Activist company

The right to disconnect, why your company needs a workplace dating policy, and more.

Welcome to this week’s edition of the CxO newsletter, bringing executives the news, analysis and advice they need to navigate the ever-changing world of business every Tuesday. Click here to subscribe to the newsletter readt.

HHello, and welcome to another edition of the CxO newsletter.

How many after-hours emails have you sent since closing yesterday? If you’re outnumbered, you’re far from alone: ​​Nearly 60% of Americans say they send or receive work email outside of normal working hours, according to an article published by the National Bureau of Economic Research, in 8.3% increase since the start of the pandemic. .

I have to admit, I’ve sent my fair share of evening emails (and don’t get me started on after-hours Slack messages), certainly enough to call for a page to be removed from Belgium’s book. Just last week, the European nation joined the growing group of countries granting workers “the right to disconnect”, announcing that its 65,000 federal public servants can no longer be contacted outside working hours. Like Forbes Lead contributor Jack Kelly reports that the rule is a response to increasing work-related stress and burnout, or as Petra De Sutter, Belgian Minister for Public Administration calls it, the “real disease of ‘today”. And by clarifying the ever-blurring lines between work and personal life, it also helps ensure that employees aren’t penalized or otherwise disadvantaged for not responding to work emails after they’re done for the day.

Pulling a few evening emails might seem harmless, even reasonable. But Laura M. Giurge, a research associate in organizational behavior at the London Business School, points out that it’s not unusual for those who receive (read: your employees) to overestimate how quickly the sender (in this case you) is waiting for a response, so even the most innocuous note can create an unnecessary sense of urgency, which fuels stress and, over time, burnout. So if like me you don’t live in Belgium or France, Italy, Ireland, Portugal, Spain or any other country where workers have the right to disconnect, join me in following his advice to establish healthier email habits today. Trust me: your team will thank you.

And after

Peloton co-founder and CEO John Foley is leaving his corner office, stepping down and assuming the role of executive chairman while Barry McCarthy, the former chief financial officer of Spotify and Netflix, takes over. The announcement – which also includes changes to the home fitness company’s board and workforce – comes just a day after its share price jumped 20% amid reports indicating a potential sale, the one that the the wall street journal, who first broke the news, says it’s now unlikely in light of the management reshuffle. Peloton has struggled: As demand for its bikes and treadmills plummeted, the pandemic darling’s market capitalization fell from a high of $50 billion to just under $10 million, and the month last, activist investor Blackwells Capital reportedly called on the company to consider a sale and oust Foley. Passing the reins is never easy and as a result founders often overstay their welcome. In this piece, Forbes Contributor Derek Lidow strives to answer the seemingly impossible question: when should a founder step down?

CNN’s Jeff Zucker stunned all media outlets last week when the television titan resigned as president of the cable news network, a post he has held since 2013. In a statement to employees, he said admitted to failing to disclose a consensual relationship with a colleague (later revealed to be CNN’s chief communications and marketing officer, Allison Gollust) despite being required to do so. Zucker and Gollust aren’t the only ones keeping their professional relationships a secret. As Kim Elsesser, a main contributor to Forbes, points out, statistics suggest that most office romances go undisclosed. But labor lawyers say Forbes‘ Careers Editor, Jena McGregor, that this story serves to remind us all of the importance of workplace romance policies, especially after two years of working remotely. Here’s why and what you need to know.

Days after former Dolphins coach Brian Flores sued the NFL for alleged racism in its hiring practices, Miami-area rep Debbie Wasserman Schultz (D-Fla.) called for an investigation of Congress on the “gross lack of representation and opportunity”. for black NFL leaders. His call for an investigation came a day after Rep. Bobby L. Rush (D-Ill.) called for a House subcommittee on consumer protections to “expeditiously hold a hearing on the issue of systemic racism.” in the NFL”. Although the league denied Flores’ claims, saying “diversity is at the heart of everything we do, and there are few issues that our clubs and our internal management team spend more time on”, such as Forbes Lead contributor Dana Brownlee writes that many companies are committed to creating racially inclusive cultures. The problem is that most don’t know how to perform. She suggests that leaders start by soliciting anonymous feedback before taking these steps.

In numbers


The number of new jobs added to the US economy in January, according to the Bureau of Labor Statistics. Although the report topped expert estimates — and the 199,000 jobs added in December — the unemployment rate fell from 3.9% to 4% at the end of 2021, the lowest in a year.

The CxO profile

Anand Mahindra on climate, India and doing business in Biden’s America

Anand Mahindra, outspoken chairman and third-generation scion of the Mumbai-based Mahindra Group, has long embraced the public side of his job, representing both his company and his country on the world stage. In recent years, he has used that influence to spur action on climate change, and in an interview with Diane Brady, deputy editor of Forbeshe talks about the startling changes he has seen and what still needs to be done.