Bits and Pieces of Everyday Life: Thoughts, Experiences, and Observations

“Give 110 percent.” It is one of the most overused phrases in modern workplace language. You hear it in meetings, job interviews, performance reviews, and team briefings. It sounds motivational, but does anyone actually know what it means? Let us consider the math. One hundred percent is the full amount. It represents everything a person has to give. So how can anyone give more than that? What is 110 percent supposed to look like in practical terms? Are employees expected to work longer hours, skip lunch breaks, respond to emails after hours, or take on the work of two people? When managers use this kind of language, it rarely comes with clear instructions. Instead of stating specific goals or expectations, they rely on exaggerated slogans that leave employees guessing. What exactly are you asking for? Do you want higher output? More attention to detail? Faster delivery times? If so, just say so. A few years ago, I came across a statement that still resonates with me: being clear is ki...

Is office air conditioning ever set at a temperature that actually feels comfortable for human beings? It seems to be one of the longest-running workplace mysteries. In summer, the air conditioner often blows warm air. In winter, it somehow manages to feel even colder. When you want it to work, it does nothing. When you wish it would stop, it blasts cold air with full force — as if punishing everyone for coming to work. Then come the colleagues. You are sweating through your clothes while someone nearby is wrapped in scarves and cardigans. Or you are freezing and trying not to shiver, while someone else insists the temperature is perfect. Eventually, someone asks the dreaded question: “Would you mind if I increase the temperature?” or “Do you mind if I turn it down a little?” No matter how politely it is asked, the answer is almost guaranteed to upset someone else in the room. The real problem is that office air conditioning is rarely about actual comfort. It is about compromise — or m...

If you have ever worked in a structured workplace, chances are you have experienced at least one annual performance review. Some employees have been through many. But the real question is this — do annual reviews actually improve anything, or are they just formalities to satisfy human resources policies? Most reviews follow the same formula. You are asked to rate yourself across a list of broad categories — communication, productivity, teamwork, leadership, customer service, and the ever-present “exceeding expectations.” These terms may sound impressive, but what do they actually mean? Take “exceeding expectations,” for example. If you are a delivery driver, does exceeding expectations mean delivering packages in half the time — even if it means speeding or ignoring safety protocols? If you are a nurse or doctor, does it mean doubling patient loads or rushing through procedures? Without context, these phrases are vague and potentially meaningless. Self-assessments often feel like a gue...

There was a time when job descriptions were simple and clear. They outlined the duties of the role, listed the skills and qualifications required, and gave candidates a fair idea of whether they should apply. You could glance through the criteria and know where you stood. Does that still happen today? In many modern job ads, clarity has been replaced by vague language and aspirational buzzwords. Instead of focusing on core skills and specific qualifications, job descriptions now often feature phrases like “cultural awareness,” “emotional intelligence,” “inclusivity,” “lived experience,” and “team player.” These terms may sound thoughtful, but they often raise more questions than they answer. Of course, diversity, fairness, and emotional intelligence are important in every workplace. That is not in dispute. But when job descriptions begin to resemble legal disclaimers or corporate mission statements, the actual purpose of the ad becomes unclear. Are companies hiring someone to do a job,...

Have you ever had a colleague who constantly shares baby photos at work — whether you ask for them or not? You might be focused on a task or trying to get through a busy day when, without warning, your screen or desk is taken over by a photo of someone’s baby or grandchild. What follows is usually the same predictable routine. Everyone is expected to respond with over-the-top compliments like “She is absolutely beautiful” or “That is the most gorgeous baby ever.” And let us be honest — no one ever says anything else. In today’s workplace, failing to gush with enthusiasm over a baby photo feels like a social offense. There is absolutely nothing wrong with being proud of your children or grandchildren. It is heartwarming to see people light up when they talk about family. Sharing a photo once in a while is natural and appreciated. But when it becomes a daily habit or a major part of every casual conversation, it starts to feel less like sharing and more like oversharing. Most coworkers a...

The Australian Government has announced plans to apply an extra tax on individuals with superannuation balances above three million dollars. On the surface, it sounds simple — tax the rich. The headlines make it sound popular. Many people cheer, thinking it only affects the elite few. But is it really that simple? Superannuation was created to help Australians build long-term financial security through forced retirement savings. It was never meant to be a punishment. Most Australians, including myself, do not have anything close to three million in super. In fact, I will not even reach one million by retirement. But I am still glad that others have managed to build up a strong super balance by following the rules. These individuals did not steal or cheat the system. They contributed legally, made smart choices, and planned for their future. Why should they now be penalized for doing the right thing? Even more concerning is the proposal to tax unrealized gains — money that has not actua...

Have you ever asked a colleague or manager for a quick chat, only to hear, “How about lunch time?” It sounds simple enough, but what does “lunch time” even mean in today’s workplace? The phrase gets thrown around so often, but it rarely comes with an actual time or clear plan. I often feel like snapping back, “Whose lunch time? Mine or yours?” Of course, saying that does not always go over well. The truth is, there is no universal lunch time at work. Some people head out at 11:30 am, others take a break at 1:00 pm, and some skip lunch altogether. Yet somehow, “lunch time” gets used like it is a fixed appointment. If someone genuinely wants to meet, why not just suggest a clear time? Saying “Let us meet at 12:15” or “How about after 1?” saves everyone the confusion. When people throw out “lunch time” without a real plan, it often feels less like an invitation and more like a polite way of saying, “I am not really interested.” What makes it worse is when the meeting actually happens — an...

“How was your weekend?” — it is probably the most common Monday morning question in any workplace. But have you ever wondered if people really want to know, or if it is just another piece of office small talk? The routine often starts on Friday with, “Got any plans for the weekend?” If you say, “Not really,” you can almost feel the awkward silence or see the puzzled look. It seems like if you are not hiking, brunching, taking a weekend getaway, or trying something adventurous, you must be missing out. Then comes Monday. The usual: “Did you have a nice weekend?” or “How was your weekend?” The expectation is always the same — that you did something exciting or out of the ordinary. But for many people, weekends are simply about catching up on laundry, groceries, errands, and housework. If you have a family, weekends can feel even busier and more tiring than workdays. Of course, some colleagues genuinely care and ask because they want to connect. But often, it feels like part of an unspoke...

What does it really mean when people say you should be a “team player” at work? Is it about helping others, going the extra mile, or just doing extra work without any credit? The phrase “team player” seems to be everywhere — in job ads, interviews, performance reviews, and even casual emails. But if you have ever wondered what a team player really means, you are not alone. The simple meaning of a team player is someone who works well with others and supports the team’s goals. But does that always happen in real life? Many times, it feels like “team player” is just a nice way of saying, “Do more work, cover for others, and do not complain.” Think about it. In any workplace, every person is hired to do a specific job. You are supposed to have the right skills, work hard, and finish your tasks. Of course, teamwork means helping out when someone is stuck or when there is a genuine need. But does that mean you should forget your own work and always pick up the slack? What often happens is t...

“We are all in this together.” It sounds comforting — like a reminder that no one is alone and everyone is working as one team. But when you hear it in a workplace setting, especially from someone in a position of power, you might start to wonder what it really means. This phrase is often used as a morale booster, a way to create a sense of unity. A quick online search even links it to a cheerful song from High School Musical — catchy and upbeat, but hardly connected to real-world workplace challenges. In practice, the people who use this phrase the most are often the ones who share the burden the least. Think about where you hear it. It is usually said by someone leading the meeting — a senior manager, a team leader, or someone several steps removed from the actual problem. Meanwhile, the people doing the real work, putting in the hours, and dealing with pressure are left wondering how exactly “we” are all in this together. In many cases, it comes off as a polite form of deflection. I...

“Where do you see yourself in five years?” It is one of the most overused and outdated job interview questions, and yet it continues to show up as if it has deep meaning. But in reality, this question often misses the point entirely. Let us start with the obvious. I am applying for the position that is available now. I am here to talk about the current role, my qualifications, and how I can contribute to your team today. Asking about a five-year life plan during a first meeting — with no job offer on the table — feels misplaced. We are strangers. If I do not get the job, we will never speak again. So why speculate about long-term goals? Even if the intention is to ask, “Where do you see yourself in this company in five years?” — the honest answer still depends on whether the company can offer a healthy work environment, career growth, and fair treatment. If I must answer the question, here it is: I would like to work in a place where promotions are based on ability, not politics. Where...

“Tell me about yourself.” If you have ever sat in a job interview, you have almost certainly heard this question. It is often the first thing an interviewer says, delivered as if it holds deep meaning or purpose. But what does it actually achieve? If you have my résumé in front of you, then you already know the basics — my education, work experience, skills, and relevant background. That is the whole point of a CV. So why ask me to repeat what is already on paper? If you had read it, you would not need me to summarize it again. This question is vague and open-ended. It does not ask anything specific. In one interview, I asked the interviewer directly, “Have you read my CV?” I explained that I was happy to discuss anything relevant but needed a clearer question. As expected, that answer did not go down well. But I still believe it was a fair response. If you are being interviewed by someone who did not take even a few minutes to review your background, is that really a serious interview...

“What are your weaknesses?” If you have ever been through a job interview, you have probably heard this question. It continues to show up, even though everyone involved knows it is a pointless exercise. Still, it remains a standard part of the interview process — but why? This question seems designed to trip candidates up or test their self-awareness. But does anyone truly believe the person being interviewed is going to reveal a genuine weakness? The obvious answer is no. And yet, the question continues to be asked, as if it will uncover some deep truth about the applicant. I once responded in an interview by asking, “Do you expect me to actually tell you my weaknesses?” Unsurprisingly, that interview did not go well. But I still stand by that answer. It is not that I do not have weaknesses — everyone does. But asking someone to expose them during a job interview, where they are trying to present their best self, makes very little sense. There is an entire industry around crafting the...

Have you ever been asked a question, answered it with honesty and clarity, and then watched your response get completely ignored? It is frustrating. You are not expecting applause or even agreement. You are simply expecting to be heard. But what happens instead? Someone else, often more favored or confident, gives a vague or inaccurate answer — and that becomes the accepted truth. This experience is more common than most people realize. It happens in offices, families, meetings, and everyday conversations. Someone asks for input, you give your best response, and then it gets dismissed or overlooked. Moments later, someone from the “inner circle” repeats something unrelated, and everyone nods in agreement. It is disheartening. The truth is, some people do not actually want a real answer. What they want is confirmation of what they already believe — or validation from someone they already like. It is not about facts. It is not about the quality of the answer. It is about who is speaking....

Have you ever been in a meeting or even a family gathering where someone asked for your opinion — and then became upset the moment you gave it? You are not alone. This happens more often than most people admit. I have a habit of calling things as I see them. Apparently, in today’s world, that kind of honesty is considered offensive. Most of the time, I try to remain silent in group conversations. I listen, nod politely, and let others speak. But then someone turns to me and says, “What do you think?” Out of respect, I give an honest response. I do not sugarcoat or twist my words to please anyone. I simply say what I believe to be true. And just like that, the mood in the room shifts. The person who asked for my opinion now looks shocked or even hurt. They forget that I did not offer my view on my own — I was asked. Instead of having a healthy discussion or simply disagreeing, some people take it personally. It becomes less about the topic and more about their pride or authority feeling...

If you work in an office, you have probably experienced meetings that seem to go nowhere. In some workplaces, meetings are held just to decide when to have the next meeting. It sounds like a joke, but unfortunately, it is not. These are meetings about meetings — a true modern workplace comedy. Many of these sessions stretch on for far too long, filled with corporate jargon and buzzwords like “action items,” “alignment,” and “circling back.” While there is usually an agenda, it often gets ignored. The person leading the meeting may try hard to sound important or strategic, but in the end, very little actually gets done. People walk out wondering what the point was. Then comes the unofficial “meeting after the meeting.” You know the one. People gather just outside the room, blocking the hallway, talking about the same things that were already discussed. Sometimes they complain. Sometimes they act like something groundbreaking just happened. Occasionally, someone even expresses excitement...