Welcome to this week’s blog that considers the working world,

what we do, and what it takes to work with purpose, lead with impact, and engage with people in a way that really makes a difference. In our ‘Work Unplugged’ podcast last week, Amrit spoke about the joy deficit, and asked how many of us are actually experiencing joy at work? He mentioned hearing people saying again and again that "joy at work is missing." But is this just a passing trend? Or are we overlooking something fundamental?

We seem to keep hearing the same narrative, that pressure is rising, expectations keep stacking up, resources are shrinking, and workers are caught in the middle. We’d all love to operate at our best, to deliver true excellence, but let’s be honest, the environment so many of us are in makes that nearly impossible. We seem to be caught up in chasing results, putting ourselves last, and losing connection to who we are, and what we love in the process.

Ever-tightening KPIs? Check. The expectation to deliver more with less? Check. “Just keep going” mentality? Sadly, also check. If you have worked with us, you will now that we preach till the cows come home about how critical it is to take care of ourselves, so that one stings (but that is a whole other topic!).

We talk about results, but how often are we talking about the cost of those results, both for our organisations and for ourselves? We hear people say the pressure is “relentless.” That word comes up a lot lately, and it’s telling. This isn’t just about a tough week. For many, it’s a constant, grinding background noise. Sure, we can muster short-term heroics, but what happens when this becomes the norm?

Ignore the warning signs and burnout is brewing. And you’re not just risking morale; you’re risking long-term loss of talent. When the joy, fun, and personal growth and satisfaction disappear, then so does, over time, performance.

Under stress creativity crumbles and the brain narrows its focus. Opportunities for innovation and real connection vanish. People are just in survival mode. Teams drift apart, as the pressure leads to isolation, not collaboration. Suddenly, the workplace isn’t just challenging, it’s lonely, and we would forgive people for lying there at night thinking ‘what is the point’. ‘How do I get off this train?’.

So, what are we actually doing about it? We all want engagement, we set targets, we run workshops. But if we’re brutally honest, when was the last time we checked whether our people felt any joy in their work? Not the big, celebratory moments, with certificates and vouchers, but the small, meaningful ones that make the tough days’ worth it.

Can we please ask ourselves:

• Are we really listening when people say it’s too much, or do we brush it off as complaining?
• Have we made it safe for people to talk, vent, and even push back? Or are we doubling down on pressure and micromanagement?
• Do we judge our success by KPIs alone, or by the energy and pride with which our teams show up?

Being a leader means owning the climate that has been created. We know it’s not easy, especially when we’re under the same pressures ourselves. But real leadership starts with acknowledging what people are telling us, even when it’s uncomfortable. If most people start out engaged, it’s up to us to stop disengagement before it takes root.

Let’s be honest, no engagement survey or team-building day will fix a workplace stripped of joy. It starts with us as leaders being human, being present, and daring to ask, ‘are we making it possible for people to do their best work?’.

Let’s make space for reflection and lead the way in building moments for people to step back and breathe, without a hidden agenda, but to just think differently. Bring problems into the open and if targets seem impossible, let people speak up without fear of seeming incapable. Invite teams to reimagine how things are, not just react and fire fight in any given moment.

Let’s champion collaboration over competition and dismantle the rivalries that a joyless, relentless culture brings with it. Pool the strengths of a team, making it a relay rather than a competition, and help people feel like they are solving the “impossible” together.

Let’s encourage healthy venting and create safe spaces where speaking up is expected and honoured and acknowledge that these spaces are essential for the resilience and connection of our employees.

If joy is missing, so is the spark that lights up extraordinary work. It’s not a “nice to have”; it’s fundamental to sustained excellence. Let’s give our teams more than a chance to survive, let’s give them a chance to thrive, own their successes, and even find joy along the way. The world needs more of this, and we have an opportunity in our businesses, in the how we do things, to really rock people’s worlds.

To listen to this podcast episode, click here