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Let’s be honest: Your phone is a jerk. A loud, demanding, little pocket-size jerk that never stops buzzing, dinging, and begging for your attention. It’s the first thing you see in the morning and the last thing you see at night. Enough! Now, Im not talking about tossing your phone into a volcano. Im talking about swapping it out for something simpler. And you don’t have to go full Luddite. Here are some unique options that scratch the itch of modern connectivity without all the noise. Light Phone III [Photo: the Light Phone] The Light Phone is a name that’s become a philosophical statement, and the Light Phone III is the next evolution in simplicity. Make calls, set alarms, get directions, use the calendar, take notes, and . . . well, thats about it. The E Ink screen from previous Light Phones is gone, replaced with a matte AMOLED (active-matrix organic light-emitting diode) display. It’s still black and white and utterly boring, but its more responsive. And its got a stripped-down, point-and-shoot camera along with other modern comforts like 5G connectivity, USB-C charging, NFC (near-field communication), and a fingerprint sensor. The phone is available to preorder for $699 and is scheduled to ship in September. If you cant wait that long, check out its $299 predecessor or the similar Mudita Kompakt. Unihertz Jelly Max [Photo: Unihertz] The Unihertz Jelly Max unapologetically answers a question no one asked: What if a phone had a 5-inch screen and were crammed into a rugged, chunky, see-through body? This $340 phone runs a modern-ish version of Android, which means you can download all the apps you want. But the screen is a little too small for comfortable browsing. The phone itself is a brick. The form factor discourages a lot of casual, mindless use. Its great for someone who needs the power of Android but wants to be reminded with every physical interaction that a phone is a tool, not a lifestyle. The Minimal Phone [Photo: the Minimal Co.] The Minimal Phone knows you love typing, but it also understands that your iPhone is an endless black hole of distraction. The solution? A full QWERTY keyboard and a proper E Ink screen, just like a Kindle. Available for preorder, this $400 to $500 phone isn’t for scrolling through Instagram stories or cruising TikTok all day. It runs a custom version of Android that has an app store with only the essentials. The physical keyboard and the black-and-white screen are brilliant psychological deterrents. The only thing you’ll be tempted to do is write an email or a very long text message. It’s a phone designed for anything but mindless consumption. Wisephone II [Photo: Wisephone] Now for a twist. The $400 Wisephone II looks like a smartphone with a big, bright screen and a familiar rectangular shape. Oh, and its got a Samsung logo on the back, just like . . . wait a minute: This is a Samsung phone. Its actually more than that. It runs on a deeply modified version of Android: no social media, no explicit content, and no web browser. Its purpose is to handle calls, texts, photos, and apps that arent built to monetize your attention. Basically, a modern device without the digital baggage that comes with it. Aside from the $400 price tag for the phone, youll need a Wisephone service plan (from $25 to $70 per month), or you can use your own plan and pay just $15 per month for the customized operating system, a curated list of apps, and software support.
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E-Commerce
For centuries, work has been more than a paycheckit’s been a space where people collaborate, forge meaningful bonds, and find belonging. Yet, in recent years, a major shift has left many feeling isolated despite being surrounded by colleagues, as the deep camaraderie once common in workplaces is fading. Gallups research underscores this concerning trend: today, only 20% of U.S. employees report having a best friend at work. More troubling, just one in five actively nurtures these relationships, despite clear evidence that workplace friendships elevate commitment, performance, and personal well-being. This erosion of connection is not merely a social lossits a business challenge. Employees without strong friendships often feel less fulfilled, collaborate less effectively, and are far more likely to leave. The impact of lost workplace friendships is often underestimatedespecially in discussions about employee turnover. While its commonly believed that people mostly quit jobs in response to poor managers, Oxford professor Jan-Emmanuel De Neve has found that workers quit not because of leadership alone, but because they lack a sense of belonging with their teams. This reframes the issue: workplace friendships arent just about socializingtheyre critical for retention and sustainable business success. The Great Resignation, where millions quit their jobs, directly highlights the impact of weakened workplace ties. Physical separation during the COVID-19 pandemic left employees feeling detached from their teammates, eroding the sense of community that once grounded them. While not the sole driver, the decline in deep workplace friendships significantly contributed to employees’ decisions to leave, underscoring friendship’s role in fostering loyalty, job satisfaction, and team stability. Why Workplace Friendships Are Waning Friendships dont just happenthey develop through shared experiences, casual conversations, and repeated interactions over time. But todays workplace dynamics make forming these bonds increasingly difficult. The technology we rely upon to make communication speedier and efficient carries the downside of making interactions more transactional. Instead of stopping by a coworkers desk for a meaningful chat, we send impersonal texts, emails and Slack messages. Remote and hybrid work schedules compound the problem by removing everyday experiences that once sparked relationships: coffee breaks, lunches, and catching up with people before and after important meetings. We’re so accustomed to working independently, we even take Zoom meetings alone in our officesfully aware the people were meeting with sit right outside our door. Beyond technology, workplaces increasingly emphasize individual performance over team achievementanother disincentive for employees to cultivate meaningful relationships. Its no wonder many of us feel less concerned about having superficial connection with the people we work with. Profound Consequences Gallups research consistently highlights the importance of friendship in the workplace, showing that employees with close bonds are 43% more committed and 27% more satisfied with their jobs. Work friendships also provide an essential support systemsomeone to celebrate wins with, joke with, vent to after tough experiences, and collaborate with in a way that makes work more enjoyable. Without these relationships, workplaces risk becoming isolating, uninspiring, and even less innovative. Having true friendships at work not only improves mental health, it also enhances well-beinga critical driver of employee performance. Psychiatrist Robert Waldinger, who oversees the Harvard Study of Adult Development, the longest-running well-being study in American history, states, The clearest message we get from this 75-year study is this: good relationships keep us happier and healthier. Period. Additionally, University of California, Riverside positive psychology researcher, Sonja Lyubomirsky, has found that even small points of connection throughout the day can increase happiness more than people realize. Having conversations with people makes us happy, Lyubomirsky says, reinforcing how simple social interactions with colleagues can improve mood, commitment, and overall workplace satisfaction. Further backing this idea, renowned psychologist, Ed Dieners research on happiness discovered that the most fulfilled individuals arent just successful in their careersthey are deeply social. One more critical piece of confirmation, Deloittes 2020 research, shows a sense of belongingfeeling valued and included by ones boss and colleaguesis the top driver of employee well-being. Its because belonging fosters psychological safety, resilience and self-esteem, each of which are anchors to human flourishing. How Leaders Can Rebuild Workplace Connection To reverse this decline, leaders must recognize that workplace friendships are not inevitablethey require active nurturing. Creating a more connected workplace surely demands intentional efforts, but the benefits of building a truly cohesive team far outweigh the time and energy investment. Leaders should prioritize building social spaces within work environments, whether thats through dedicated team-building activities or informal check-ins that encourage employees to engage with each other beyond their day-to-day tasks. For remote and hybrid teams, fostering connection means going beyond creating opportunities for virtual coffee chats, and adding team Slack channels centered around interests. Bringing people together for regularly scheduled in-person connection days remains essential. Encouraging collaborative projects can also unite employees in a way that feels natural rather than forced. When colleagues work toward a shared goal, friendships develop organically. Rotating people into different collaborative teams will also ensure closer relationships are built more widely. Finally, leaders must acknowledge that workplace friendships arent distractions or nice-to-havestheyre assets. Creating a culture where connection is valued doesnt just improve employee moraleit strengthens retention, creativity, and performance. By fostering friendships, leaders dont just build better teams; they create desirable workplaces. The lifeblood of thriving teams Workplace friendships that weave resilience and joy into the fabric of our daily work are the lifeblood of thriving teams and organizations. Leaders who champion these bonds will naturally create environments where well-being flourishes, and their teams full potential can be unlocked. Perhaps, fostering stronger relationships at work might also produce a ripple effect that extends empathy and unity ino society overall. As Nelson Mandela envisioned, A fundamental concern for others in our individual and community lives would go a long way in making the world the better place we so passionately dreamt of.
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E-Commerce
Inc.com columnist Alison Green answers questions about workplace and management issueseverything from how to deal with a micromanaging boss to how to talk to someone on your team about body odor. A reader asks: I recently hired a new administrative employee. His job is to answer phones, greet guests, and complete various tasks I assign to him. His customer service skills are strong, but his attention to detail is very weak. I have given him a lot of feedback and training, but he continues to make basic mistakes and misses almost every deadline I give him. But he is constantly telling me how great a job he’s doing. He routinely tells me things like, “You are going to be so happy when I show you what I’ve done for you!” or “You are going to love meI am making your life so much easier!” and then hands me a report that I have to spend a half-hour correcting. Yesterday, I told him to follow up with me when he completes tasks because I would rather he proactively inform me than wait for me to ask. His response: “As you know, I always complete tasks immediately [this is untrue] but I didn’t know you needed me to remind you of that. No problem at all!” This behavior is really grating on me. His work product hasn’t improved and I’m starting to feel like he’s trying to manipulate me into not giving him corrections. I’m starting to struggle giving him feedback because I feel like he ignores me and I’m letting that affect my interactions with him. Have I already arrived at the “this needs to improve or else” conversation? He started just two months ago. I want to give him time to learn and grow, but my patience is zapped. Green responds: Im sorry, I laughed out loud at “As you know, I always complete tasks immediately [this is untrue]. You do need to have the “this needs to improve or else conversation. Youve given him very basic feedback over and over, hes not improving, and he misses almost every deadline you give him. His overhyping of his own work makes this more concerning. If you could see that he was taking your feedback seriously, he understood that his work isn’t where it needs to be, and he was working hard to incorporate your feedback, Id say sure, give him some time to work on mastering the job. But when hes ignoring your feedback and telling you his work is superb when youve clearly told him its not, thats a serious problem, and not the sort that time usually helps with. However! Theres potentially some room for hope if you havent been completely clear with him. When youve given him feedback and talked about mistakes, have you been clear that the work isnt at the level you need and that the pattern of mistakes is serious? And when he misses deadlines, have you told him clearly that it cant keep happening? (For example: This was due yesterdaywhat happened? Followed by, Its really important that you turn in work by the agreed-upon deadline or tell me ahead of time if youre worried about your ability to do that.) If you havent done those things, its possible that this could turn this around. A lot of managers in your situation think, But I shouldnt need to do that! He should know that missing a deadline is a big deal, and that he needs to take feedback seriously. And indeed, he should. But many employees miss the cues that managers think are obviousand when youre frustrated with someone, the first step is to make sure that youve been really clear about the expectations you need them to meet. (In fact, whenever you’re feeling frustrated with an employee, that’s a flag to check how clear you’ve been.) If youve done those things and this is still happening, then yes, its time for a serious conversation where you explain you cant keep him in the job if you dont see significant improvement on these fronts quickly. Interestingly, I think you can do all of this without directly addressing the Im amazing comments. By addressing the crux of the problemhis work is not what you need it to behell probably get the message that his self-hype isnt in line with the reality. If he doesnt, that’s not a great sign about how well he’s processing your message. That said, if you want to address it, you can! You could say, I was surprised to hear you say you always complete tasks immediately when Ive shared my concern about a number of missed deadlines recently. Or you can take the hype as statements of his intentions rather than what hes actually done. For example, with his “I am making your life so much easier! comment, you could refer back to that later with something like, I know you want to make my life easier and I appreciate thatthats what I want from your role as well. When you give me a report with errors that I have to spend half an hour correcting, thats not happening. I need you to double-check your work before it comes to me so that youre spotting and correcting your own errors and I dont need to fix anything when it comes my way. But I think if you keep the focus on the gap between the work hes producing and the work you needand just consider the self-hype a strange and even amusing eccentricityyoull figure out pretty quickly if he can succeed in the job or not, and thats what really matters. Want to submit a question of your own? Send it to alison@askamanager.org. By Alison Green This article originally appeared on Fast Companys sister site, Inc. Inc. is the voice of the American entrepreneur. We inspire, inform, and document the most fascinating people in business: the risk-takers, the innovators, and the ultra-driven go-getters that represent the most dynamic force in the American economy.
Category:
E-Commerce
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