Making the decision to get a new job after a long break – whether you took time off to spend with your kids or newborn baby, to travel the world or improve your mental health – can be daunting, especially in the competitive job market we’re currently experiencing.  

Work on your mindset first  

The first step to success is rewiring your brain and reminding yourself that you do possess the skills needed to hit the ground running, even if you feel like you’re not good enough or you’ve fallen behind. 

“Imposter syndrome is about how we perceive ourselves in relation to others, and it connects to the expectations from ourselves, others and society that have been internalised over the years,” explains Charlotte Moore, a counselling psychologist practising at Netcare Akeso Parktown. Charlotte says the first step to identifying (and then managing) imposter syndrome is to notice the negative thoughts that are arising automatically, and to work on reframing these into more positive thoughts. 

 She highlights the importance of finding a safe space. “Find a person whose feedback you trust – and do some perception versus reality testing with them, so that they can help you with seeing where your thoughts are grounded in facts, and where they are just your perception of your reality.  

“It’s also helpful to notice changes in your behaviour, where you may be declining opportunities due to a fear of failure or being seen as incompetent, withdrawing from others and experiencing symptoms of anxiety and depression. Consider professional mental-health support if you are concerned that imposter syndrome is threatening to impact your functioning in any area of life.” 

The language that you use as part of your internal dialogue matters, she adds. And this can be reflected in how you market yourself to potential employers. Cape-based HR manager Ané Schoeman says there are ways to reframe your career gap as a strength when seeking job opportunities. 

“I believe that honesty speaks volumes. Instead of leaving a blank space in your CV, rather put a short summary in that timeframe to indicate the reason for the gap,” she says. 

Olivia Moodley, an HR director, says that her own career gap resulted in growth – and that these gaps can be valuable in the workplace. “As a mom, I learned time management, patience, problem-solving and clear, focusing on skills and achievements and multi-tasking every day,” she says. 

Feeling mom guilt?  

If you’re struggling with the idea of leaving your baby with a caregiver or at crèche when you head back to work, there are ways to manage these feelings of guilt. 

• Remember that you are both an individual and a mother – and these identities can co-exist. Focus on what you can control, set clear boundaries around your time, and manage expectations at home and at work. 

• One of the biggest elements within your control is the nature and quality of the time you spend with your child when you’re not at work. 

• Accept that you have changed because motherhood changes us. Fully accepting this change is crucial for letting go of the pressure you place on yourself and opening up space for this changed self to flourish. 

Build your skillset  

If you feel out of touch with what’s happening in your industry, it’s always a good idea to upskill yourself – and this doesn’t have to break the bank. Start by reconnecting with former colleagues. In addition to finding out about any available roles at the company they work for, also ask what they think you could do to stand out in the competitive and evolving job market. “Join networking groups on Facebook, professional groups and connect with people on LinkedIn,” adds Ané.  

Then, make your learning official. “Start small. Free or low-cost online courses, YouTube, podcasts and short certifications help a lot,” says Olivia. Ané agrees, pointing out that there are many free courses and content available online, books in bookstores and libraries, and you can even re-read your original study material if it’s available.  

Tips for updating your CV 

Olivia advises that your keep your CV short and clear, focusing on skills and achievements, rather than placing an emphasis on dates. “On LinkedIn, a confident summary matters more than a perfect timeline,” she says, adding that it’s beneficial to include any volunteering, part-time work, courses or personal projects you’ve completed during your career hiatus.  

Ané echoes this advice, saying, “Let your CV speak to the new you, with confidence and professionalism. Indicate whether you have done anything during your break that will benefit your re-entry into the workplace.” 

When it comes to AI, Olivia says it can help with CVs, cover letters and job searches, but it shouldn’t replace your own voice. Rather than depending fully on ChatGPT and apps, she says to use them as an added support system in your job search. 

“Never let AI be the final ‘designer’ or ‘writer’ when it comes to compiling a CV or writing summaries. Make sure that it still reflects you,” adds Ané. “I don’t mind getting CVs where AI was used, as long as I can see the person on the other end – AI should make the application better, not replace the original person.” 

Finding flexible opportunities  

If it’s a part-time, hybrid or flexible role you’re looking for, filter your job searches accordingly and be honest about your needs when being interviewed. 

If you’re looking to gain more flexibility in a role you’ve already signed up for, Olivia suggests being honest but smart about your timing. “I’d first show my value and skills, then talk about flexibility,” she says. 

According to Ané, “both parties – hirer and jobseeker – should be open about their expectations, but in the majority of situations you must be open to compromise and show adaptability and resourcefulness to seek solutions. 

“If you are in a position to pick and choose, then don’t settle for a company or position that does not align with your values and needs… it probably won’t change,” she says. Most important of all is to choose a role that truly supports your priorities.
 

Words: Shani Tsai
Photos: Gallo/Getty Images

Also read: Tips for fuel career ambitions 

The post How to reclaim your career after a break appeared first on TFG Media.

So… It’s the start of a new week and the team is getting ready for a brainstorming session. They’re fully prepared, with high energy and ideas jotted down. But Tammy, who usually always volunteers to share first, has gone quiet in the last few sessions. She is not attending ‘optional’ meetings and is saying no to projects she used to enjoy. She hasn’t resigned, hasn’t said anything specifically, but mentally she seems, well, uninterested. 

This slow fade has a name: micro-quitting (also known as ‘quiet cracking’). Different to quiet quitting, which is about doing only what must be done to hang on to a job, micro-quitting (which can be a precursor to quiet quitting) is more difficult to spot.  

“Micro-quitting is the gradual, often unnoticed behaviour that shows an employee is emotionally checked out,” says Zulfa George, a talent acquisition specialist with more than a decade’s worth of experience in HR. “It happens in small steps. Employees lose interest, stop collaborating or mentally withdraw while still being physically present.” There’s no dramatic exit or big argument. Instead, it shows up in small ways. “Early signs include putting in less effort, attending meetings less, responding more slowly to messages, losing their sense of curiosity and shifting from proactive to reactive behaviour,” says Zulfa.  

@motivationalgrass #quietquitting #newgeneration #simonsinek #genzthings #genz #job ♬ original sound – Motivational Viral TV – Motivational Grass

Alone, these little changes are easy to excuse. Maybe Tammy is tired or the week has been busy… However, when these behaviours persist, it creates a wider problem. The whole team’s energy drops. Ideas dry up. And office morale quietly suffers.  

Why do employees start pulling back?

In some cases, it’s about self-protection. “Disengagement often starts when people feel stuck, overlooked or exhausted,” Zulfa explains. “Many don’t quit right away because of money, loyalty or hope that things will get better. So they pull back in order to cope.”  

Employees who feel overlooked and unheard or, on the opposite end of the spectrum, micro-managed, are more prone to micro-quitting. Recognition plays a big role as well.  

@ginnyleads 📣 Time to invest in your people! 💼 According to McKinsey, uncaring or uninspiring leaders are one of the top reasons people quit their jobs. People crave being seen, valued, and supported, regardless of age, level, or tenure. Restore engagement and retain top talent by fostering trust through honest and transparent communication. #LeadershipMatters #EmployeeEngagement ♬ original sound – GinnyLeads

“When people don’t feel appreciated or see ways to grow, their motivation disappears quickly,” says Zulfa. “They start to disengage before they decide to leave for good.” 

@robertleebarber When a top performer suddenly seems disengaged or quiet, it can signal that they are checked out mentally or emotionally. This shift often stems from factors like burnout, lack of recognition, or feeling undervalued. It’s crucial for leaders to recognize the signs early and address the underlying issues. Open communication, meaningful feedback, and a supportive environment can help re-engage these individuals, fostering both productivity and morale. A once-vibrant contributor can be revitalized with the right attention. Don’t wait until they’re gone to take action! #EmployeeEngagement #LeadershipMatters #TeamDynamics ♬ original sound – Robert Lee Barber

Signs you may be micro-quitting  

1. You used to contribute ideas in meetings, but now you’re silent, bored or distracted.  

2. Emails and team messages are kept short; without the friendly tone they once had.

3. Consistently logging off exactly on time, avoiding voluntary overtime.  

4. Passing up opportunities to take on new projects.  

5. Work that was once thorough is now just ‘good enough’.  

6. You opt out of casual office chats, team lunches or after-work drinks.  

7. You’re calling in sick more frequently, especially around high-stress deadlines. 

How managers can spot and respond  

@barbara.corcoran #QuietQuitting ♬ original sound – Barbara Corcoran

– Look at behaviour: Who is quieter? Who has stopped sharing ideas? Who is there but doesn’t really seem engaged?  

– Think about systems: “Rigid rules, unclear expectations and treating everyone the same can show employees that their needs don’t matter,” warns HR specialist Zulfa George.   

– Genuinely care about your employees: Ask them how they are really doing? What’s draining their energy? What would help them feel engaged again? 

Advice for employees

If reading Tammy’s story resonates with you, pause and reflect. Think about what’s causing it. Is it your workload, management or leadership, lack of growth opportunities or burnout? “Dealing with it early can prevent long term dissatisfaction,” says Zulfa.

When speaking to your manager, it is important to focus on solutions. Say things like, “I want to do my best work, and this is what I need to stay engaged…”  

Other methods include asking for clarity, setting boundaries, seeking development opportunities and reconnecting with your ‘why’ – your purpose and your passion. And if  re-engaging isn’t possible, “protecting your energy while planning your next steps is equally valid,” Zulfa adds.   

Words: Shanaaz Petersen 
Photography: Shutterstock 

Also read: How to spot a toxic work environment 

The post 7 Signs you may be micro-quitting   appeared first on TFG Media.

Charndré Kippie, Editor 

I think my office love language would have to be acts of service. I really value the way my team rallies together under pressure – stepping in to help manage heavy workloads and meet tight deadlines. I appreciate how we support one another during stressful times and the fact that we often use a bit of comedic relief to keep each other going makes it even more special. 

Claudia Da Silva, Editorial Assistant 

I’d say my workplace love language is teamwork and collaboration. I really value it when people connect over shared visions and passions, and when we work together toward common goals. And of course, a little treat now and then never hurts either! 

Hannah Forbes, Designer 

For me, my office love language is acts of service. I really appreciate it when someone offers to help with a task or simply makes sure not to add unnecessary challenges to my workload. A supportive, helpful team that works together makes all the difference – teamwork truly feels like the ultimate act of care at work. 

Aneeqah Emeran, Digital Editor 

My love language is situational – it changes based on the environment or circumstance. For instance, if I sense the mood is down, and a pick-me-up is needed, I’ll give a little treat or offer words of encouragement. People need to remember their talents and skills. I adore acts of teamwork because it’s something that fosters a sense of togetherness, trust and accomplishment and strengthens the team bond – this makes the next project that much easier to execute. 

Kauthar Adams, Copy Editor 

The way I show love at work would be to gift little treats. Small, unexpected gestures like a sweet treat is thoughtful and showsappreciation. 

Aneliswa Kunene, Editorial Assistant 

My love language is giving and receiving words of affirmation. I really like knowing when I’m doing a good job or my work is being recognised in some way because it makes me feel appreciated and valued. It also motivates me to keep doing my best and gives me confidence in what I’m contributing to the team.  

Photography: Freepik

The post Celebrating love at work: Our team’s office love languages appeared first on TFG Media.

We all know that a simple “thank you” goes a long way in making a colleague’s day, but what if we took it a step further and tailored our appreciation to each team member’s unique needs? It’s time to get personal with your work mates, but not too personal!  

In his book The Five Love Languages, Gary Chapman identified the different ways people express and receive love. Now, we’re not suggesting you start giving everyone hugs and kisses, but we are saying that being aware of these love languages can help you tailor your approach to meet the needs and preferences of your team members. Showing our appreciation in ways that resonate will boost morale, productivity and job satisfaction in the process.  

@careercontessa Do you understand your work love languages? How about your coworkers? If you want to improve your relationship with your coworkers, or your boss, it can help to consider how they would like to be shown appreciation. To figure out your coworkers “workplace love language” start by asking these three questions: ✅How does this person treat others? ✅What does this person complain about? ✅What does this person request most often? Then relate this to the workplace love languages: Words of Affirmation = Feedback + Mentorship Quality Time = Workplace Bonding Receiving Gifts = New Opportunities + Challenges Acts of Service = Support Physical Touch = Encouraging Touchpoints So, what are your workplace love languages? Let us know in the comments! #career #careeradvice #boss #coworkers #salary #manager #workplace #toxicworkplace ♬ original sound – CareerContessa

1 Words of affirmation 

People who speak this love language thrive on public recognition, genuine praise and constructive feedback.  

To use words of affirmation effectively, focus on the person’s specific actions or achievements, such as a great presentation or a project done well. Be direct and person-centered in your praise, avoiding generic compliments.  

Timeliness is also key, so try to offer your words of affirmation soon after the event or achievement. This can be done in person, via email, messaging or even a handwritten note – the format doesn’t matter as much as the sincerity and specificity behind the words.  

2 Acts of service  

People who speak this love language tend to appreciate mentorship and collaborative support.  

When colleagues lend a helping hand, offer guidance or take on tasks to ease someone’s workload, it speaks volumes to those who value acts of service.  

This support can be as simple as helping a team member meet a tight deadline, bringing a cup of coffee for them when they’re super busy, giving feedback on a project, or even running a meeting so they can take a break.  

These gestures demonstrate that their colleagues are invested in their success and well-being, making them thrive and deliver quality work. 

It has been shown that organisations that prioritise teamwork, mentorship and support create an environment where acts of service are valued and encouraged, leading to stronger relationships and a more cohesive team.  

3 Receiving gifts 

People who speak this love language appreciate thoughtful gestures, ‘symbolic’ rewards and professional development opportunities. 

 If you have a co-worker who likes giving little gifts, they most probably also like receiving them. These gifts can be thoughtful gestures, such as a personalised note or a small celebration. They can be tangible, like a book or a course, or opportunities for additional training and attending conferences or seminars. Or they can be intangible, like access to exclusive networking events or high-profile projects, or mentorship.  

According to Medium.com, acknowledging workers in meaningful ways taps into the motivational power of gifts and fosters loyalty and engagement.  

4 Quality time  

People who speak this love language respond to one-on-one conversations, undivided attention and team-building.  

For these individuals, spending quality time with both colleagues and leaders is essential for building trust, fostering collaboration and driving results.  

One-on-one check-ins provide an opportunity for meaningful conversations, goal setting and feedback, helping to create a sense of connection and understanding. In meetings, giving someone your undivided attention shows you value their input and ideas.  

Team-building activities, office social events and volunteering opportunities can also help to strengthen bonds and promote a sense of camaraderie. Research shows that spending meaningful time with colleagues boosts employee engagement, fosters a sense of community and drives better outcomes.  

5 Physical touch  

People who speak this love language want a workplace that prioritises well-being, ergonomics (good seating) and comfort.  

While this may seem like a tricky love language to apply in a professional setting, it’s actually more about creating a comfortable and safe work environment.  

According to Simplypsychology.com, incorporating this love language in the workplace can also be as simple as offering a handshake during greetings or a hug goodbye, or a high-five to celebrate a colleague’s accomplishment. Other forms of touch, such as a gentle pat on the back, can also be welcome on a tough day.  

It’s crucial to prioritise consent and comfort. Before initiating physical touch, check in with your colleague – “Can I give you a hug?” – to ensure they’re comfortable with it Be mindful of body language and withdraw if you notice any signs of unease or discomfort. 

Workplace tips  

• Ask team members how they prefer to receive feedback and recognition. Offer choices.  

• Observe how they respond to different types of recognition to understand what motivates them.  

• Be genuine in your recognition and appreciation to build trust and credibility.  

• Timely recognition boosts morale and motivation.  

• Make it personal to show you’ve taken the time to think about each team member.  

Words: Emma Mbuthuma
Photography: Pexels

Also read: Tips for fuel career ambitions 

The post How to adapt the 5 love languages in the workplace appeared first on TFG Media.

You’ve probably heard the term ‘micro-retirement’, the latest trend that’s got everyone talking about redefining their relationship with work. This somewhat controversial concept is gaining traction, and for good reason. Does it mean that you can retire early? No, but also yes. So, what exactly does it mean to micro-retire? And can companies use it in their favour? Let’s look into it. 

 The mastermind behind this idea is Timothy Ferriss, an American entrepreneur, lifestyle guru and author of The 4-Hour Workweek, who introduced the concept of ‘mini retirements’ more than 15 years ago. His idea has since evolved into a full-fledged movement, with micro-retirements taken regularly through the course of your career becoming a hot topic in the world of work-life balance.  

What’s the big deal?  

Let’s face it, we’ve all felt burnt out at work at one point or another, whether it’s from workplace demands such as tight deadlines and unmanageable workloads, or lack of social and emotional support. The pressure to constantly perform and deliver can be overwhelming. 

 A recent Gallup study revealed that 36% of South African workers are dealing with extreme daily stress, while a whopping 71% admit to being ‘checked out” at work. And retirement seems like a distant dream for many.  

According to the 10X Investments Retirement Reality Report, only six percent of South Africans are on track to retire comfortably. The numbers get even more alarming when you consider that a staggering 90% of South Africans can’t afford to retire at all.  

So how does ‘micro-retiring’ fit into all of this? It could be the answer to our fatigue, allowing us to take a step back, recharge and refocus. These mini breaks or micro-retreats are the luxe version of ‘quiet quitting’ — but instead of checking out, you’re checking in with yourself, your goals and your career.  

Micro-retirement can take many forms, from a few months off to a year-long sabbatical. Unlike taking ordinary leave from work, the key is to take a break that’s long enough to allow you to disconnect from the daily grind and recharge, but not so long that it disrupts your career momentum.  

The benefits? Improved work-life balance, reduced burnout and increased productivity. It allows you to step away from the daily stress and pressure of work, giving you time to reflect on your priorities and goals. It also gives you the chance to pursue other interests, to travel or spend quality time with loved ones.  

 

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Could this trend be for you?  

Of course, it all sounds wonderful and you’re probably already considering a micro-retirement. It’s best to start by assessing your priorities and goals. What do you want to achieve during your break, and how can you make the most of your time off?  

You will also need to discuss your plans with your employer, to ensure a smooth transition while you’re away and minimise any impact on your work. Consider taking your time off during a natural break in your work, such as after completing a major project or before moving on to a new role. Best-case scenario is that you can return to your job when your ‘micro-retirement’ is over, unless you want to use it to change jobs. 

You will need to save enough money to cover your living expenses during your break — and travel expenses, if that’s your aim. Plus it’s good to have an emergency fund for when your break is finished but work may not be easy to find if you’re not returning to your previous job.  

Which brings us to one of the biggest concerns about taking a micro-retirement: losing momentum in your career. The key is to stay connected with your professional network. Regular check-ins with colleagues and mentors will help you stay in the loop and ensure that you’re not missing out on any important developments in your field.  

So, what do you do during micro-retirement? A lot! Travel and explore new destinations, immerse yourself in different cultures and broaden your horizons. Take online courses, attend workshops or upskill and reskill. Volunteer and give back to your community. Diversify your experiences and grow your professional network. The possibilities are endless for you to pursue your passions.  

Explore the idea of documenting your journey during your micro-retirement. Keep a journal or blog, create a YouTube channel or vlog, or share your insights and learnings with others. Reflecting on your experiences and growth will help you identify new opportunities and challenges, and will also give you a valuable perspective on your career and personal development. 

Picking up where you left off  

Once you’re ready to stand tall, wear that suit with pride and dive back in to the workforce with confidence and determination, there are a few things that can ensure a smooth transition.  

Start by updating your LinkedIn profile to showcase any new skills or experience you’ve picked up. This will make you visible and attractive to potential employers or clients.  

Reach out to your professional network and let them know you’re back and ready to take on new challenges. Finally, fine-tune your career goals and start exploring opportunities that align with them.  

Did you know?  

The average working adult human brain can pay attention (that is, remain interested to the benefit of understanding) for between 20 and 50 minutes before needing a break. The brain has biological limitations and the importance of taking a break before returning to a task or stimuli increases one’s ability to function at the optimum.  

Micro-retirement checklist  

• What are my goals for taking a break? 
• How long do I want my break to be? 
• Do I have enough savings to support myself? 
• What are my financial priorities during this break?
• What activities do I want to pursue? 
• What are my priorities or ‘non-negotiables’ (for example, travel, relaxation, personal projects)? 
• How will I stay connected with my professional network? 
• How will I maintain my personal relationships and connections? 
• How will I prioritise self-care and mental health during this time? 
• What are the potential risks or challenges I might face? 
• How will I stay motivated and focused? 
• How will I measure the success of my micro-retirement break? 
• What is my plan for re-entry into the workforce when my break is over? 

Words: Emma Mbuthuma
Photography by: Gallo/Getty Images, Unsplash, Pexels

Also read: Tips to improve your relationship with money

The post Your micro-retirement checklist  appeared first on TFG Media.

“You’re getting a bonus.”  

Are there any sweeter words to hear at the end of a long, productive year? If you’re one of the lucky ones to receive a year-end bonus and you’re torn between living your best life this silly season or saving for a smoother start to the new year, consider the following before you tap or insert.  

Settle debts 

Outstanding balances aren’t fun — and neither are interest rates that come with buying on credit. It’s always a good idea to use any extra money in your account to start paying off your debts, and many experts suggest starting with the smallest amount, as well as those with the highest interest rate.  

Whether it’s a credit card that came to your rescue in a difficult time, a store card that has seen better days or a car loan that’s almost paid off, settling your debts is a way to create balance in your budget.  

“First, flatten your credit card. Unsecured debt makes your bank richer than your investments ever will. Then, build yourself a buffer. It’s boring but vital,” says Bryan Nicol, a Cape Town-based lifestyle financial planner.  

Get ahead  

“Next, think ahead: annual car service, school fees and so on. If all that’s covered, only then should you look at investing for the future. It’s all about priorities,” says Bryan.  

Upcoming expenses don’t care about the number of debts you’ve accumulated or the dreams you have of a seaside holiday —they still demand payment. Put money aside for the expenses that you’d need to cover in the near future.  

Not only will this free up some of your budget in the new year, but it’ll also help ease any financial anxiety you may have about making your salary stretch. Plus, some financial commitments offer a discount if you pay the annual amount upfront at the start of the year (rather than in monthly instalments), so enquire about this.  

Keep it safe by saving 

Can you remember how many times you’ve told yourself you’re unable to save money because you don’t actually have any money to save? Well, now’s your chance to change the narrative. You do have extra money in your account, so you are able to make better choices.  

Assess your current financial situation — existing credit as well as upcoming expenses — and figure out what your priorities are and what your financial goals are.  

“If you’re going to need the money within a year, keep it boring. A money market account pays around 7% with almost zero drama. Banks offer them and so do investment platforms (search “money market unit trust” for options). It’s not exactly sexy, but neither is trying to sell your TV in March because your high-risk crypto fund ‘went on a journey’,” says Bryan.  

If you don’t have an emergency fund, it’s time to start one. And if that side hustle is calling for your attention, it may be time to use your bonus to start planning its start-up.  

Lump sum or long-run? 

If your bonus is a considerable amount, you may want to look into investing it all with the hopes of your money growing substantially in a few years. “Long-term (10+ years) means you’re fighting inflation… and inflation is stealthy. You’ll need equities (shares) to beat it, and these should be mostly offshore. That comes with volatility, yes, but also real growth,” says Bryan. 

How do you do it? “Low-cost unit trusts or ETFs [exchange-traded funds] are your go-to here. You can think of them like the slow cooker of investing — set it, forget it, and don’t fiddle. Let compounding do the work… Your job is to not get in the way,” he explains.  

The trick with letting your money work for you is to trust the process — but, first, make good, informed decisions on where you’ll plant your bonus. If the options are overwhelming or you’re not sure which would give you the best return, speak to a qualified financial advisor who would be able to separate any dodgy deals from those that’ll work in your favour.  

Is there room for a spoil?  ,

Guilt-free spoiling starts with a plan. Look at what you usually spend over the festive season… The actual numbers, not the version you tell yourself,” Bryan advises. Think back to previous years and how you spent your money – and reduce any spending you regretted in January or those that didn’t bring you joy (or more money).  

“Then, whatever’s left is your ‘treat yourself’ fund. Spend it with zero guilt because the boring-but-important stuff is sorted,” says Bryan.  

Whether you’re trying to recover from a wild year of spending or starting 2026 off with a positive bank balance, consider how you’ll spend your bonus before it becomes a thing of the past. 

 

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Words: Shani Tsai
Photography: Getty images, Pexels

Also read: How ‘girl math’ can impact your money mindset 

The post Tips to spend your end-of-year bonus  appeared first on TFG Media.

Thulani Gqirana, Content Lead 

One of the kindest things my colleague does is leave me notes with every black book. It’s either a word of encouragement, a quirky turn of phrase, or just a heart with a deadline attached.  

On my side, kindness means always having chocolate available on my desk for anyone who needs it. Sometimes when the day seems to be a lot, a little sweetness makes it a bit more manageable.  

Charndré Emma Kippie, Editor 

It may sound simple, but there is something is compelling about pausing during a busy workday to ask someone, “How are you?” and genuinely mean it. In that moment, the noise of deadlines fades into the background in a corporate setting. Listening, with no agenda other than care, becomes an act of kindness and empathy; a small gesture that shows someone that they’re seen and valued. Sometimes, being present and interested (rather than trying to be interesting) is the most compassionate thing we can do. 

Emma Mbuthuma, Editorial Assistant 

One small gesture that I believe can make a big difference in fostering a kind environment for my colleagues is going above and beyond to support one another. Something as simple as helping a colleague with a project, giving them a compliment about the fantastic work they do or sharing valuable resources to help them. 

Busisiwe Rooibaard, Social Media Manager 

I’ve learned that kindness at work doesn’t always have to be big gestures, sometimes it’s as simple as reminding each other to take lunch away from the desk. When we eat together, it’s a chance to pause, reset, and remember we’re more than our to-do lists. Those small, shared moments of connection make such a difference to how we show up for one another. 

Gaynor Siljeur, Digital Content Creator 

In the midst of looming deadlines and a packed to-do list, it’s easy to forget the importance of truly listening to our colleagues. We often become so engrossed in our own tasks that we overlook the struggles of those around us. It’s essential to take a moment to pause and lend an ear when a co-worker is facing a challenge, whether related to work or personal matters. Simply taking the time to listen can make them feel acknowledged and supported. 

Words: Gaynor Siljeur

Photography: Freepik 

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Ever worked for a boss who thought a pizza party could fix everything, even rage and public humiliation? Perhaps you’re familiar with an environment where birthdays, family dinners and weekends were sacrificed for constant “just one more thing” demands, and saying “no” simply wasn’t an option if you valued your job? Or where even HR had enough and walked out?  

Toxic environments like these don’t just breed negativity, stress, anxiety and conflict, they thrive on them — they instantly ruin a good mood, drain self-confidence and take a serious toll, often leading straight to burnout. Sub-ideal, to say the least.  

Sadly, toxic workplaces are more common than you might think. And no amount of empty promotion promises can undo the damage they cause to your mental health. In Rising Above a Toxic Workplace: Taking Care of Yourself in an Unhealthy Environment, co-author Gary Chapman says it best: “When a workplace becomes toxic, its poison spreads beyond its walls and into the lives of its workers and their families.” How do you spot the warning signs of a toxic workplace — and can you do anything about them?  

Living on the edge  

While red flags can vary from workplace to workplace, one constant is that employees are always on edge. There’s a lingering fear of making the wrong move or speaking up, even though your opinion is almost certainly part of why you were hired. Worst of all is when this hostile atmosphere becomes so normalised that no one questions it anymore.  

Glamourising hustle culture  

Companies or leaders who glamourise the lack of a work-life balance scream toxic. In these kinds of environments, calls and emails after hours are the norm, and overtime is expected without warning, pay or appreciation. Personal lives? Basically non-existent. Employees who overextend themselves are praised — at least at first — while those who set boundaries tend to be shamed. Toxic overworking culture turns sick days and vacations into signs of weakness instead of the essential recharge that they are.  

No-one’s speaking up  

A major red flag is poor communication — or, even worse, the total absence of it. In toxic workplaces, decisions are often made unilaterally by someone with a my-way-or-the-highway mindset, leaving no space for feedback or collaboration. These individuals rely only on verbal instructions, conveniently avoiding paper trails to easily shift blame when things go wrong. When conflict arises, it is rarely addressed. Instead, it’s met with passive-aggressive behaviour or brushed off as insubordination, leaving issues to fester.  

Uncertainty is a sure thing  

In toxic workplaces, clarity is hard to come by — whether around company policies, job responsibilities or something as basic as taking a lunch break. Employees are pushed to hit unrealistic targets, teams compete instead of collaborating, and promotions and raises are a mystery no one can decode. management often acts unpredictably, adding to the chaos. In environments where red flags are the norm, employees aren’t seen as people – they’re just numbers fueling a system obsessed with monthly targets and indifferent to burnout, making you feel powerless.  

Your body keeps the score  

One thing you can always count on is your body’s response. If your shoulders tense or your stomach twists the moment someone walks into the office, that’s not just stress — it’s your body waving a red flag, warning you that something in your environment isn’t right.  

 

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Someone else can do your job, but you’re irreplaceable  

“There were also multiple ways of earning an income that didn’t pose a threat to my well-being,” writes Elelwani Anita Ravhuhali in Sometimes It’s Your Workplace, “But there weren’t various options to choose from when it came to life. I simply had one life, and it was up to me to create great experiences for myself.” Take this powerful reminder that while jobs come and go, your well-being is non-negotiable. Luckily, you can take steps to protect yourself and reclaim your space.  

Begin by addressing a toxic environment by setting firm, respectful boundaries. This might mean not responding to calls or emails after hours, calmly confronting conflicts when they arise, and involving HR if the issue can’t be resolved directly. It’s also smart to follow up any verbal instructions with a quick email — nothing avoids a messy “he said, she said” like a clear paper trail. If your attempts to make your work experience a little healthier aren’t met with the same energy from co-workers and employers, it may be time to start polishing your CV and applying elsewhere.  

Shall we move on? 

In a healthy environment, boundaries are respected, communication is transparent and leadership holds itself accountable. Employees are supported, trusted and encouraged to take time off without guilt. Collaboration is valued over competition and feedback is handled with respect. most importantly, people feel safe, seen and empowered to do their best work — all without sacrificing their overall well-being. Once you get through this — and you will get through it — remember these points as you make your way up the corporate ladder. They can help you be an empathetic leader who advocates for the healthy workplace you once needed. 

By: Nelleke Van Niekerk
Photography by: Getty Images
Text courtesy of Balanced Life magazine 

Also read: Tips for fuel career ambitions 

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Applying for jobs can feel like running a marathon with no finish line. Endlessly tweaking CVs, filling out repetitive forms and waiting for responses that often never arrive can drain even the most motivated job seeker. While platforms like LinkedIn have widened to pool of jobs available, so too, have they increased access to applicants, resulting in floods of applications. If you’re feeling exhausted and despondent, you’re not alone. Here are five practical tips to combat job application burnout and keep your momentum going:  

1. Set clear boundaries 

Treat job hunting like a job with defined hours. Block out specific times each day or week for applications – say, three hours in the morning – and stick to it. Avoid letting the process spill into every moment of your life. This structure helps prevent burnout by giving you permission to step away without guilt. Which brings us to… 

2. Take guilt-free breaks

It’s okay to pause and take stock. Schedule intentional breaks, whether it’s a day off from applications altogether, or a weekend unplugged from job platforms. Use this time to recharge with activities you enjoy, like reading, exercising or binge-watching your favourite show. A refreshed mind is more focused and resilient. 

3. Streamline your process

Stop reinventing the wheel for every application. Create a master CV and cover letter template that you can tweak for specific roles. Use tools like job application trackers (spreadsheets or apps) to stay organised and avoid duplicating efforts. Efficiency reduces frustration and saves mental energy.  

4. Focus on quality over quantity

Applying to every job posting you see can lead to burnout, fast. Instead, target roles that truly align with your skills and goals. Research companies, tailor your applications, and prioritise opportunities where you’re a strong fit. Fewer, high-quality applications are more effective than a blanket approach. 

5. Celebrate small wins 

Job hunting is emotionally draining, so acknowledge your efforts. Celebrate the ticking off your daily target list with a treat, like a coffee or a walk. Recognising progress keeps you motivated and reminds you that every step forward counts.  

Words: Robyn MacLarty

Photography:

Also read: 5 Steps to career freedom

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The value women bring to the workforce is undeniable, and companies who recognise this know just how important it is to makes sure these employees feel happy and safe. However, for many women, finding that perfect work-life balance is still far out of reach. While they are masters at multi-tasking„ they could definitely use a boost to feel fully empowered in the workplace.  

Here are some key things that companies are doing to empower their female employees, and what you should look out for when pursuing a new role:  

1. Taking an equity first approach 

Equitable companies are addressing the unique needs women have rather than simply painting an ‘equality’ brush over their entire workforce. Gender equity addresses the differences between men and women while acknowledging gender bias and the unique challenges women face, particularly when it comes to motherhood. According to the United Nations Population Fund (UNFPA), there first needs to be strategies and measures in place that “compensate for women’s historical and social disadvantages” before equality can be achieved. Equity can be achieved on a policy level with companies enforcing rules such as zero tolerance for gender-based harassment and having legal processes in place to protect female employees.  

2. Closing the gender pay gap 

By closing the pay gap, women are able to level up in both their work and their personal lives. It’s been proven that women who earn an equal wage to men are able to lift themselves out of poverty, are less likely to experience abuse and are able to better advocate for other women. Historically, the gender pay gap between men and women has been one of the biggest hurdles for working women to overcome. It also doesn’t help that office culture actively discourages people from discussing salaries, making it even harder for someone to gauge whether or not they are being paid fairly. But in spite of this, progress is definitely being made, with the World Economic Forum’s Global Gender Gap Report 2024 showing that the gap is now 68.5% closed across 146 countries.  

3. Letting the ladies lead  

Despite the age-old stereotype that women can’t lead because of their emotions, experts would beg to differ. In a podcast episode of ‘Speaking of Psychology’, Dr Alice Eagly, a gender psychology expert from Northwestern University in the US, stated that women leaders are generally more collaborative, relationship-focused and “less about giving orders”. She went on to point out that women usually lead with a more positive, reward-based approach in comparison to men. For companies who promote their female employees, there has been a massive turnaround in productivity and overall job satisfaction. Allowing women into leadership is also incredible for representation, setting a good precedent for future employees and investors. 

4. Providing resources and flexibility 

In a Stellenbosch University study on women in academia, researchers found that resources — be they mentorship programmes, workshops or access to courses — are highly beneficial. This benefits women both professionally and personally as it boosts morale, increases job satisfaction and fosters personal growth. For the working woman, time truly can be just as important (if not more so) than money. This means that flexibility is often valued as much as salary when seeking a new job. Flexibility means different things to different women, but can include flexible office hours, a hybrid or work-from-home working model, maternity leave with full salary, and the option to take period leave. A 2023 survey by the International Workplace Group emphasised just how vital flexibility is to women’s success, and that offering women flexibility in the workplace improves their overall performance, achieves equity and boosts their ability to reach leadership positions.  

What about South African working women?  

► South African women are currently 10.6% less active in the labour force than men, but this is not for lack of trying. In fact, this percentage has increased over 4% the last 10 years. In one of the largest independent surveys on working women in South Africa, it was found that 98% of women want to work, with 78% saying that they aspire to grow their careers.  

► Women are outpacing men in in the education space, with 52% of South Africans with tertiary education being women.  

► Self-employed women are on the rise, with the number of self-employed women without any employees having gone up by 1.3% from 2014 to 2024. The share of women (female business owners) who do employ 20 or more people grew slightly by 0.8%, whereas it dropped by 0.3% for men by the end of 2024.  

► Women are still not being considered often enough for senior positions. In 2024, women only made up 15% of executives in all JSE-listed companies. So, while there has been improvement, we still have a long way to go. 

Words by: Tamia Retief
Photography by: Gallo/Getty Images
Text courtesy of Club magazine

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