Transcripción completa de Cheeky Half Episode (39): Did you experience A LOT OF stress yesterday? You aren't alone.

like globally? 00:03:04.520 --> 00:03:05.080 Wow. 00:03:05.319 --> 00:03:13.319 And not just engagement, questions around thriving, questions around how lonely do you feel, how sad do you feel? 00:03:13.479 --> 00:03:15.319 Is it a good time to find a job? 00:03:15.560 --> 00:03:18.120 And so it's a very makes for a very interesting reading. 00:03:18.199 --> 00:03:22.280 It is 251 pages long, but listeners don't worry. 00:03:22.360 --> 00:03:25.159 We're just going to riff very quickly on the headline. 00:03:28.680 --> 00:03:29.159 Oh no. 00:03:29.960 --> 00:03:30.599 Oh no. 00:03:30.759 --> 00:03:32.120 Exactly, exactly. 00:03:32.360 --> 00:03:40.039 So the question that we want to just have a start with, KG, is what does global employee engagement look like? 00:03:40.280 --> 00:03:40.599 Yes. 00:03:40.759 --> 00:03:41.560 How is it? 00:03:41.719 --> 00:03:44.120 What's the health of that engagement? 00:03:44.439 --> 00:03:48.120 And you know, on page 18, we're going to jump right there. 00:03:48.439 --> 00:03:52.759 The global engagement is a stunning 20%. 00:03:53.800 --> 00:03:54.759 I know, I know. 00:03:54.919 --> 00:03:57.639 It doesn't sound very high. 00:03:58.599 --> 00:03:59.800 Doesn't sound great. 00:04:00.120 --> 00:04:10.759 So for those of you who are familiar with engagement surveys, when someone is engaged, it's like they're they're mostly exhibiting increased discretionary effort. 00:04:10.919 --> 00:04:22.600 In other words, people who are more than willing to take a step up in their work, even though no one's asked them, to put in a little bit more effort, to work a bit harder, whatever it might be. 00:04:22.759 --> 00:04:27.159 And that's the people often that are seen as engaged. 00:04:27.319 --> 00:04:27.560 Yeah. 00:04:28.039 --> 00:04:30.680 Not simple, and it's not just simply because they're working more. 00:04:30.840 --> 00:04:37.560 You know, they're very connected to maybe the purpose of the organization or its mission or their manager or their team. 00:04:37.720 --> 00:04:43.240 And they're happy to contribute to the success of that team or organization. 00:04:43.399 --> 00:04:45.000 That's what an engaged person means. 00:04:45.159 --> 00:04:48.759 Now, of the 20% that are engaged, that's nice. 00:04:49.240 --> 00:04:55.080 But what we have to now remember is that 64% are not engaged. 00:04:55.240 --> 00:04:55.480 Yes. 00:04:55.720 --> 00:04:59.879 Now, it basically means that they're not putting any discretionary effort in. 00:05:00.039 --> 00:05:02.279 Maybe they're just ticking the boxes. 00:05:02.439 --> 00:05:02.919 Don't know. 00:05:03.080 --> 00:05:04.519 I don't know what that exactly means. 00:05:04.680 --> 00:05:08.279 But the other interesting number is, of course, that 16 are actively disengaged. 00:05:08.519 --> 00:05:10.279 That's the one that stands out. 00:05:10.759 --> 00:05:18.199 Yeah, they're just looking for new another job, or they're not showing up, or they have high levels of absenteeism. 00:05:18.360 --> 00:05:19.720 They're just not interested. 00:05:19.879 --> 00:05:23.160 You know, in some cases, it could even be undermining. 00:05:23.560 --> 00:05:24.360 Yes, yes. 00:05:24.600 --> 00:05:31.399 Because it feels like when you're not engaged, you're probably a little closer to neutral. 00:05:31.560 --> 00:05:34.040 You're not fully connected and all of that. 00:05:34.199 --> 00:05:38.600 But if you're actively disengaged, then that means you're on the other side in some way. 00:05:38.680 --> 00:05:43.000 So you're doing something to disconnect yourself from the organization. 00:05:43.160 --> 00:05:45.800 And like you said, I could just be looking for another gig. 00:05:45.879 --> 00:05:51.319 But to me, it's interesting because it's so close to the level of engagement, right? 00:05:51.480 --> 00:05:57.800 So 16%, I don't know, from a statistical standpoint, maybe it's not close, but it feels close to me. 00:05:58.120 --> 00:05:58.759 It's pretty close. 00:05:58.920 --> 00:06:01.959 If there's only four percentage points in it, it's it's pretty close. 00:06:02.040 --> 00:06:02.199 Yeah. 00:06:02.360 --> 00:06:15.560 But interestingly, the Gallup poll or the Gallup report, I mean, I have to admit, I haven't deep dived into the report, but the bits that I have read, it doesn't really provide a causation analysis. 00:06:15.959 --> 00:06:26.519 It simply provides the figures and says, this is what they are, this is what they are in these regions, this is what it's like across these types of roles, but they don't explain why. 00:06:26.680 --> 00:06:28.759 So the why is still quite a mystery. 00:06:28.839 --> 00:06:30.759 We just know the numbers, we don't know what's causing it. 00:06:31.000 --> 00:06:36.759 What happens, of course, is that that does lead to strange interpretations of the data. 00:06:36.920 --> 00:06:42.839 For example, you have a situation where the global engagement is 20%, for example, right? 00:06:43.160 --> 00:06:48.199 However, the life evaluation, in other words, are you thriving? 00:06:48.360 --> 00:06:50.360 Are you struggling or are you suffering? 00:06:50.759 --> 00:06:53.959 Those questions they don't always correlate with the engagement. 00:06:54.040 --> 00:06:54.279 Yeah. 00:06:54.600 --> 00:06:56.199 So let me give you an example. 00:06:57.000 --> 00:07:00.040 So the question is, are you thriving? 00:07:00.199 --> 00:07:00.519 Right. 00:07:00.680 --> 00:07:04.120 So your best guess, do you think you're thriving now? 00:07:04.279 --> 00:07:07.240 Where do you personally feel you stand at this time? 00:07:07.639 --> 00:07:15.800 And globally, 34% of respondents, that's the 200 odd thousand, 34% said, yep, I'm thriving. 00:07:15.959 --> 00:07:16.279 Yeah. 00:07:16.600 --> 00:07:30.040 Now, if we go back to the engagement question, where we had a global engagement of 20%, if we break that down into regions, say the US and Canada, 31% engaged, slightly better, a third better than global. 00:07:30.199 -->

00:07:33.240 At the very bottom, you have Europe as a region. 00:07:33.319 --> 00:07:33.480 Yeah. 00:07:33.800 --> 00:07:35.399 12% engaged, right? 00:07:35.560 --> 00:07:35.959 12%. 00:07:36.439 --> 00:07:47.800 That's very however on the thriving measure, where the thriving percentage globally is 34%, Europe is fourth at 49%. 00:07:48.519 --> 00:07:48.839 Yes. 00:07:49.079 --> 00:07:50.279 Which is interesting. 00:07:50.680 --> 00:07:52.600 On one hand, it's weird, isn't it? 00:07:52.920 --> 00:07:56.439 One hand, 12% engagement for the European employee. 00:07:56.680 --> 00:07:59.079 However, 49% thriving. 00:07:59.240 --> 00:08:05.560 So he goes from 10th on the engaged ranking of the 10 regions to fourth. 00:08:05.800 --> 00:08:07.000 I don't know how that works. 00:08:07.160 --> 00:08:07.800 I really don't. 00:08:08.839 --> 00:08:10.439 It sounds a little bit weird, doesn't it? 00:08:10.680 --> 00:08:17.959 And then you've got your your other questions around do you experience this particular emotion a lot during the day? 00:08:18.120 --> 00:08:20.920 And did you experience it a lot yesterday? 00:08:21.240 --> 00:08:24.120 And one of those emotions is stress. 00:08:24.839 --> 00:08:32.039 So globally, 40% indicated that the previous day that had experienced stress. 00:08:32.279 --> 00:08:32.680 Yes. 00:08:32.920 --> 00:08:34.200 40%, right? 00:08:34.440 --> 00:08:35.960 Now here's the other interesting thing. 00:08:36.200 --> 00:08:46.279 The US, if you break that down regionally, the US and Canada, 50% of respondents said that they experienced stress yesterday. 00:08:46.519 --> 00:08:51.160 However, the US and Canada are the highest of the engaged regions. 00:08:51.399 --> 00:08:51.879 Yeah, yeah, yeah. 00:08:52.120 --> 00:08:54.600 Mind you, the bar is quite low at 31%. 00:08:55.319 --> 00:08:59.720 But nevertheless, they are both the highest at engagement and the highest at stress. 00:08:59.960 --> 00:09:00.759 At stress, yes. 00:09:01.000 --> 00:09:01.720 They're both, right? 00:09:01.799 --> 00:09:05.799 They're fully committed and stressed about it. 00:09:06.519 --> 00:09:07.879 And look at Australia. 00:09:07.960 --> 00:09:14.440 I mean, we're we're we're a little bit at odds, I think, because you know, like you're saying, as far as stress, we're number two. 00:09:14.600 --> 00:09:16.519 We're 49% stressed. 00:09:16.759 --> 00:09:17.799 We're 49, man. 00:09:18.279 --> 00:09:24.680 But we display that a different way because our engagement in Australia, whoop, whoop, 21%. 00:09:25.240 --> 00:09:28.759 So we're right at the global average, basically. 00:09:29.080 --> 00:09:34.519 So we're highly not engaged, I guess, and stressed to boot. 00:09:34.840 --> 00:09:42.120 Except that the complicating statistic there is that in the thriving category, yeah, you know, are you thriving? 00:09:42.600 --> 00:09:43.799 Australia is second. 00:09:43.960 --> 00:09:45.960 Australia, New Zealand second at 55%. 00:09:46.600 --> 00:09:51.480 So we are

both second in thriving, yeah, but we are also second in stress. 00:09:51.799 --> 00:09:54.440 So what's what is going on? 00:09:55.639 --> 00:09:59.399 But I'm telling you, it's lies, damn lies, and statistics. 00:09:59.480 --> 00:10:00.200 That's what it is. 00:10:00.360 --> 00:10:01.159 That's right. 00:10:01.720 --> 00:10:03.240 To quote Mark Twain. 00:10:03.399 --> 00:10:13.720 But there's other some other interesting uh, you know, and we're not doing clearly, we're not doing this justice, nor perhaps are we showing the respect to this report that it might deserve, but that's okay. 00:10:14.039 --> 00:10:21.000 The other interesting thing, yeah, there are a couple of other interesting feeling categories that I think is worth pointing out. 00:10:21.960 --> 00:10:28.679 For example, did you experience anger a lot of the day yesterday? 00:10:28.840 --> 00:10:29.080 Wow. 00:10:29.320 --> 00:10:30.759 Did you experience anger? 00:10:31.080 --> 00:10:33.159 Globally, it's 22%. 00:10:33.799 --> 00:10:38.759 So 22% of respondents experienced anger. 00:10:39.000 --> 00:10:42.360 And it's a lot of the day, so not just you know, fleeting. 00:10:42.759 --> 00:10:43.960 No, a lot of the day. 00:10:44.200 --> 00:10:50.840 Yeah, the majority of your day or a a great part of your day, you were just spuming. 00:10:52.039 --> 00:10:54.759 Yeah, imagine just being pissed off all day, every day. 00:10:55.399 --> 00:10:55.879 All day. 00:10:56.039 --> 00:10:57.000 Yeah, that's a lot. 00:10:57.080 --> 00:10:57.960 That's a lot of energy, man. 00:10:58.120 --> 00:10:58.759 It's a lot of energy. 00:10:59.080 --> 00:11:15.080 Yes, and interestingly, yeah, the regions are show a lot of difference, but in terms of respondents and age, 22% of females feeling anger, 22% of males feel anger. 00:11:15.240 --> 00:11:23.879 Okay, 23% of people under 35 feel anger, and 22% of people of 35 or more feel anger. 00:11:23.960 --> 00:11:26.840 So it's still it's a lot of people are feeling angry. 00:11:27.000 --> 00:11:28.600 Yeah, and it's across the board. 00:11:28.759 --> 00:11:29.960 What is going on? 00:11:30.200 --> 00:11:46.440 Yeah, managers 25%, individual contributors, 21%, people who are working only remotely, 25% angry, people who are only on site, 22% angry, not a lot of difference, and the hybrid, 23% angry. 00:11:46.919 --> 00:11:50.679 So for some reason, we're just all angry. 00:11:50.919 --> 00:11:52.440 Oh no, people are just angry. 00:11:52.679 --> 00:12:10.759 Interestingly, though, uh, if we go back to the broader global engagement categories, people who work exclusively remotely are 30% engaged, people who are on site but could be remote are 24% engaged. 00:12:10.919 --> 00:12:13.480 So once again, I don't know what the causation is. 00:12:14.039 --> 00:12:25.240 Um, and people who are on site but unable to do anything remotely, so that could be people who have a particular role or job where it can't be done remotely, they're 17% engaged. 00:12:25.799 --> 00:12:27.960 So they fall below the global average. 00:12:28.120 --> 00:12:37.639 So there's some interesting ways of cutting this data and slicing it, but there are some weird anomalies, things that I don't understand. 00:12:38.039 --> 00:12:41.240 What did strike me though is that uh where was it? 00:12:41.320 --> 00:12:47.879 I think in one of the initial pages of the report, it's uh it made me laugh. 00:12:48.039 --> 00:12:57.879 The headline is this in 2025, global employee well-being improved for the first time in three years. 00:12:58.200 --> 00:12:58.840 What? 00:12:59.399 --> 00:13:01.559 Yes, applause, applause, applause. 00:13:01.720 --> 00:13:04.919 Yeah, it's yeah, it's until you start looking at the figures, right? 00:13:05.080 --> 00:13:07.960 So it improved by one percentage point, yeah. 00:13:08.840 --> 00:13:13.240 And it's it's actually still lower than it was three years ago. 00:13:13.639 --> 00:13:15.159 So it's an interesting headline. 00:13:16.039 --> 00:13:17.960 Come on, people, come on, come on, right? 00:13:18.120 --> 00:13:22.279 So the whole surviving percentage three years ago was 35%. 00:13:22.679 --> 00:13:27.720 We then dropped to 34, dropped to 33, and then we're back up to 34. 00:13:28.039 --> 00:13:36.120 So I think that just having it each way, presenting perhaps a rosier picture than what it's really looking like. 00:13:36.200 --> 00:13:37.559 Because really, this looks dire. 00:13:37.879 --> 00:13:41.320 I mean, this looks dire across so many categories. 00:13:41.639 --> 00:13:49.080 Global engagement in and of itself as a trend is absolutely flat. 00:13:49.399 --> 00:13:52.200 So it's 20% in 2025. 00:13:52.360 --> 00:13:54.039 Remember, this is the 2026 report. 00:13:54.200 --> 00:13:55.720 Three years ago it was 23%. 00:13:56.120 --> 00:13:56.200 Yeah. 00:13:56.360 --> 00:13:59.720 Before that, 23%, then 21%, 20%, 22%. 00:14:00.200 --> 00:14:08.840 So since 2019, even through the pandemic, it is, if you like, in terms of statistically speaking, fairly flat. 00:14:09.080 --> 00:14:09.960 Yeah, yeah, you're right. 00:14:10.200 --> 00:14:23.480 Yeah, there is a quite a significant movement from when they first started creating the report back in 2009, when they did this first report, engagement was global engagement was at a dire 12%. 00:14:24.200 --> 00:14:36.360 It was trending up quite consistently until 2018, at which point where it kind of got to 19, then it kind of went to 22 in 2019. 00:14:36.519 --> 00:14:36.759 Yeah. 00:14:36.919 --> 00:14:42.360 And then it dropped to 20, dropped to 21, then it got got up again, and now it's back again to 20. 00:14:42.440 --> 00:14:43.480 So it's kind of flat. 00:14:43.639 --> 00:14:51.000 So it's an interesting picture of the global engagement of employees. 00:14:51.240 --> 00:14:54.120 You know, 80% are not engaged. 00:14:54.360 --> 00:14:55.080 Yeah, yeah, yeah. 00:14:55.240 --> 00:15:03.399 And and I look at that number and it is equivalent to what it was during

the pandemic or the year of the pandemic. 00:15:03.559 --> 00:15:07.000 So that's what's uh it just it's interesting to me. 00:15:07.159 --> 00:15:19.399 And you know, we we like you said went up to 23%, you know, it kind of started looking like it's trending uh forward, people are getting more engaged, and then it has definitely but doesn't look like it has, doesn't it? 00:15:19.799 --> 00:15:21.799 No, no, it's definitely had a backslide. 00:15:21.960 --> 00:15:24.120 So um don't know why. 00:15:24.279 --> 00:15:26.120 Don't know don't know why. 00:15:26.279 --> 00:15:44.519 Don't know why the causation is not clear, but interestingly, if you're gonna split even those engagement levels between managers and non-managers, yeah, page seven, for example, yeah, you got managers in 2022 were markedly more engaged than non-managers who were at 20. 00:15:45.159 --> 00:15:50.519 Same thing for 2023, managers were at 30, non-managers at 18. 00:15:50.919 --> 00:15:59.399 It was flat in 2024 for non-managers who stayed at 18, but we see a reasonable decline in managers' engagement to 27. 00:15:59.559 --> 00:15:59.879 Yeah. 00:16:00.039 --> 00:16:08.279 And then 2025, this last set of data, management engagement has just dropped considerably. 00:16:08.440 --> 00:16:12.679 So back in 2022 it was 31, 2025, 22. 00:16:12.759 --> 00:16:17.639 So the gap is closing because non-manager engagement, he's up to 19. 00:16:17.879 --> 00:16:21.480 The gap is very, very small, if not insignificant. 00:16:21.799 --> 00:16:25.399 Yeah, so really it's the managers that's bringing the levels down, right? 00:16:25.559 --> 00:16:31.399 And non-managers kind of have stayed fairly consistent across the board. 00:16:31.720 --> 00:16:35.559 And those manager levels have definitely plummeted. 00:16:35.639 --> 00:16:36.919 So what's going on? 00:16:37.240 --> 00:16:44.200 Yeah, well, you know, it yeah, this does suggest that, yeah, maybe managers are expected to do a lot more or have a larger span of control. 00:16:44.600 --> 00:16:52.919 And the drop in management engagement correlates to increased levels of or increased spans of control. 00:16:53.000 --> 00:16:59.399 So it's it's harder to throw your arms around perhaps the role that you're doing now if you're a manager, it's just too big. 00:16:59.559 --> 00:17:02.279 And therefore the inference is that you're you disengage. 00:17:02.440 --> 00:17:03.720 But there's another thing too. 00:17:03.799 --> 00:17:07.240 I mean, there is so much in this report that just throws me off. 00:17:07.400 --> 00:17:12.200 They talk about uh, you know, they say, okay, the current engagement globally is 22%. 00:17:12.679 --> 00:17:14.759 In the US, for example, it's 36%. 00:17:15.639 --> 00:17:19.880 But they say they compare that to what they call best practice organizations. 00:17:20.119 --> 00:17:24.599 And they say best practice organizations engagement is at 79. 00:17:25.159 --> 00:17:26.920 But I'm calling BS on that. 00:17:27.079 --> 00:17:28.759 I am totally calling BS. 00:17:29.079 --> 00:17:39.720 If the global trend has been in the 30s for the last 10 to 13 years, yeah, yeah, where the hell are they getting best practice organization figures from? 00:17:39.960 --> 00:17:40.200 Yeah. 00:17:40.360 --> 00:17:41.880 Who are those companies? 00:17:41.960 --> 00:17:45.240 And you can't just get one isolated organization. 00:17:45.480 --> 00:17:46.519 It's just very strange. 00:17:47.079 --> 00:17:48.519 It's a strange methodology to me. 00:17:48.599 --> 00:17:56.679 I'm sure smarter people in statistical analysis are going to clarify this for us, but it's weird. 00:17:56.759 --> 00:18:01.559 It's like 79% of managers are engaged in best practice organizations. 00:18:01.720 --> 00:18:04.599 And I'm thinking, man, you know, I don't believe you. 00:18:05.160 --> 00:18:12.759 Yes, it it just feels a little bit disingenuous, sometimes are gaming the system, right? 00:18:12.920 --> 00:18:31.000 Because we know we we've been in a part of those organizations where they put a lot of effort into increasing that engagement and kind of coaching you about don't put neutral because that's basically it's negative if you're gonna do, you know, so there's a lot of coaching and there's a lot of work that goes into that. 00:18:31.319 --> 00:18:46.599 So yeah, they could they could be definitely improving their numbers, but it almost feels like those are the kind of organizations that you throw out of the survey because they would skew the the results so wildly, 70% versus 20%. 00:18:47.000 --> 00:18:53.079 That just sounds like let's take that out and know that it's probably just not right in some way. 00:18:53.319 --> 00:18:53.720 Yeah. 00:18:54.039 --> 00:18:57.160 Let's wrap up a little bit by just looking at a couple of trends. 00:18:57.319 --> 00:18:57.480 Okay. 00:18:57.640 --> 00:18:59.319 I just want to comment on a couple of trends. 00:18:59.480 --> 00:19:02.359 So we've talked about these emotions, right? 00:19:02.680 --> 00:19:03.720 So let's look at anger. 00:19:03.799 --> 00:19:08.119 We say we said it globally 22% were pissed off yesterday all day. 00:19:08.759 --> 00:19:13.640 Now, the trend for anger, once again, doesn't paint a happy picture. 00:19:13.880 --> 00:19:20.680 The lowest it goes is 16%, but it's been pretty flat since 2021. 00:19:20.920 --> 00:19:25.559 Now, 2020 it peaked at 24, so maybe that was pandemically related. 00:19:25.720 --> 00:19:28.920 Yeah, people were more angry, but it's been pretty flat. 00:19:29.079 --> 00:19:34.039 So over time, the trend, nothing's changed that I can see here. 00:19:34.279 --> 00:19:41.960 In fact, the trend since 2009 has been going up from 19 to 22 on in the present day. 00:19:42.119 --> 00:19:42.440 Yeah. 00:19:42.680 --> 00:19:49.960 The other one that I want to talk about in terms of trend is this notion of sadness, you know, whether people feel sad. 00:19:50.440 --> 00:19:53.960 Would you feel sad a lot of the day yesterday?

00:19:54.279 --> 00:19:57.880 And globally, it's yes, 23%. 00:19:58.519 --> 00:20:00.440 23% feeling sad. 00:20:00.599 --> 00:20:00.759 Yeah. 00:20:00.920 --> 00:20:03.880 Now it peaked at 25 also in 2020. 00:20:04.119 --> 00:20:16.519 So I'm guessing, once again, maybe pandemic related, but it started in 2009 at 16, dropped a point or two in the following years, and then it's just been steadily rising. 00:20:16.839 --> 00:20:23.319 So people talk about a pandemic, like a loneliness pandemic, particularly amongst men. 00:20:23.960 --> 00:20:31.160 But here there is also a sadness pandemic, and maybe there's even an anger pandemic, whatever that looks like. 00:20:31.319 --> 00:20:38.200 So there seems to be increasing trends in very deep, intense emotions for people in the workforce. 00:20:38.359 --> 00:20:42.839 I don't know why they're appearing, I don't know why they're they're lingering, but they're there. 00:20:43.079 --> 00:20:43.400 Yeah. 00:20:43.720 --> 00:20:48.759 And yet there are some trends as well that are regional. 00:20:49.000 --> 00:20:58.119 I don't want to necessarily go into that, but if you're interested in how do the regions compare in terms of how they experience emotion, have a look at the report. 00:20:58.200 --> 00:20:59.880 We'll put a link in the show notes. 00:21:00.039 --> 00:21:02.440 But there's a weird sort of trend around sadness. 00:21:02.519 --> 00:21:07.960 And finally, the what trend that I thought I want to finish on, but you might also have some other thoughts, KG. 00:21:08.279 --> 00:21:12.759 I just mentioned the loneliness pandemic, or what is often been called the loneliness pandemic. 00:21:12.920 --> 00:21:13.720 It's at 22%. 00:21:14.039 --> 00:21:18.440 They've only really started taking a measure of that since 2023. 00:21:18.599 --> 00:21:18.759 Yeah. 00:21:18.839 --> 00:21:18.920 Yeah. 00:21:19.480 --> 00:21:25.079 In 2023, it was 20, 2024, it was 22, and 2025 is also 22. 00:21:25.160 --> 00:21:26.440 So it's still pretty early. 00:21:26.920 --> 00:21:32.920 But you know how that people often say that this loneliness pandemic is really about the male psyche. 00:21:33.240 --> 00:21:36.680 Well, this report gives us none of that. 00:21:36.920 --> 00:21:42.920 21% of females have reported loneliness a lot of the day in the previous day. 00:21:43.000 --> 00:21:45.480 And 22% of males have reported loneliness. 00:21:45.640 --> 00:21:48.440 So it's a statistically insignificant difference. 00:21:48.680 --> 00:21:49.880 Yeah, it's neck and neck. 00:21:50.039 --> 00:21:50.920 It's neck and neck. 00:21:51.000 --> 00:21:58.839 So this loneliness thing, it's happening across gender and it's happening and it's trending, it's flattening out, but it's still 22%. 00:21:59.400 --> 00:22:02.440 It's really interesting how that works and what that looks like. 00:22:02.599 --> 00:22:05.319 And I just don't know what questions can people be asked. 00:22:05.559 --> 00:22:18.119 If this has been going on for such a long

time, is if sadness has been increasing for 16 years, if anger has been increasing for 12 years, what are we not doing? 00:22:18.279 --> 00:22:19.720 What what are we not asking? 00:22:19.880 --> 00:22:21.880 What conversations are we not having? 00:22:22.039 --> 00:22:22.759 I'm baffled. 00:22:22.839 --> 00:22:25.240 I am really, I mean, I don't know the answers to those questions. 00:22:25.400 --> 00:22:25.799 I know. 00:22:26.279 --> 00:22:27.799 If someone dies, I don't know them. 00:22:30.359 --> 00:22:34.200 Yeah, but if someone dies, or if you know someone who dies, let us know. 00:22:34.519 --> 00:22:36.039 Just please, please let us know. 00:22:36.119 --> 00:22:52.759 Uh send us a a note, give us your analysis, you know, tell us what you've done to correct some of this, because it is, you know, the numbers are, I'd say, a little bit disturbing, you know, because you think, you know, that's that's a lot of people who are angry. 00:22:53.400 --> 00:22:57.000 And a lot of people who are sad and disengaged overall. 00:22:57.400 --> 00:22:59.079 A lot of people who are disengaged. 00:23:05.480 --> 00:23:07.880 That is the there was an uptick somewhere. 00:23:07.960 --> 00:23:08.680 So hey. 00:23:11.480 --> 00:23:13.000 There's an uptick somewhere. 00:23:13.559 --> 00:23:13.960 Sure. 00:23:14.200 --> 00:23:17.640 You know, once you dig into the numbers, you might get a little bit skeptical. 00:23:17.880 --> 00:23:19.640 But let's finish on that note. 00:23:19.880 --> 00:23:20.440 Yes. 00:23:21.079 --> 00:23:22.759 That uptick, that's positive. 00:23:23.960 --> 00:23:33.480 And if you're out there and you are feeling sad or you are feeling angry, I am hoping that your organization has some sort of EAP service, the employee assistance program. 00:23:33.880 --> 00:23:36.119 Yeah, just reach out, have a chat to somebody. 00:23:36.359 --> 00:23:40.920 It's uh it's good to talk out some of these feelings with somebody who knows what they're doing. 00:23:41.240 --> 00:23:43.480 Yeah, just be attentive to your own well-being. 00:23:43.559 --> 00:23:44.440 Very important, I think. 00:23:44.680 --> 00:23:59.640 Yeah, and and the people around you, just to uh look up for each other and try to arrest some of these trends if we can, but most of all, just take care of yourself and hopefully, hopefully, um, we can be a part of that uptick. 00:23:59.880 --> 00:24:01.960 So way too about it. 00:24:02.200 --> 00:24:07.000 Now, if if you are yeah, well you know, but it's on brand, man. 00:24:07.240 --> 00:24:08.920 You know, you're a very optimistic fellow. 00:24:09.240 --> 00:24:25.319 But look, if you want to engage with us and talk to us, or you have an idea or thought about what's happening, uh, what are some of the possible causes of of this of these figures, or maybe you have an experience at work that correlates to these sorts of engagements. 00:24:25.559 --> 00:24:26.519 Uh, let us know. 00:24:26.759 --> 00:24:31.640 One thing we've just recently done is making it make it easier for you to leave a message to us. 00:24:31.880 --> 00:24:37.240 You'll see in the show notes there's a link that says leave us a message or send us a message. 00:24:37.400 --> 00:24:40.519 Yeah, just click on that or or touch that. 00:24:40.759 --> 00:24:49.000 It'll take you to a little page where it gives you the option of either sending us a text, regardless of where you are in the world, you can send us a text, or a voice message. 00:24:49.160 --> 00:24:49.880 We'd love that. 00:24:50.039 --> 00:24:50.920 So give it a shot. 00:24:51.000 --> 00:24:53.400 We're trying to increase people's engagement with us. 00:24:53.480 --> 00:25:00.200 We're keen to hear what you are thinking and experiencing in the workplace and in your leadership practice. 00:25:00.359 --> 00:25:07.880 Send us a message, send us a text, or a voice message, just click on that little link in the show notes, it'll take you right there. 00:25:08.200 --> 00:25:09.079 Love it, love it. 00:25:09.160 --> 00:25:10.359 Yes, please do that. 00:25:10.519 --> 00:25:25.480 And you know, with that, Paul, I I I think it's time to do the normal, and we'll say thank you everyone for hanging with us and that is our cheeky half episode. 00:25:25.720 --> 00:25:34.119 Please let us know what you think, whether you'd like us to expand on any of these topics in our main episodes, or any other comment you might have. 00:25:34.359 --> 00:25:38.119 You can reach us on askus at leadershipdocanton.com. 00:25:38.279 --> 00:25:42.839 That's as kus at leadershipdocanton.com. 00:25:43.160 --> 00:25:48.839 You can also leave your comments for each of our episodes on our website at leadershipdocanton.com. 00:25:49.400 --> 00:25:50.839 Thanks for listening.