Burnout In The Workplace Is A Leadership Warning with Priya Rathod

About This Episode 

Is burnout a personal failure — or a sign that the system is broken? In this powerful episode, Priya Rathod, Co-Chair of Indeed’s Parents & Caregivers Inclusion Resource Group, unpacks the truth behind today’s workplace stress epidemic. Drawing from her experience in product strategy, UX, and inclusive leadership, Priya explains why burnout, job insecurity, and rigid policies are pushing people — especially working parents and caregivers — to their limits.  

This conversation goes beyond wellness perks to spotlight what truly matters: flexible systems, belonging, trust, and real psychological safety. If you’re navigating career uncertainty, managing caregiving responsibilities, or leading a team through change, this episode will leave you rethinking how we define success and build supportive work cultures in a constantly evolving world. 

About Priya Rathod 

Priya Rathod is the Co-Chair of Indeed’s Parents & Caregivers Inclusion Resource Group, where she champions workplace equity and support for caregivers. Previously, she served as a Senior Segment/Product Manager. In this role, she led a cross-functional team focused on optimizing user experiences and driving growth across key industry segments.  

Her work spans engineering, UX design, research, and marketing, all aimed at improving hiring outcomes and platform engagement. Her career spans over two decades in media, tech, and talent solutions, including roles at CareerBuilder, Comcast, and MTV Networks. She holds a BS in Management Information Systems and Marketing from the Binghamton University School of Management. Based in Dallas, Texas, Priya brings a unique blend of product strategy, client advocacy, and inclusive leadership to every conversation about the future of work. 

What You’ll Learn 

• Why burnout is not a personal failure but a systemic issue. 
• What companies get wrong about workplace well-being and how to fix it. 
• The 3 key drivers of work well-being (and how leaders can embed them). 
• How working parents and caregivers are reshaping workplace policy. 
• Practical ways job seekers can stay marketable in an AI-driven world. 
• Why flexibility and micro-shifting matter more than ever. 
• How to evaluate a company’s culture before accepting a job offer. 
• Strategies for managing stress, setting boundaries, and protecting your energy. 
• The role of soft skills, EQ, and AI literacy in future-proofing your career. 
• How to build community and network with intention in a changing world.

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Transcript

Priya Rathod

[ 00:00:00 ]So I think what employers are getting wrong right now is that it’s not just nice perks at work. It’s about how you feel day to day in the role you’re at, the people you work with and for, and the way the company conducts itself. Just because you give me a gym membership doesn’t mean I’m all of a sudden happy at work.

Daniel Lamadrid

[ 00:00:19 ] Priya, thank you so much for being on the Future of Work podcast. How are you doing today?

Priya Rathod

[ 00:00:22 ] I’m good. I’m good. Thank you for having me. I mean, it’s a crazy time of the year. So we’re having a very important conversation today.

Daniel Lamadrid

[ 00:00:32 ] Yes. Yes. And I’m excited about that.

Daniel Lamadrid

[ 00:00:36 ] You are currently the co-chair of the Parents and Caregivers Inclusion Resource Group at Indeed. That’s a big title. That’s a big title.

Daniel Lamadrid

[ 00:00:45 ] And today we’re going to be talking about, and we want you to share your expertise and insights with our audience.

Daniel Lamadrid

[ 00:00:52 ] How burnout, job insecurity, and what we consider today’s values are sort of redefining the experience at large, from the top down, from the bottom up, right? Specifically for working parents and first-time job seekers.

Daniel Lamadrid

[ 00:01:09 ] Today’s workforce wants more than perks. They’re over the nine-to-five. I truly believe that we are going through a workplace revolution, if you will. People want purpose. They want protection. They want psychological safety.

Daniel Lamadrid

[ 00:01:26 ] And you’ve said that burnout is not a personal failing.

Daniel Lamadrid

[ 00:01:32 ] And there’s stats all over the place that say that four out of 10 people have burnout. Some say eight out of 10. There’s a lot of info out there, right? The World Health Organization, I think, estimates that per year, 12 billion days are lost because of anxiety, depression, which go hand in hand with burnout. $4,000 to $21,000 are lost per employee per month because of burnout. Why and how is burnout not a personal failing?

Priya Rathod

[ 00:02:05 ] Well, look, I think that there are some systemic things in place right now that lead to burnout. And I think you mentioned a lot of them, right? I think for people in the world today, and let’s talk about people who are employed and unemployed right now, we are kind of in a difficult time. You know, we’re in a soft labor market.

Priya Rathod

[ 00:02:24 ] It’s harder and harder to find jobs. And when you’re at jobs, it’s a little bit more difficult to get raises or to move up right now. And then combine that with, you know, and I’ll take it from a parent’s lens, parent and caregiver lens, like we, life is hard right now. You know, there’s a difficult economy. We are trying to work hard, but also trying to raise families and be caregivers without a lot of systemic support out there. And so I’m just going to talk about the time of year we’re in right now, Daniel. I mean, I’m personally.

Priya Rathod

[ 00:03:00 ] had to put my certain um burnout preventers in place right now because we are at a crazy time of the year right like it’s it’s halloween it’s the volley it’s thanksgiving it’s christmas it’s all the things with school but it’s also yes It’s like the world is crazy right now. And so there’s a lot of things coming at us. So the reason I say that is because In the world we’re living in right now and the way that we are expected to conduct ourselves at work and otherwise, I think burnout is something that a lot of people face. And that’s why I want to let people know it’s not a personal failing. There’s a lot of reasons why you may be burnt out. And I think a lot of people don’t have the tools right now. to be able to understand when they’re heading towards burnout and what they can do to prevent that.

Priya Rathod

[ 00:03:54 ] I also think if we look at it from, because we are in a work podcast, from the perspective of work, that not all companies or managers emphasize work well-being, right?

Priya Rathod

[ 00:04:08 ] Time of kind of hardcore working and work culture, but companies need to understand that today’s talent and you referenced it today’s town is looking for more than just a paycheck— they want purpose, they want support, they want the opportunity to thrive.

Priya Rathod

[ 00:04:27 ] And yet, our recent work well-being data shows that only 26% of employees say they’re truly thriving at work. And that’s a big warning sign, right? People with lower work well-being or employers with lower work well-being, according to our data, are nearly seven times more likely to regularly experience stress at work. And you referenced this, Daniel. What does stress at work manifest into? It manifests into taking time off, it manifests into lower productivity. And so we need to really pay attention to how employees are thriving at work, not just as a nice to have, but as a must have for business productivity, for employees to thrive at work and for us to continue growing and developing as human beings.

Daniel Lamadrid

[ 00:05:20 ] I totally agree with all that. And you’ve mentioned it. I don’t know. What do you think workplaces are getting wrong about well-being? For example, I believe that we’re getting to the point where we… We are at a point where maybe we’re normalizing burnout. And that’s why managers, leaders, they just— that’s the way work is now. We’re all burnt out. Let’s continue.

Daniel Lamadrid

[ 00:05:51 ] Let’s take also into consideration the fact that the majority of managers or people in leadership positions, as of a couple of months ago, are now millennials. And it’s been stated that millennials are currently the most burnt out generation. So, how can a burnt out generation sort of talk about or fix burnout? What are leaders getting wrong?

Priya Rathod

[ 00:06:15 ] Yeah, that’s such a good question, Daniel. And I love that question because it goes to what can we actually do to solve this problem, right?

Priya Rathod

[ 00:06:25 ] You know, when we talk about work well-being across the board, it’s a couple of things that you would think it is and a couple of things that you wouldn’t think it is. So let’s start with, you know, obviously things like flexibility, fair pay, the right benefits, those things all contribute to work well-being.

Priya Rathod

[ 00:06:45 ] Get deeper into what actually drives work well-being. There’s three drivers that come out on top. One is being energized at work. Two is feeling like you’re a part of something. And three is trusting the people you work with. So I think what employers are getting wrong right now is that it’s not just… Nice perks at work. Right, it’s about how you feel day to day in the role, the people you work with and for, and the way the company conducts itself. Yoga ads aren’t going to fix anything— exactly like, just because you give me a gym membership doesn’t mean I’m all of a sudden happy at work. You know, I’m not burnt out anymore. So it’s really important, like, executives have to really think about how they build those three drivers into management practices. Right, you called it— how do we train our managers, what do we tell them is important, how do we help them support their people? What’s the actual culture and dynamics at the company?

Priya Rathod

[ 00:07:46 ] Are companies really paying attention to what that culture is? And are they surveying their employees? Are they understanding what’s important? Are they understanding where areas they can improve? I’ll just give you an example of working at Indeed.

Priya Rathod

[ 00:08:03 ] surveys at certain points in the year for employees where we gauge how they’re feeling stressed how they’re managing their time and so management is able to identify oh wow our scores went up or down in this area we need to really double down so i think Companies need to, first of all, pay attention to this data, record this data, and then make real systemic changes that help employees feel like they belong in the companies they’re working at.

Daniel Lamadrid

[ 00:08:36 ] That’s very interesting because you mentioned Indeed and the surveys you guys do, which I’m always on the lookout for. You guys present a lot of valuable data.

Daniel Lamadrid

[ 00:08:46 ] And like we mentioned, you lead the inclusion resource group at Indeed. focused on caregivers. What does that role mean? What does it mean to lead that group? And how has that shaped your view of work?

Priya Rathod

[ 00:09:08 ] It’s changed so much of how I view work, but it’s also ingratiated me more to Indeed, right? Because the fact that we’re paying attention to this, we have 11 IBRGs across the company, Inclusion Business Resource Groups, and the Parents and Caregivers one. Daniel, if you can believe it, the timing was serendipitous. We actually got approval to start right before COVID hit. So it was the perfect timing for us to have this parents and caregivers IBRG because we know how.

Priya Rathod

[ 00:09:43 ] COVID affected parents in the workforce and how we saw so many parents exit the workforce during COVID. And so it means a couple of things.

Priya Rathod

[ 00:09:53 ] We’re doing a few things across Indeed that I think are really important for this community. One is normalizing being a parent. Right. And I think COVID played a big role in that, in the sense that before you were kind of hiding that you were a parent. Right. You’re you’re a parent at home and you’re a worker at work. And those two worlds don’t intersect. And I think that what we’re seeing in today’s workplace is that it’s no longer the case. Right. I’m a parent and I’m an employee. And so I think what we want to do is normalize being a parent at Indeed and also normalize what parents are dealing with, right? And what caregivers are dealing with. We don’t want to leave out the caregivers. And so part of our role as the parents and caregivers at Indeed includes advocating for policies that make work actually work, right? So one of the big wins that we had was indeed changing their parental leave to a non-gendered parental leave.

Priya Rathod

[ 00:10:54 ] And increasing it from four months to six months, which makes a huge difference. In fact, I interviewed several fathers in our R &D organization a couple of years ago who ended up taking the full leave.

Priya Rathod

[ 00:11:12 ] they were actually the primary parent at home. Their spouse had to go back to work maybe in three months, four months. That makes a big difference in equitable division of labor when you’re at home. And so part of what we do is advocating for policy across Indeed, normalizing being a parent, and making parents feel seen and doing events that help them understand how they can do things like avoid burnout, give them spaces to vent as a parent, right? You know, it’s hard this week. I gave my kid chicken nuggets every night for dinner and that’s okay, right?

Priya Rathod

[ 00:11:49 ] And then really giving them tools. Like a lot of our events are, we just did, we’re working on one for AI tools that parents can use to help make their lives easier. And so it’s really, you know, it’s ingratiated me towards Indeed. It’s changed my perspective. It’s also showed me that I’m not alone, right? I think the purpose of these groups are to make people feel like they have a community that they can tap into.

Daniel Lamadrid

[ 00:12:17 ] And you mentioned policies and you mentioned the parental leave one. Off the top of your head, what other policies actually make a difference for working parents?

Priya Rathod

[ 00:12:26 ] Yeah, that’s a great question.

Daniel Lamadrid

[ 00:12:28 ] The ones you see the most may be, or maybe the ones that Indeed is leading.

Priya Rathod

[ 00:12:32 ] Yes.

Daniel Lamadrid

[ 00:12:33 ] What are all these policies? Because let’s be honest, there’s a gap between what companies say they’re doing to support founders and what they’re actually doing. For example, there’s a lot of companies promoting wellness and they have all these policies in place for parents and for everyone, but they’re foreseeing a return to office mandates, which. Sort of doesn’t make sense because these mandates, the people that are actually having to leave a company because of these forced mandates are primarily, yes, seniors, but also women. Women being pulled back into the workforce again.

Priya Rathod

[ 00:13:20 ] Yes.

Daniel Lamadrid

[ 00:13:23 ] To go back into the workforce. And now it’s like we’re going back in time.

Daniel Lamadrid

[ 00:13:33 ] It’s scary. So what can you say to that?

Priya Rathod

[ 00:13:37 ] Yeah, you hit the nail on the head. First of all, flexibility piece is number one, right? And actually, data shows that you’re just— I actually did a whole video recently on micro-shifting, which is people being able to work in shorter blocks throughout the day versus a straight eight-hour shift, right? And that’s particularly important for parents and caregivers because it might mean you have to leave to do pickup or, you know, take them to an afternoon activity, but then you slot back in and do your work at eight o’clock. Right, and so that flexibility piece is extremely important for parents and caregivers and that’s another thing we see it indeed. Right, the ability to work remotely or hybrid— those are things that are extremely important policies um that help parents and caregivers remain in the workforce. Daniel, to your point, we saw 2 million women exit the workforce during COVID because of that lack of, you know, flexibility or the ability to take care of their kids and be at work.

Priya Rathod

[ 00:14:44 ] So that’s really important. I think having… You know, some kind of childcare stipend or childcare backup plan, like Indeed has bright horizons, right? So if all of a sudden your daycare closes or your nanny cancels, right? There’s a Bright Horizon Center you may be able to tap into for last-minute care. So things like that are important. We also have something called Maven, Maven Clinic. And so Maven is instrumental because you can do video appointments. with pediatricians for yourself, right for a doctor, for a nutritionist, for a child psychologist. So having the ability to have your company mandate that, and have a care package that’s paid for by your company, and also fits into your schedule. Right, it’s a 20-minute virtual call. So I think benefits like that actually support this community. And those are the things you want to see. If you’re a job seeker looking at a company, and those things are important to you, look at the type of benefits they offer.

Priya Rathod

[ 00:15:49 ] Look at their reviews on Indeed, on Glassdoor. What are people saying about working there? Because that’s really important. Again, I’m going to say this because you keep hitting the nail on the head, Daniel, but it’s like, you want to know if they walk the walk, right? And if you feel comfortable in an interview, ask, you know, what does flexibility look like at this company? Right. You know, if someone has to leave for a last-minute appointment, like how is this handled in this particular department? Because another thing you want to think about is company culture. You want it to permeate throughout the company, but different departments handle things differently. And so you want to make sure you’re asking those questions.

Daniel Lamadrid

[ 00:16:37 ] Yes, for sure. And like, I think it’s really great that.

Daniel Lamadrid

[ 00:16:43 ] Besides the fact that we’re living in a pretty weird world right now, I think companies like Glassdoor and, of course, Indeed, they are really helping job seekers understand the company before they actually commit to it with these boards. It’s sort of like…

Daniel Lamadrid

[ 00:17:01 ] Yeah, I mean, I just think when I was looking for a job at an earlier age, that didn’t exist. You sort of went into a rabbit hole and then you found out that you didn’t like the company or that it was all nonsense. But kudos to Indeed for having that. And we’re talking about job seekers now.

Daniel Lamadrid

[ 00:17:23 ] In today’s economy, how can people stay marketable? How should they decide whether to stay or make a move? There’s, again, a lot of data that we’re providing our audience. There’s a lot of people that are currently stuck in a job that they dislike because they’re fearful that they won’t find a new one. I think a new study came out that five in 10 Americans feel very insecure about the fact that if they lost their job today they won’t be able to find another one tomorrow. Yeah, the number went up because before the pandemic, only two out of ten Americans felt that insecurity. It’s now up to five. So, what do you think about that? How should someone identify whether to make a move or to stay? And do you have an opinion for our listeners whether to stay put right now or make a move?

Daniel Lamadrid

[ 00:18:31 ] What do you think?

Priya Rathod

[ 00:18:33 ] Look, I think that we are in a softer labor market right now, you know, and so I think that we’re seeing a lot of what you just referred to as job hugging, right? People are staying at jobs longer because they’re valuing kind of that certainty and stability over the ambition that they might feel towards going and finding another job. So I think if a job seeker or an employed listener of yours is wondering whether they should change jobs or start looking, I think there’s a couple of things they need to consider, right? You mentioned one of them. If you’re consistently overworked or burned out, that may be a reason to start looking for a new job because mental health and wellbeing is really important. If your productivity or motivation has declined in that current position and you don’t feel like there’s any room to grow or advance, those are other reasons that you might take into consideration.

Priya Rathod

[ 00:19:36 ] If you don’t feel aligned with the workplace culture, which is something we just talked about, right? If you don’t feel like it mirrors your values or… how you would like to see a workplace conduct itself, then that’s something to think about. And then the last one is, you’ve identified a stronger opportunity elsewhere.

Priya Rathod

[ 00:19:56 ] And I can’t forget this one. I said that was the last one, but I can’t forget another one. You are seeking better work-life balance, right? Which is something that you talked about. I will tell you in the, you know, kind of job environment that we’re in right now. If you feel like you’re feeling a little stagnant, but you’re not quite ready to take that leap, there are things that you can continue to do within your role. So I could talk about upskilling all day long. Right. We’re all upscaling right now. I don’t care if you’re happy in your role, not happy in your role. I don’t care what role you’re in. Right. Like we’re all trying to engage and increase our literacy right now. There may be certain, you know, I’m now in the marketing department. So there are certain.

Priya Rathod

[ 00:20:46 ] you know, publications that I now want to read. There’s certain skills I want to acquire. So if you’re feeling a little stagnant, you may just want to try upskilling or try getting certifications, both in the current industry you’re in, or if you’re interested in another industry, why not? upskill in that area and see if you actually like it before you take that kind of leap so i’ll stop there for a second but we can also talk about if someone’s going to look for a job like what they should keep in mind but i’ll stop there for a second i think i think that’s excellent advice i think I think people need to be smart and maybe potentially do other things before they leave a job.

Daniel Lamadrid

[ 00:21:33 ] Some of those might be upscaling. And you mentioned that everyone’s upscaling right now. I don’t believe that’s the case. I know people- Really?

Priya Rathod

[ 00:21:41 ] Yeah, I mean, you may be right. Maybe I just feel like everyone’s upskilling because every day I’m like, what other skill do I need to acquire today?

Daniel Lamadrid

[ 00:21:48 ] That’s what I was going to get to.

Daniel Lamadrid

[ 00:21:51 ] If you are not upscaling right now, you’re already at a major disadvantage. Yes. So, if you’re out there and you’re listening and you’re not doing something to learn or to get a competitive edge over others, you’re already at a total disadvantage.

Daniel Lamadrid

[ 00:22:08 ] Before making a potential job move, do some upscaling if you have some free time. I have a lot of friends that are just stagnant in their job and they’re like, ‘I’m bored.’ I’ll just take this course that’s relevant to my industry. Or I’ll try networking more, see who I talk to within my industry, in case something happens, I got their contacts. So there’s a way to be smart before making a premeditated move, I guess. And you were talking about upscaling. And skills, skills, skills, skills, soft skills, AI skills, tech skills. What do you think are the skills currently that that people need to stay marketable. What are those? We know for a fact that AI is one of them, right?

Daniel Lamadrid

[ 00:22:55 ] If you’re not into AI, If you don’t like it, if you don’t understand it, again, you’re already at a disadvantage, I believe.

Daniel Lamadrid

[ 00:23:04 ] But what really stands out for companies right now in resumes?

Priya Rathod

[ 00:23:10 ] Yeah. So obviously, we just talked about it. Right? So you want to upskill, and you want some AI literacy, and more specifically, as it relates to your industry. Right? Understand, as you are applying for a job in a particular industry, what are the tools that are being used, and how are people using those tools? Like, how do you continue to stay on top of that? I think that’s important. But if you look at what employers are looking to see on resumes right now, because we are in a world of AI, there are other soft skills that are coming forward as things that can really attract employers’ attention, right? Things like adaptability. Right? We’re in a constantly changing environment, and employers want to see that you can kind of roll with those punches and you can change. So showing that you have adaptability on your resume is extremely important. Showing skills, soft skills like active listening and critical thinking. Things that AI cannot do, but humans can do, right?

Priya Rathod

[ 00:24:14 ] And we need humans to do are things that you want to make sure that you’re highlighting on your resume. EQ, your emotional intelligence is going to get you extremely far, right? Like it’s not just going to be your IQ, it’s going to be your EQ. understanding and managing your own emotions, how you lead other people, what it looks like when you engage in conflict resolution. You know, it’s often for employers what transforms a good employee into a great one.

Daniel Lamadrid

[ 00:24:43 ] It’s almost as if our resumes now have to have that thing, I’m not a robot.

Priya Rathod

[ 00:24:48 ] Exactly. It’s true. Like you, you want to share. I have empathy. I can problem solve, you know, but I do think that’s important. Right. And in an age when.

Priya Rathod

[ 00:25:03 ] We are and we should use AI tools to help us craft our resumes. You want to make sure that they also include the soft skills that you bring to the table that can differentiate you. So that’s something I would really recommend that.

Priya Rathod

[ 00:25:20 ] whether you’re currently employed or, you know, unemployed and you’re looking for a job, we’re all kind of job seekers at some point. So I would say definitely make sure those are highlighted. And then if you are in the job search process, use AI to optimize your resume. Right, like you want to. We have this great tool called AI where you can match keywords from the job description to your resume. Now, of course, you want to make sure that you’re being honest. Um, but make sure you do that and make sure there’s alignment. I think that’s really important too. What employers are looking for is your cover letter, your resume, and what you say in your interview— all aligned. Don’t put something on your resume that AI conjured up for you that you have no idea how to talk about in an interview. Because that’s an immediate telltale sign that you did not write this resume. And then use all these AI tools, like Indeed has this great new AI power tool called Career Scout, right?

Priya Rathod

[ 00:26:26 ] Go back and forth with you, help you understand, like, what are the skills that you feel like are your strongest skills? How can you incorporate those into a job? And then what are the jobs that make most sense for you? So continue to use all of that to make sure that you’re on the right path.

Daniel Lamadrid

[ 00:26:45 ] Do you think there’s a lot of, I don’t know if I should call them rumors or not, but people are using AI to write their resumes. That’s cool.

Priya Rathod

[ 00:26:59 ] Yep.

Daniel Lamadrid

[ 00:27:01 ] But then I think companies are also using AI to go through resumes and it’s just this AI talking to AI and no one’s getting hired and companies can’t find the right people.

Daniel Lamadrid

[ 00:27:13 ] Are we maybe overusing AI?

Priya Rathod

[ 00:27:17 ] I mean, look, I think that is a good question.

Priya Rathod

[ 00:27:20 ] It’s a hard one, and I think it’s yet to be seen. It’s such a hard question to answer because the way that we’re using AI continues to morph and change every day, right? I will say.

Priya Rathod

[ 00:27:33 ] There are some, you know, the way that a lot of employers are using AI to sift through resumes right now is for a lot of high-volume positions and positions in which, you know, we talk about, you know, customer service or warehouse where they’re getting an influx of resumes. And so, in a lot of ways, it’s making that process move faster, so that they can more quickly get to the right people, more quickly get that person in front of a human, right? Humans are going to continue to be a part of the hiring process. A company can’t bring in an employee without actually meeting them, at least at this point in time. I can’t speak to the future, but we’re still seeing that it’s used more so in the beginning stages. And then, you know, we bring in that human to human contact.

Daniel Lamadrid

[ 00:28:20 ] And quick question for you. You’ve had other positions and other roles in the past. You’ve done UX, you’ve done marketing.

Daniel Lamadrid

[ 00:28:30 ] Which one would you say, from your professional experience, has been the most high-pressure or demanding? Which do you think?

Priya Rathod

[ 00:28:40 ] Oh, such a good question, Daniel.

Daniel Lamadrid

[ 00:28:43 ] Everyone sort of knows that finance, people in finance, that’s like high pressure. They’re always a little bit crazy.

Daniel Lamadrid

[ 00:28:51 ] But in your experience, like what has been like the most high pressure job or role or industry you’ve been in?

Daniel Lamadrid

[ 00:29:00 ] So adding another question to that, can you share any practical strategies that you used to manage stress? What’s worked for you personally? I’m curious to know the first answer to.

Priya Rathod

[ 00:29:15 ] Yeah. OK, look, I will tell you that I think. salespeople are a special type of person and i don’t think they get enough credit for everything they do like sales is a high pressure environment right because you’re constantly working towards this quota and i think that wait say that again rejection after rejection sales people they gotta deal yeah they have to deal with it and even if you meet your quota it’s like you get to celebrate for a hot minute and then it’s on to the next thing right so i think that um you know and i think that some people are really born for it too I have a sister who was a previous chief revenue officer and she thrives in it, right? So I think for me, that was very high stakes, high pressure.

Priya Rathod

[ 00:30:10 ] I also think you feel more stressed when you’re in a role that’s not exactly aligned to your passions, desires, and skill sets, right? So I think after all my roles, I think now that I’m in marketing at Indeed, I feel like it’s the perfect alignment of… what I enjoy, where I feel like my skill set is, and where I’m inspired to learn more. So I just think that that plays a big role in it.

Daniel Lamadrid

[ 00:30:37 ] how do i the second question was more on my tactics right yeah did you have any specific tactics that you could share or did you have any boundary setting strategies um that worked for you yeah i think i’m also a marketer and i think it’s the best profession sorry i’m just gonna go out there I agree. I initially studied international business. Boring. And then I was like, this is not for me. And then I did marketing and I found my place in the workplace. Same. But yeah, we have something in common now.

Priya Rathod

[ 00:31:12 ] We do.

Priya Rathod

[ 00:31:13 ] I think, and look how fun it is to have this conversation. Like these are the conversations where I’m like, okay, we’re clearly you and I are passionate and in the right roles because we’re enjoying this so much. Or maybe I am. I hope you’re enjoying it.

SPEAKER_2

[ 00:31:24 ] Yes, of course.

Priya Rathod

[ 00:31:31 ] but i agree i can tell you’re where you were you’re where you should be um okay i think calendaring is a big thing for me right it means like blocking off my calendar when i need to And I think that this comes into play in two things. I didn’t get to mention this, or I forgot to mention this when we talked about parents and caregivers, but one thing that I have really been impressed with at Indeed is, you know, a lot of the calendars are public and across various levels up to senior people i see calendars blocked off or daycare drop off or school drop off or parent teacher conference or things like that and i think that’s a big Um, it’s a type of boundary setting, right? Like I am, I feel, and not everyone is in an environment where they feel comfortable doing that. But if I have something for my kids or if I just need focus time, right? Like Fridays to me are my, I don’t, sometimes I do have to take calls, but they’re reserved for me as like.

Priya Rathod

[ 00:32:37 ] my time to do my heads down thinking work to get ready for the week right to have a day where I don’t have like 10 calls so I think that that’s something for me personally that’s been and I love it because now we have two things in common.

Daniel Lamadrid

[ 00:32:54 ] I also I usually have a blocked off Friday mornings, and that’s when I debrief of what’s been done in the week, what hasn’t been done, and sort of prepare for next. And then a couple of hours on Monday.

Daniel Lamadrid

[ 00:33:08 ] Because I personally, I used to feel very anxious about Monday, like 9 a.

SPEAKER_2

[ 00:33:14 ] m.

Daniel Lamadrid

[ 00:33:14 ] meeting on a Monday.

Daniel Lamadrid

[ 00:33:16 ] So I tend to block off a couple of hours at the beginning of my day to retake what I wrote down from the Friday time that I took off and just start the week. Um and yeah, our company also does uh asynchronous work for micro shifting.

Priya Rathod

[ 00:33:30 ] I mean yes, I think flexibility is flexibility.

Daniel Lamadrid

[ 00:33:36 ] I think that’s the big one here. I i struggle to understand why companies don’t understand the value of flexibility. Anyway.

Priya Rathod

[ 00:33:47 ] Because then you have an employee who’s really loyal to you, right? Like they feel like it’s a mutually beneficial partnership. And so I couldn’t agree with you more. I also think that building in really… like short restorative breaks throughout the day. Like if I’m feeling anxious and I just go out and walk for 10 minutes, or I just actually ordered Daniel because I’ve seen too many people on calls recommend this to me, a walking pad next to my desk so that I can just like. you know, if I need to walk for 10 minutes and the weather isn’t conducive. So my pad’s about to arrive. So next time I walk, I may be on my walking pad. You don’t know.

Priya Rathod

[ 00:34:34 ] But, and then I think just.

Priya Rathod

[ 00:34:37 ] I’ve really decided to prioritize my health, meaning, you know, building and I think it plays into that flexibility, right? Like if building in that time to exercise or eat healthy or the things that sustain you, I think are really important.

Priya Rathod

[ 00:34:57 ] Um, and then lastly, like just protecting my sleep, I think is really important. Even if that means I’m a grandma that goes to bed at nine thirty, like I’m okay with it because when I’m rested, you know, and I think, look, like we’re all in different phases in life. If you’re a parent and caregiver who has a young child, like. You can’t necessarily prioritize sleep, you know, but maybe prioritizing some of those other things makes it a little bit easier.

Daniel Lamadrid

[ 00:35:22 ] Yeah, for sure.

Daniel Lamadrid

[ 00:35:24 ] Definitely.

Daniel Lamadrid

[ 00:35:26 ] We’re running a little bit out of time. I think we’re going to need a part two. But for now, I mean.

Daniel Lamadrid

[ 00:35:35 ] Your expertise is invaluable. I really appreciate you taking the time to be here with us. If you were speaking directly to young professionals out there in the workforce, what would you tell them? What do you think your closing arguments would be for everyone out there struggling? And maybe we can have a little message to millennials, a little message to Gen Z, because Gen Z, that’s a special type of person as well. At least that’s what the headlines are saying.

Daniel Lamadrid

[ 00:36:09 ] What would you say to these people that are currently in the workforce and sort of feeling like it’s not doing it for them? What would you say?

Priya Rathod

[ 00:36:19 ] Look, I would say, first of all, understand you’re not alone right now. A lot of people are in the same boat. A lot of people are feeling the same way. And I think sometimes, you know, for me, it’s comforting to know that there’s other people that are experiencing the same thing. And then look, your definition of success will continue to evolve and change in different areas of your life, right? As long as you’re aligning it with. what your your values are i think that’s really important i think at this point in time again we talked about it if you can’t move jobs like define what success means to you maybe it doesn’t mean taking a couple of other courses maybe it does mean um building in time for a new hobby that you want to do right maybe it’s I’m going to continue to be just hyper effective in this role for now, right? Or I’m going to mentor people in my company or outside of my company through different organizations. Like just sit down and really think about what matters most to you and build your life around that and know that.

Priya Rathod

[ 00:37:23 ] No, you know, nothing lasts forever, which is great and sometimes bad, but mostly great. Right? Like the economy is going to change, the job market is going to continue to evolve, so um, do that and then set kind of… I like to maybe a little too type a. Is like, set my quarterly goals. But professionally and personally, right? Again, make sure you understand what success means to you and how you’re going to track it. And then, you know, build in that time for.

Priya Rathod

[ 00:37:56 ] self-reflection for self-reflection, for awareness, for exercise, for things that are going to continue to keep you positive and resilient. Um, and then it’s, I think, it’s really important— the last two things we’ve talked about extensively throughout this conversation— is keep a growth mindset, continue to upskill, like wherever you are now, it could change. Like the world is changing really quickly. So make sure you’re changing along with it and you’re continuing to evolve yourself and keep up with what’s going on and then invest in your relationships and your community. I think it’s important to note that people often think, ‘Oh, I’m going to network now because I’m looking for a job.’ And no network all the time, right? Like you can learn so much from other people, but these are the people who are going to talk about you in rooms you’re not in and who are going to recommend you for jobs. So try to figure out what kind of professional or personal organizations you want to join and become a part of and know that. We’ve all, all the generations have gone through phases where it’s just, it’s hard in the labor market.

Priya Rathod

[ 00:38:59 ] And, you know, you too will get through this.

Daniel Lamadrid

[ 00:39:02 ] Yes, that’s excellent advice. And something that you mentioned then.

Daniel Lamadrid

[ 00:39:07 ] I feel very strongly about this is change. You mentioned change a lot and the future of work really is about change. It’s constant change and people need to learn to adapt. And I think that’s one of the skills people should be.

Daniel Lamadrid

[ 00:39:26 ] preparing for, I guess. It’s constant change. We need to adapt. And if we can’t learn how, then I think the road ahead of us is kind of a tough one.

Daniel Lamadrid

[ 00:39:38 ] But Priya, thank you so much for joining us on the Future Work podcast. I really enjoyed our conversation. Hopefully we get to part two.

SPEAKER_2

[ 00:39:45 ] Yes.

Daniel Lamadrid

[ 00:39:46 ] And again, thank you so much. Thank you so much. I hope we get to do this again soon.

Priya Rathod

[ 00:39:53 ] Me too. Thank you so much for having me. This really was a really engaging conversation. I appreciate it.

Daniel Lamadrid

[ 00:39:58 ] Thank you so much. And everyone out there, don’t forget to subscribe, leave a review, or share this with someone navigating their own career. Thank you, Priya.

Priya Rathod

[ 00:40:07 ] Thank you.

Daniel Lamadrid

[ 00:40:09 ] Ciao.