🧐 Why Employees Are Rejecting 360° Reviews

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Happy Sunday!

Today, we’re looking at some major shifts in how companies manage, retain, and even rehire employees—and not all of it is sitting well with the workforce. Employees are rejecting 360-degree feedback, while Meta’s internal ‘block’ lists are raising concerns about fairness in rehiring practices.

With employees questioning and challenging these policies, how will companies adapt?

Upcoming in this issue 📰

• 🧠 Are Your Mental Health Benefits Actually Working?

• 🧑‍💼 Gen Z’s ‘Micro-Retirement’ Trend: A Workplace Revolution or Risk?

• 🚫 Meta’s Secret ‘Block’ Lists: Smart Risk Strategy or HR Overreach?

• 🧐 Why Employees Are Rejecting 360-Degree Feedback

🧠 Are Your Mental Health Benefits Actually Working?

Read the full 1,000-word article here

I’ve always believed mental health benefits are essential, but after reading this, I realized most companies may not be using them effectively. According to a study by Lyra, 90% of employees faced mental health challenges last year, yet many employer-sponsored programs—like traditional EAPs—are underutilized.

Burnout is on the rise again, and it’s not just hurting employees—it’s costing businesses in turnover, disability claims, and lost productivity. So, how can companies make real changes?

Key Takeaways from Experts:

• 📊 Measure mental health ROI – Employers should track how many employees engage with care and whether treatment leads to meaningful improvements.

• 🏢 Fix workplace stressors first – Overwork, lack of recognition, and unclear job roles are major burnout drivers that benefits alone can’t solve.

• 🔍 Choose vendors wisely – Effective mental health providers use data-driven, evidence-based care—not just a check-the-box EAP approach.

• 🎯 Managers matter most – Leadership should invest in healthy management practices to reduce uncertainty and excess stress for employees.

🧑‍💼 Gen Z’s ‘Micro-Retirement’ Trend: A Workplace Revolution or Risk?

Read the full 1,000-word article here

I’ve always thought of retirement as something you work decades to reach—but for Gen Z, retirement is happening in small doses throughout their careers. Dubbed ‘micro-retirement,’ this trend sees young professionals taking extended breaks for personal growth, mental health, and flexibility.

Traditional career ladders? They’re opting out. Instead of climbing nonstop, they’re pressing pause—and employers are trying to keep up.

Quick Summary:

• 🚀 Gen Z is rejecting burnout culture – After watching older generations sacrifice work-life balance, they’re prioritizing mental health, fulfillment, and flexibility.

• ⏳ Employers are feeling the shift – Frequent career breaks raise concerns about workforce continuity and financial stability for young professionals.

• 🔄 Businesses must adapt – Companies that embrace sabbaticals, project-based contracts, and flexible policies may gain a competitive edge in hiring and retention.

• 🎓 The ‘learning sabbatical’ solution – Experts suggest reframing time off as an intentional career strategy to develop new skills and prevent turnover.

🚫 Meta’s Secret ‘Block’ Lists: Smart Risk Strategy or HR Overreach?

Read the full 800-word article here

I’ve heard of companies blacklisting employees before, but Meta’s large-scale ‘block’ lists? Unheard of!

According to a Business Insider report, Meta maintains internal systems that prevent some former employees—including high performers—from being rehired. While not illegal, the practice shocked industry leaders like former Google HR chief Laszlo Bock, who said he’d "never seen a systematic approach like this." 

An Overview:

• 🚫 Meta tracks ‘block’ lists internally – Some laid-off employees, even those with strong records, are permanently ineligible for rehire without explanation.

• 🛡️ Risk vs. retaliation? – HR and legal experts say the lists can protect against corporate espionage, but they also raise fairness and transparency concerns.

• 🔍 Expiration dates suggested – Experts argue that reassessment policies could prevent unjust, career-limiting decisions and allow for growth.

• ⚠️ Common but flawed – Many companies use "do not rehire" flags in HR systems, but they can be misused if not applied with clear policies.

🧐 Why Employees Are Rejecting 360-Degree Feedback

Read the full 1,000-word article here

360-degree feedback is not easy to get right., and now employees say they want out.

A new survey found that 79% of employees would opt out of 360-degree feedback reviews, fearing they are being misused for office politics and personal grudges. While the system is meant to offer balanced insights, it seems to be creating stress, workplace drama, and even decreased productivity.

Key Insights:

• 📉 360-degree feedback is widely used but unpopular – 71% of organizations use it, yet more than 3 in 4 employees want to opt out due to misuse concerns.

• 🎭 Office politics and bias are major issues – 48% believe the process amplifies office politics, and nearly 80% suspect feedback is sometimes used for personal revenge.

• 💬 Anonymity isn’t always helpful – While intended to foster honesty, 28% say anonymous feedback leads to vague, unhelpful, or even passive-aggressive comments.

• 🔧 How to fix it – Experts suggest carefully selecting raters, ensuring transparency, and providing follow-ups to make feedback more meaningful and less toxic.