’ll reflect on this.” ✔ “I appreciate your honesty. I’ll work on improving.” It takes confidence to accept feedback with grace. Leaders don’t shy away from it—they use it as fuel to get better. ✅ Turn Feedback into Action Criticism only stings when you don’t act on it. If the feedback is valid, work on it, and later, follow up: 🔹 “I’ve been working on your feedback. Do you see any improvements?” This shows initiative, resilience, and a commitment to growth. 💬 Have you ever received tough feedback that helped you grow? How did you handle it? Let’s discuss! 👇 #Leadership #Feedback #ProfessionalGrowth #ExecutivePresence #CommunicationSkills

I’ve been thinking a lot about feedback, not the kind we schedule once a year, but the kind that actually shapes how safe people feel to show up. For neurodivergent people, feedback isn’t neutral. Rejection-sensitive dysphoria means even small corrections can land like a personal rejection. In one 2023 review, up to 70 percent of ADHD and AuDHD adults reported intense emotional pain in response to perceived criticism (Halgin & Whitbourne, 2020). It matters, because how feedback is delivered directly impacts wellbeing. Research shows that negative feedback rarely improves performance, while high-quality, specific, and positive feedback drives measurable gains (Goller & Späth, 2023). And yet, neurodivergent employees are 40 percent more likely to disengage when feedback feels unsafe or unpredictable (Hennekam et al., 2023). If you want a play-by-play on what brilliant feedback looks like, even when the message isn’t easy, my manager wins hands down (Louise). They model what the data keeps telling us: feedback lands best when it’s timely, kind, and clear. They lead with empathy and precision, and it changes everything. Because feedback should never leave someone flinching. It should leave them feeling seen, and ready to grow.

Over the past 20 years, I've had the opportunity to work with the world's best leaders. Here’s the truth I’ve seen across every industry, team, and culture: Emotionally intelligent leaders don’t fear criticism. Most people don’t struggle with criticism because of the words being said; they struggle because of the emotions those words trigger. They use it. They turn feedback into fuel. Here’s how you can handle criticism with emotional intelligence: 1) Don’t react Work on self-regulating. Pause for 2–3 seconds. Breathe. Let the emotional spike settle. Instant reactions destroy clarity. Regulated responses create it. 2) Separate the message from the emotion. Ask yourself: What part of this feedback is valuable? What’s not? Self-awareness turns defensiveness into insight. 3) Assume positive intent, even when it’s hard. Most people aren’t trying to attack you. They’re trying to be heard. This mindset shift can transform high-performing teams. 4) Get curious, not combative. Say: “Help me understand what you’re seeing.” Questions lower tensions; curiosity opens doors. 5) Take ownership of your part. Emotionally intelligent leaders reflect, adjust, and move forward. 6) Use criticism to grow your leadership presence. Every piece of feedback is data about: • How you’re showing up • How others experience you • How you can communicate more effectively Criticism is an opportunity reflect, grow and respond with confidence. If you want to lead with influence, trust, and emotional maturity, mastering this skill is non-negotiable. What’s one strategy that has helped you handle tough feedback more effectively? Follow me, Christopher D. Connors, for more insights on how to lead with emotional intelligence.

Newly published research shows that taking calls & answering emails during “non-work” time can have negative consequences for people. When people use work-related technology in the evening (even by choice) they struggle to mentally switch off from work, which negatively affects their wellbeing both that night & the next morning. Evening work-related technology use depletes people’s “self-regulatory resources” - the mental energy needed to redirect attention away from work. Without these resources, people cannot mentally disengage from work, which impairs their ability to repair their mood & maintain emotional wellbeing. It creates measurable reductions in positive affect (feeling enthusiastic, relaxed) & increases in negative affect (feeling anxious, dejected). This negative effect carries over to the next day, creating a downward spiral of loss of resources. However, two factors can break this cycle: feeling in control of how evening time is spent & getting good quality sleep. The authors describe a "double-edged sword" situation - evening technology use may help with work goals in the short term but comes at a cost to recovery & ongoing wellbeing. Actions for leaders based on this research: 1) Discuss how to contain the work to the working day with the team & problem solve: don't encourage "going the extra mile at night" or "always-on" behaviours. 2) Model the boundaries we expect from others: if we want people in our teams to respect their evening time, demonstrate it ourselves by not sending late-night emails or messages. When leaders reply to emails at midnight, team members feel they should too. 2) Make our own boundaries visible & talk about them openly: the research emphasises that perceived control is protective, & when leaders talk openly about their own boundaries, it helps team members feel comfortable setting their own without fear of judgment. 3) Include digital boundary training in wellbeing training: encourage people to be more deliberate about when they engage with work technology rather than checking emails out of habit. 4) Act early when we notice patterns of evening work: spot these patterns early & intervene before visible wellbeing problems emerge, enabling workplace cultures where people feel comfortable setting boundaries. https://lnkd.in/e_Eyqi2A By Svenja Schlachter (Ph.D.) & colleagues, via John Whitfield MBA. Graphic by Work Chronicles.