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Ever felt like work’s a rollercoaster and we forgot to buckle up? 

Welcome to Little More to Workland! A place somewhere between a Wonderland and the Workplace. Because workplaces are a lot like theme parks - with one ride after another. This blog attempts to add a Little More insight into those experiences

Little More..to Workland

Asian student surf internet for job hunting. Freelancer blog writer typing isolated on a minimal clean blue desk concept, workspace, copy space, flat lay, top view, mock up

Recent blog posts

Diverse government office staff collaborating at desks and reviewing infrastructure plans with coastal island views through windows

Ever faced a situation at work where you felt completely left out? Forgotten? Or misunderstood? Maybe it was a team gathering you weren't invited to. A coffee run everyone seemed to know about, except you. A discussion that happened without you. Or perhaps a celebration where your absence went unnoticed.Human beings are wired to seek connection. We want to feel valued, important, and included. While HR can design a plethora of engagement initiatives and culture-building interventions, a genuine sense of belonging is often shaped by the people you interact with every day - your team, your manager, and your colleagues.Like it or not, the environment around you influences your emotional well-being. When something makes us feel excluded, our minds are quick to fill in the blanks.“They don't like me." “Maybe I'm not as close to them as I thought." “Did I do something wrong?"Before you know it, a single incident starts turning into a story about your worth. This is where one simple yet powerful concept from Mel Robbins' book Let Them can help.1. Separate the Event from the StoryThe event is:"I wasn't invited."The story is:"They deliberately excluded me because they don't value me."Most of the emotional pain comes not from the event itself, but from the meaning we attach to it.2. Let ThemOne of the core ideas from the book is that we spend an enormous amount of energy trying to control how other people think, behave, include us, appreciate us, or respond to us.But people will do what people will do.&nbsp;If someone forgot to invite you, let them. If someone prefers a different social circle, let them. If someone doesn't show up for a relationship the way you expected, let them.Not because it doesn't hurt. But because trying to control their choices only hands over more of your peace to them.3. The More Important Part: Let MeIronically, the most powerful lesson in the book isn't "Let Them” - It's "Let Me."Let them do what they choose.Let me not spend three days replaying the incident. Let me continue being warm and professional. Let me invest in relationships that are reciprocal. Let me focus on what I can control. Let me protect my confidence from being dictated by someone else's actions.The moment you shift your attention from their behaviour to your response, you reclaim your power.4. Observe, Don't ObsessNot every uncomfortable workplace experience deserves an immediate reaction. Sometimes the healthiest thing to do is simply observe. If it was a one-off situation, you'll likely realise that your mind gave it more significance than it deserved. If it becomes a pattern, you'll have clearer information to decide how much emotional energy that relationship deserves.Either way, observation serves you better than overthinking. Belonging is a beautiful feeling, but it becomes dangerous when we start connecting our self-worth to it.Sometimes the most empowering response is not chasing inclusion, demanding explanations, or changing yourself to fit in.Sometimes it's simply:Let them. And then, Let Me move forward.

The Office Invite That Never Came

a blue typewriter sitting on top of a white table

When we get too hung up on job titles and what we are known as, we often stop thinking about what we are known for.&nbsp;Most of our lives we are either chasing something or building something substantial (or at least trying to); only to lose ourselves in the process. It’s not that everybody loses every inch of their personal beings, but at some point we all experience it at different intensities and durations. The point is, till when? And when does it stop to matter - when you succeed, or when you fail?When we land the job that we absolutely love, we immerse ourselves in it with utmost care and fervour. We start romanticising everything about it until more characters and episodes enter this rom-com world. This article is not to frighten anyone who’s hoping to land their dream job, or who’s currently living in one. In fact, it simply serves as a pair of 3D glasses, trying to tell you - psst..there’s more!&nbsp;Life will pass you by while you are busy getting things “just right”, or the ”right away” at work. It’s not that you should avoid work responsibilities. It’s about defining boundaries before you let the work be your definition. Many people learn this the hard way, but it doesn’t have to be the only way. Give your best shot, fall in love with your work, make it a priority. There’s no problem with that. Just don’t be so blindly in love that you do not see the world around it. The workland may not stay the way it has always been. So you got to remember - your job title is just a role you play. It is not the person you are. Imagine you’re the main character of your corporate life. Of course there’ll be new faces, some will make the workland easy to ride and some will try to keep cutting your restraints, waiting for you to fall. The idea is to not leave your main-character energy and build a life that values things beyond your corporate “identity” - one of the many identities you hold.Let’s see how liberated you are in your identity -&nbsp;Who are you once you are back home or on a Sunday evening? Who are you when you introduce yourself without mentioning what work you do? Who are you if tomorrow your designation vanishes?These questions are intended to give you a little discomfort now, so that life doesn’t give it to you the hard way.I am happy to share with you a 3-part reflective lens that will give you a structure to figure it out for yourself.1. What do you value outside performance? - Curiosity/ Creativity/ Compassion/ Adventure?&nbsp; 2. What gives you meaning that isn’t measurable? - Conversations/ Health/ Relationships/ Learning? 3. Who notices you beyond your productivity? - Family/ Friends/ Your own quiet mind?Some of the most defining parts of you will never appear in a dashboard. Your partner/parent/close friend will notice your exhaustion before your achievement. How much are you nurturing these aspects of your life? If not the corporate life itself, things beyond that will have an impact on our job titles &amp; positions. Career breaks, Sabbaticals, Parenthood, Caregiving, Layoffs, Retirement, to each their own. If your identity cannot survive a pause, was it ever fully yours?If you would like to really analyse all this for yourself and transform the way things are, make yourself an “Identity Portfolio”. Much like a financial investments portfolio, this will prevent you from investing all of your energy into one asset - your job.Evaluate yourself for:- Professional self - Creative self - Relational self - Curious self - Resting selfFeel free to print the below framework of Identity Portfolio by Little More to Workland. Check how much % you’re spending on each of these identities or rate them; and figure which one of the non-professional side of it you’d like to focus on this month. Continue doing this every month till you’ve found yourself above &amp; beyond your corporate job title.&nbsp;<figure id="figure-xvyy58tyfmpi3dr9y" class="selected"><img id="xvyy58tyfmpi3dr9y" src="https://cdn.durable.co/blocks/1bbW8MkQlzGHG6qXTi6vFfW58MP4moRAV6hI1a8K3j6ehZ58HxtVAvAkXiONXskE.png" alt="" title="" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 1/1; object-position: center center;" data-corners="default" data-aspect="1:1" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/1bbW8MkQlzGHG6qXTi6vFfW58MP4moRAV6hI1a8K3j6ehZ58HxtVAvAkXiONXskE.png" data-mce-style="aspect-ratio: 1/1; object-position: center center;"></figure>

Who are you without your job title?

aerial view photography of group of people walking on gray and white pedestrian lane

From siestas in Spain to Japan’s karoshi culture, or Sweden’s lagom principle, work cultures across the world reveal how little or how much people work and why they work the way they do.(Siestas - A cultural practice in Spain of taking a midday rest, reflecting respect for natural energy cycles over constant productivity; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;Karoshi - A Japanese term meaning death from overwork, highlighting the extreme cost of chronic workplace burnout. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Lagom - A Swedish philosophy meaning just enough. Which means balance over excess, and sustainability over hustle).While these cultures shape nations, things are shifting in Worklands all across the globe. A big indicator for us is India’s new Labour Codes and the Right to Disconnect Bill, 2025. &nbsp;Countries with hustle-culture struggle with overbearing pressures and on-the-toes expectations; whereas many other work cultures consciously protect personal space and mental wellbeing. What if thriving at work isn’t just an HR metric, but a national advantage? What if thriving workplaces &nbsp;and national happiness are more connected than we think?&nbsp; Here’s a snapshot of results from Gallup's State of the Workplace and the World Happiness Report&nbsp;<figure id="figure-do0yacq3hmlxk2j44" class=""><img id="do0yacq3hmlxk2j44" src="https://cdn.durable.co/blocks/13hog8UEtcUbfiYCoOsi0xidKmIiL3O0OWthTn7548N074CsEgxZ2dTUYVHcQwMV.png" alt="" title="" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/13hog8UEtcUbfiYCoOsi0xidKmIiL3O0OWthTn7548N074CsEgxZ2dTUYVHcQwMV.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>*The World Happiness Report is based on data from more than 140 countries using citizens’ self-assessed Life Evaluations.&nbsp;*% of People thriving at Work is gathered from the survey "State of the Global Workplace Report" &nbsp;which includes positive daily experiences and low negative emotions (stress, worry, sadness, etc.) among employed adults across 160+ countries.&nbsp;The results reveal to us how the Top Happiest countries also lead in the percentage of people Thriving at work. This data hints that work engagement is not isolated from broader societal well-being.Let’s unpack this a little further and understand what influences a country’s happiness index, which is in turn reflected in how these people run their Worklands:As we can see above, Europe dominates the list with 7 out of the top 10 happiest countries. Let’s explore what are the various factors that differentiate Europe, and can India follow the same practices in near future?Europe prioritizes: Balance; Rest; Recharge; Autonomy Asia prioritizes: Growth; Productivity; Competition; Collective progressNeither is inherently right or wrong. They simply reflect the values and socio-economic histories of their regions.We are often attracted by the company cultures of European countries and wish to imbibe the perks like shorter work weeks, shorter working hours, more vacation days, etc. But we need to also understand why they are enjoying these perks. Europe didn’t become “relaxed” by accident. Its work culture is the result of centuries of economic evolution, early industrialisation, strong social systems, and cultural philosophies that shaped its priorities. India, on the other hand, is still in a phase of rapid economic growth, population boom, global competition, and post-colonial rebuilding, which naturally creates a hustle-driven environment.European countries can afford these things because:1. Europe Has Strong Social Welfare SystemsEuropean countries use tax revenue to support:- Universal healthcare - Education - Unemployment benefits - Pensions - Parental leave - Childcare support This creates a social safety net that reduces economic pressure on individuals.&nbsp;(Europe can relax because the state supports people. Asia works harder because the individual supports the family).<span style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal);" data-mce-style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal);">2.&nbsp;Europe Focuses on High-Value, High-Productivity IndustriesEurope’s economy is built on:- Engineering - Luxury goods - Innovation - Pharma/biotech - Aerospace - Automation - Precision manufacturing These industries generate high output without long hours.Asia has a mix of:- Manufacturing - Services - Tech - Agriculture where longer hours sometimes directly increase output.Europe produces more value per hour, Asia produces more hours.<span style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal);" data-mce-style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal);">3. Europe Has Smaller Populations But Higher Per-Capita WealthEurope doesn’t need massive growth to support huge populations.Denmark: ~5.8 million Finland: ~5.5 million Netherlands: ~17 million Switzerland: ~8.7 millionAsia:India: 1.4 billion China: 1.4 billion Indonesia: 275 million Japan &amp; Korea: large urban populationsTo support a large population, economies need faster growth, which makes the work culture more intense.4.&nbsp;Labour Unions in Europe Are Extremely StrongEuropean unions historically fought for:- 35–40 hour workweeks - Strict overtime rules - Paid vacations - Worker rights - Minimum rest periods - Fair wages In Asia, unionization is weaker or more regulated, especially in:- India - China - South Korea - Japan This naturally results in longer hours and higher expectations.5. Work-life-Balance embedded in PoliciesEurope legally enforces relaxation:France: Right to Disconnect Scandinavia: 25-30+ vacation days Germany: No-work-on-Sundays laws Spain: Cultural siestas&nbsp; Netherlands: Normalized part-time work Asia rarely has such laws because the economic need for growth is higher.In short, Europe built wealth first, then built work-life balance.- India’s per-hour productivity is still low - We’re in a growth stage Europe was in decades ago - Reducing hours prematurely will slow national development - Large workforces need upskilling before shorter workweeks are viableBut as burnout rises globally, Asia is slowly borrowing Europe’s balance, while Europe is borrowing Asia’s ambition.Imagine borrowing the best from each country:<table style="border-collapse: collapse; width: 100%;" border="1" data-mce-style="border-collapse: collapse; width: 100%;"><tbody><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Country:</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">What they do best:</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">What you can adopt:</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">France</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Boundaries: With its 35-hour workweek and Right to Disconnect law, employees are not expected to respond to work calls or emails after hours.</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Protected personal time</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Denmark</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Trust &amp; outcomes: People are judged by results, not hours, which means less pressure and more ownership.They work shorter hours, enjoy 5-6 weeks of vacation, and rely on high trust between managers and employees.</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Result-driven evaluation</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Spain</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Siesta:&nbsp;Spain honours the natural mid-day slump with long breaks and slower afternoons.It’s not laziness. &nbsp;It’s energy science. By resting during dip hours, people revive energy for the remainder of the day</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Energy-based work blocks</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Japan</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Discipline: Japan is known for discipline, structure, and Kaizen (continuous improvement).</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Structured execution</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">India</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Ambition: India’s corporate culture has always been fast, ambitious, and growth-driven. And that’s a strength. (But post-pandemic, workplaces are evolving)</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Growth with flexibility</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">South Korea</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Speed &amp; Innovation: South Korea has a reputation for intense work ethic, long hours, and perfectionism</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Innovation + recovery</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Netherlands</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Flexibility: The Netherlands has one of the highest ratios of part-time workers in Europe. People freely choose reduced hours without being judged for lack of ambition. - The focus is on living a full life - not filling every hour with work.</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Hybrid, part-time, staggered hours </td></tr></tbody></table>The Shift:Indian companies are moving beyond attendance-driven cultures, with examples like hybrid work becoming default, performance reviews focusing on deliverables over hours logged, and formal policies around mental health, parental support, and flexibility coming up. The new Indian labour codes defy decades of practices that were unfavourable for employees. From legacy conglomerates introducing trust-based work models to start-ups normalising asynchronous work and no-meeting hours, the shift toward modern, sustainable workplaces is already visible.A Little More… to Think About:Maybe the goal isn’t to become Finland. Maybe the goal is to build workplaces where people don’t need to recover from work to live their lives.<blockquote>India and Asia will achieve European-style balance - but through a different route, at a different pace, and with their own version of what “less work, more life” looks like.</blockquote> Links:<a data-mce-href="https://www.cnbc.com/2024/06/12/top-countries-including-finland-denmark-where-workers-thrive-most-gallup.html" href="https://www.cnbc.com/2024/06/12/top-countries-including-finland-denmark-where-workers-thrive-most-gallup.html" target="_blank" rel="noopener">Gallup’s State of the Global Workplace Report</a><a data-mce-href="https://data.worldhappiness.report/table" href="https://data.worldhappiness.report/table" data-mce-selected="inline-boundary" target="_blank" rel="noopener">World Happiness Report﻿</a>

Little More..to Workland

Recent blog posts

The Office Invite That Never Came

Who are you without your job title?

The tale of Two Worlds: “Live to Work” & “Work to Live”