Latest news with #996
Forbes
3 days ago
- Business
- Forbes
Why China's 996 Work Culture Won't Win The Future Of Work
Some U.S. tech companies are now hiring for '996,' a schedule imported from China's startup scene that means working 9 a.m. to 9 p.m., six days a week. The idea is to compete harder, move faster, and win the AI race. That's an odd pairing. AI represents the future, while a 996 work culture — like return-to-office mandates — belongs firmly in the past. It's a symptom of a deeper misunderstanding about what the future of work is really about. More Hours Don't Equal More Innovation Let's be clear: there's nothing inherently wrong with working long hours. Some of the most passionate, high-performing people work more than 60 hours a week. But they don't do it because someone told them when to show up. Not for 9-to-5, not for four-day workweeks, and certainly not for 996. You can't manufacture commitment through structure. Today's best workers don't thrive on hours. They thrive on alignment. They'll give you their time — even a lot of it — when their work helps them accomplish what matters to them: purpose, learning, growth, or financial security. That's not idealism. That's strategy. Your best people, the ones you most want to keep, are the ones who have options. And those people measure work in value, not hours. Stop Measuring Time. Start Measuring Trust. 996 doesn't allow for that. Neither does return-to-office. Even well-meaning models like four-day work weeks still focus on presence over impact. These are systems built for factories, not for knowledge workers solving complex problems in an ever-accelerating future. When leaders fixate on hours, they signal the wrong priorities. They manage for control rather than commitment. They assume performance can be engineered through pressure. But the math doesn't hold up when people burn out, disengage, or simply walk away. Gen Z and millennials are already demanding work that's humane, flexible, and values-aligned. They've watched their parents sacrifice everything for companies that gave nothing back. They won't repeat the pattern. If your message to them is that working for you means trading away autonomy, agency, or health —essentially giving up control over their lives — they won't just quit. They won't apply. What Actually Drives Performance In a recent episode of The Future of Less Work, I spoke with Tamara Myles and Wes Adams, authors of Meaningful Work and researchers at the University of Pennsylvania. Their research, based on thousands of workers across 25 industries, found that nearly half of our experience of meaning at work comes down to what leaders do. As Myles put it, 'If you think about meaningful work less as what you do and more as how you experience what you do, leaders have a huge role in shaping that experience.' Building on that, Adams emphasized that meaning isn't reserved for a select few in purpose-driven careers. 'Your job doesn't have to be your life's calling for your work to feel worthwhile,' he said. 'Meaning actually comes from these discrete moments of community, contribution, and challenge that can happen in any job, any day, if you know where to look.' These three elements form the foundation of meaningful work: These are levers every manager can pull. They don't require a budget or a policy change. But they do determine whether people bring their full selves to work — or quietly check out. As Adams noted, citing Gallup and Workhuman research, 'One thank-you once a week is enough to cut disengagement and burnout in half.' That's the lever. Not longer hours. You Can't Fit the Future Into an Old-Timecard So what does 996 really say? That work is defined by presence. That commitment is demonstrated by time. That performance is forced, not chosen. And that's the biggest mistake of all. If you're enforcing hours to drive output, you're measuring the wrong thing. And you're sending the wrong message — especially to Gen Z and millennial workers who already lived through a pandemic that taught them time is finite. Every workday is a day they won't get back. If that day isn't meaningful, they won't stay. The old social contract assumed life began where work ended. The new one recognizes that people want integration, not balance. They want control. They want their work to reflect their values, not consume them. Here's the irony. While some companies are doubling down on control in the name of the AI race, AI is removing routine tasks allowing people to focus on creativity, resilience, and innovation — the very things automation can't replicate. But only if leaders design for that — and a 996 work culture doesn't. You don't win the future by working like it's 1996. You win by building organizations that understand the world has changed. And that the people building the future want more than a paycheck or a performance review. They want a reason. Your best people work not because they have to, not because you tell them to, and not because you measure them on it, but because they want to — because working for you is their way of achieving their purpose in life.
South China Morning Post
3 days ago
- Business
- South China Morning Post
New abbot at scandal-hit China Shaolin Temple enforces ‘Buddhist 996' rule; 30 monks quit
The introduction of gruelling work schedules like those in China's tech industry, or so-called Buddhist '996' reform, has swept through the internationally renowned Shaolin Temple. The new rules come in the wake of an investigation into former Shaolin abbot, Shi Yongxin, for financial and sexual misconduct and the appointment of his successor, Shi Yinle. After the downfall of Shi Yongxin, who led the famous temple in central China's Henan province for more than two decades, it was announced that Shi Yinle, the abbot of The White Horse Temple, had taken over leadership. A monk stretches to get himself ready for the strict new way of life at the Shaolin Temple. Photo: Baidu Shi Yinle, 59, became known for his low profile, dedicated leadership style during his 20-year tenure at The White Horse, China's first Buddhist temple. He was appointed abbot of the Shaolin Temple on July 29. On taking office, he immediately announced five sweeping reforms. They were: halting commercial performances; banning high-priced consecration rituals; removing temple shops; promoting monastic self-sufficiency through farming; and overhauling income distribution by eliminating previously criticised fees.
New Straits Times
4 days ago
- New Straits Times
RM141 fruit order ends in RM200,000 loss for trader in online scam
MARAN: A 50-year-old trader lost nearly RM200,000 of her savings to scammers on Aug 3 after attempting to purchase fruits worth only RM141.60. The victim not only lost RM109,991 from her personal savings, but also RM89,996 from a joint bank account she shared with her husband. District police chief Superintendent Wong Kim Wai said the victim had come across a "Borong Buah" advertisement on Facebook on Aug 3 and contacted the number provided. "She spoke to an individual claiming to be involved in the fruit business and was instructed to download an APK file. After doing so, she was asked to fill in her personal details to facilitate a cash-on-delivery transaction for fruits worth RM141.60. "On Aug 6, she was alerted by her bank about suspicious transactions involving her accounts. "Investigations showed that RM109,991 had been transferred from her personal account to seven unknown accounts," he said in a statement today. Wong said the scammers had also withdrawn RM89,996 from the joint account registered under both her and her husband's names. The victim lodged a police report yesterday. Wong advised the public not to download suspicious APK files from social media and to avoid entering personal or banking information on unverified websites. He also urged scam victims to immediately contact the National Scam Response Centre (NSRC) at 997 to block further losses.
WIRED
23-07-2025
- Business
- WIRED
Silicon Valley AI Startups Are Embracing China's Controversial ‘996' Work Schedule
Jul 23, 2025 5:30 AM In an industry once known for cushy perks, some founders are now asking staff to commit to a 72-hour weekly schedule. You're either in or you're out. Photo-Illustration:Would you like to work nearly double the standard 40-hour week? It's a question that many startups in the US are asking prospective employees—and to get the job, the answer needs to be an unequivocal yes. These companies are embracing an intense schedule, first popularized in mainland China, known as '996,' or 9 am to 9 pm, six days a week. In other words, it's a 72-hour work week. The 996 phenomenon in China gave rise to major protests and accusations of 'modern slavery,' with critics blaming the schedule for a spate of worker deaths. Despite the negative connotations overseas, US firms, many of them working on artificial intelligence, are adopting both the schedule and its nickname as they race to compete against each other—and with China. Adrian Kinnersley, a serial entrepreneur who runs both a staffing and recruitment company and an employment compliance startup, has been surprised by how many startups are going all-in on 996. 'It's becoming increasingly common,' he says. 'We have multiple clients where a prerequisite for screening candidates before they go for an interview is whether they are prepared to work 996.' At the beginning of the Covid pandemic, conversations about conditions for workers in the United States often centered around burnout and the need for increased flexibility. Even in the notoriously hard-charging tech sector, companies began emphasizing efforts to facilitate a balanced schedule. Now, the surge in interest in 996 demonstrates the pendulum has swung the other way. It echoes Elon Musk's 'extremely hardcore' ultimatum to X employees, which encouraged them to work punishing hours. Companies aren't having trouble finding willing employees, and some frame it as core to their work culture. Rilla, an AI startup that sells software designed for contractors (like plumbers) to record conversations with prospective clients and coach them on how to negotiate higher rates, says nearly all of its 80-person workforce adheres to the 996 schedule. 'There's a really strong and growing subculture of people, especially in my generation—Gen Z—who grew up listening to stories of Steve Jobs and Bill Gates, entrepreneurs who dedicated their lives to building life-changing companies,' says Will Gao, the company's head of growth. 'Kobe Bryant dedicated all his waking hours to basketball, and I don't think there's a lot of people saying that Kobe Bryant shouldn't have worked as hard as he did.' Rilla is up front about its expectations. In current job listings, it explicitly states that workers are expected to log more than 70 hours a week, warning them not to join if they aren't 'excited' about the schedule. Breakfast, lunch, and dinner are provided at the office every day—even on Saturdays. Amrita Bhasin, the CEO of AI logistics startup Sotira, says that it's common for Bay Area founders to adopt the schedule as they grow: 'The first two years of your startup, you kind of have to do 996,' she says. While Bhasin sees the demanding workload as essentially mandatory for company leaders, she doesn't think that rank-and-file employees should be expected to keep pace: 'I don't think it's fair to push it onto them.' Some founders pitch the schedule as an option for their most devoted employees, creating a two-tiered structure where only some employees are expected to work the extra hours. Ritchie Cartwright, founder of the San Francisco–based telehealth company Fella & Delilah, recently posted about a message he'd sent to employees on LinkedIn, outlining his efforts to shift some of his current staff to a 996 schedule. To entice workers to get on board, Fella & Delilah offered a 25 percent pay increase and a 100 percent increase in equity to willing participants. Just under 10 percent of the staff has signed up, the LinkedIn post claimed. (Cartwright did not respond to requests for comment.) In 2021, after years of increasing pushback from workers, the Chinese government cracked down on the widespread 996 practice, which was technically illegal but seldom enforced. While still commonplace in the tech sector, some companies have backed off, at least publicly. Globally, though, 996 appears to be on the rise. This summer, UK-based venture capitalist Harry Stebbings helped spur a lively debate over the trend's adoption when he argued that 996 might not be enough—and that truly ambitious startups might need to go even harder to keep up. 'The truth is, China's really doing '007' now—midnight to midnight, seven days a week, and they just have a rotational workforce,' he says. 'If you want to build a $100 million company, you can do it on five days a week. But if you want to build a $10 billion company, you have to work seven days a week.' Stebbings says US-based companies and their employees are currently far more enthusiastic about 996 than their European counterparts. 'People in Europe seem shocked when you ask them to work the weekend,' he explains. Adrian Kinnersley, the entrepreneur who runs a staffing and recruitment startup, has been alarmed by how many companies pushing 996 appear to be 'wildly noncompliant' with US labor laws. While many employees in the tech sector may be exempt from overtime pay, Kinnersley says he has seen some companies not even bothering to issue employee classifications. 'California is the epicenter of AI, and where a lot of the 996 culture is coming from, and it has the most employee-friendly employment law in the whole United States,' he says. 'There's almost a hysteria in the rush to create AI products, and a lot of very young, highly intelligent people, in their fervor, are forgetting all the risks they're creating, all the massive liabilities.' Despite his reservations, he doesn't think the work schedule is going way anytime soon in the United States. 'I just registered the domain he says.
IOL News
18-07-2025
- Business
- IOL News
Fingers pointed at eThekwini Municipality over alleged wasteful expenditure on overpriced smart meters
The eThekwini Municipality's procurement of water meters has come under scrutiny Image: Supplied The eThekwini Municipality finds itself under scrutiny once more, amidst concerning allegations of wasteful expenditure following a recent procurement of electricity smart meters. Officials opted to purchase these devices from the highest bidders rather than the lowest quote suppliers, triggering concern among residents and stakeholders alike regarding potential misconduct and improper financial practices. Sources indicate that this decision suggests an attempt to bypass a qualified supplier that provided the lowest bid — a move that raises various questions. In what many perceive to be an alarming indicator of corruption, it has been alleged that officials may seek kickbacks from these more expensive suppliers. In May 2024, the National Treasury approved the RT29 national transversal contract for smart metering, identifying seven companies for the municipality to choose from for their needs. However, documents acquired by Independent Media reveal a shocking deviation from standard procurement practices. The eThekwini Municipality ordered 2,000 smart meters priced at R2,591 per unit from one supplier, while another supplier quoted a mere R1,645 per unit. The total cost indicated that the city spent R5.9 million for these overpriced devices. Video Player is loading. Play Video Play Unmute Current Time 0:00 / Duration -:- Loaded : 0% Stream Type LIVE Seek to live, currently behind live LIVE Remaining Time - 0:00 This is a modal window. Beginning of dialog window. Escape will cancel and close the window. Text Color White Black Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Background Color Black White Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Transparent Window Color Black White Red Green Blue Yellow Magenta Cyan Transparency Transparent Semi-Transparent Opaque Font Size 50% 75% 100% 125% 150% 175% 200% 300% 400% Text Edge Style None Raised Depressed Uniform Dropshadow Font Family Proportional Sans-Serif Monospace Sans-Serif Proportional Serif Monospace Serif Casual Script Small Caps Reset restore all settings to the default values Done Close Modal Dialog End of dialog window. Advertisement Next Stay Close ✕ Ad loading This instance of poor financial decision-making apparently didn't stop there. The municipality additionally procured non-smart meters at R1,996 per unit, accumulating a further cost of R4.5 million. With the distinction between smart and non-smart meters being that the former can be remotely disconnected by officials, while the latter necessitates physical travel for disconnection, questions loom large over why non-smart versions were even necessary. A source privy to the procurement process has expressed concern, stating, 'This is another instance of wasteful expenditure incurred by the city. There was no valid reason why the officials chose to purchase the same product with the same quality from different suppliers with varying prices. Surely, there is something fishy.' Attempts to obtain clarity from the municipality's communications team went unanswered as of Wednesday, leaving many to speculate on the motivations behind these decisions. This incident comes in the wake of previous controversies linked to the municipality's financial management. Just recently, the city faced a harsh financial penalty, having to pay over R20 million to a supplier, an amount accumulated from interest on a court appeal that the municipality lost. While the initial amount claimed was R30 million, the city disputed the claims but ultimately lost their case. DAILY NEWS
