Category: Unit 4

The introduction of mahjong tables in the workplace has proven to be a successful intervention, significantly contributing to stress relief and promoting a sense of community among employees. The informal nature of the game, combined with its cultural relevance, allowed employees to bond in a relaxed setting, helping them navigate the intense pressures of the 996 work culture. Feedback has shown that these sessions not only provided a mental break but also fostered social interactions that helped alleviate feelings of isolation. The intervention has proven to be effective in addressing immediate stressors, yet it also highlighted the importance of creating more lasting, meaningful connections among employees.

Building upon this success, I am now planning my next intervention: an offline gathering designed to further deepen the relationships fostered through these shared activities. This in-person meeting will allow employees to engage with each other outside of the work environment, further strengthening the support network that has been established. I believe that this next step will have an even greater impact on alleviating the psychological pressure faced by employees, offering them a deeper sense of belonging and camaraderie. As we move forward, the offline gathering will serve as an important milestone in our ongoing efforts to mitigate the psychological challenges posed by the 996 work culture.

The Formation of a Community

What started as a simple online meeting to share workplace experiences under the 996 regime quickly grew into a vibrant community. Participants set up a WeChat group as a continuation of the story-sharing sessions, turning it into a lively forum for daily interactions. This organic development highlighted the profound need for support and understanding among those grappling with similar professional pressures. Encouraged by this dynamic, the group decided to take their virtual camaraderie into the real world.

Organizing the Offline Gathering

With a collective desire to deepen their bonds, the group organized an offline meet-up—one that would allow them to engage in more personal and direct interactions. They chose a non-working weekend to ensure everyone could participate without the stress of impending work obligations. A villa was rented to provide a relaxed and private setting where they could cook, barbecue, and engage in leisure activities away from the pressures of the office.

(This is the meal they ate out )

( Prepared some ingredients for bartending and chatted while drinking.)

Feedback and Photographic Evidence

The feedback from this gathering was overwhelmingly positive, with participants expressing a significant reduction in stress and an increase in their sense of community. Photos of the delicious meals prepared were shared among the group, capturing the essence of their gathering without compromising anyone’s privacy. Screenshots from their WeChat chats post-meet-up reveal the joyful and supportive exchanges that continued well beyond the weekend, with plans already being made for future gatherings.

(They are talking about new dishes for next party)

Continued Support and Future Plans

This successful offline gathering has not only validated the initial interventions but also underscored the importance of continuing to support these real-world connections.I remain committed to monitoring and facilitating this community’s growth, ensuring that the friendships formed can continue to provide relief from the 996 culture. The participants’ commitment to meet regularly promises ongoing support and potential relief from the stresses associated with their work environments.

Conclusion

Throughout the course of my interventions, I have implemented four key strategies aimed at alleviating the psychological pressures of the 996 work culture. Each intervention built upon the previous one, forming a comprehensive approach to address the mental well-being of employees. The first intervention, the online story-sharing sessions, provided employees with a platform to express their experiences and foster a sense of solidarity. The second intervention introduced mahjong tables, a culturally resonant activity that offered employees a chance to relax and socialize in a low-pressure environment. My third intervention, the offline gathering, further strengthened the relationships developed during these activities, allowing employees to deepen their connections and build a supportive community outside the work environment. Finally, the online platform allowed employees to continue engaging in stress-relief activities while maintaining a sense of connection.

Reflection

As I reflect on the outcomes of these interventions, I am encouraged by the positive feedback and the increased sense of community among employees. The progress of these interventions has highlighted the importance of fostering social connections and creating supportive environments to manage workplace stress. Moving forward, I am committed to organizing more interventions that will continue to deepen my understanding of the 996 culture’s impact on mental health. These future initiatives will further explore the nuances of this work culture and aim to provide lasting, sustainable solutions to enhance employee well-being. Our ultimate goal is to shift the workplace dynamics to prioritize mental health and create a more balanced and supportive work environment for employees.

After carefully considering the feedback from both my surveys and the preferences of the companies involved, I recognized the importance of aligning our intervention with the actual needs and interests of employees. One key consideration was the diverse preferences across different employee groups, particularly when it came to the PlayStation option. My research indicated that while many male employees showed interest in PlayStation as a potential stress-relief tool, female employees did not exhibit the same level of enthusiasm. This disparity raised concerns about potential inequality in the intervention, as it could inadvertently favor one group over another. Taking this into account, I decided to opt for a solution that would be more universally appealing and inclusive. Ultimately, based on the collective preference expressed by employees across the board, I chose to implement traditional mahjong tables as the intervention of choice. This decision not only respects the cultural context of the workplace but also ensures that the intervention is equally accessible and enjoyable for all employees, regardless of gender or personal preference. As the continue my journey to address the intense pressures of the 996 work culture in China, I have rolled out my third intervention—installing mahjong tables in the rest areas of select companies in Hangzhou and Shanghai. This initiative, rooted in the beloved Chinese tradition of playing mahjong, offers employees a unique way to unwind and reconnect during work breaks.

Choosing Mahjong as an Intervention

Following the progress of our story-sharing sessions, we sought to implement an intervention that resonated more deeply with everyday cultural practices. Mahjong, a game widely cherished across China, emerged as a perfect fit. Not only does it provide a mental break, but it also fosters social interactions among colleagues without demanding prolonged periods away from work responsibilities. Each game is relatively short, ensuring that players can enjoy a quick session without the risk of losing track of time.

Implementation and Company Collaboration

With the cooperation of a few forward-thinking companies, we introduced three mahjong tables into their office rest areas. This intervention was funded with our modest resources, underlining our commitment to practical and culturally relevant mental health support. The companies involved were selected based on their openness to innovative approaches for enhancing workplace well-being and their significant role in the tech industry in Hangzhou and Shanghai.

Capturing the Impact

The response has been overwhelmingly positive. Employees welcomed this addition as a thoughtful and enjoyable way to relax. I captured the initial moments of joy and relaxation with a photograph, which shows employees engaging in their first game. 

(Picture 1: This is the mahjong table that set up in Hangzhou.)

Feedback from participants, illustrated in subsequent photos, highlights the popularity of the intervention. Players commented on the perfect timing of the games, which allowed them to take a mental break without feeling detached from their work duties.

(Picture 2 and 3: These are the two mahjong tables I have placed in Shanghai. They are the flashbacks provided by the participants during the play.)

Outcomes and Challenges

The introduction of mahjong tables as a stress-relief intervention yielded mixed engagement due to cultural familiarity gaps, logistical constraints, and legal ambiguities, yet offered critical insights for workplace well-being strategies. Challenges included limited appeal among employees unfamiliar with the game, space and resource limitations, and concerns over gambling associations in regions with strict laws. However, the initiative underscored the importance of culturally resonant activities to foster engagement, as mahjong’s popularity highlighted its alignment with local traditions. Key lessons emphasized the necessity of diversifying options to cater to varied employee preferences, proactive planning to address logistical or legal risks, and the value of informal social interactions in building community and mitigating workplace isolation. Ultimately, the intervention reinforced that balancing cultural relevance, inclusivity, and practicality is vital for designing effective well-being programs in high-pressure environments.

Feedback and Future Plans

Participants have praised the mahjong tables as an excellent initiative, noting the relaxation and camaraderie they experienced. The progress of this intervention has encouraged us to consider other culturally integrated activities that can serve as effective mental health supports within high-pressure work environments. Going forward, we aim to expand this initiative to more companies, adapting and scaling the approach based on ongoing feedback and the evolving needs of employees.

Conclusion

The introduction of mahjong tables has proven to be a highly effective intervention, garnering positive feedback from employees across the board. Participants have expressed their appreciation for the opportunity to unwind and socialize in a relaxed, culturally familiar environment. The game has provided a much-needed break from the pressures of the 996 work culture, helping to alleviate stress and foster a sense of camaraderie among colleagues. The feedback further highlighted that many employees were not only relieved by the immediate benefits of the intervention but also eager to build lasting friendships through these shared activities.

The progress of this intervention has led to a compelling request from participants: they wish to transform the friendships formed through these activities into ongoing, self-sustained relationships within the workplace. Employees expressed a strong desire to continue engaging in stress-relieving activities together, with several suggesting that shared gaming sessions or other group activities could further contribute to their mental well-being. This shift towards self-organized, peer-driven interactions reflects the growing importance of community and social support in managing workplace stress. Looking forward, we are considering ways to facilitate these connections, ensuring that the platform we’ve created for fostering friendship and reducing stress continues to thrive and expand organically within the company.

In the latest initiative to combat the psychological impacts of the 996 work culture, I hosted the first story-sharing session. The session provided a platform for employees affected by the 996 lifestyle to openly share their experiences and challenges. Building on the success of this session, I produced a promotional video shared on bilibili, which received valuable community feedback that will shape the future of initiative.

Initial Success of the Story-Sharing Session

The first story-sharing session was a transformative experience for all participants. Conducted online, it allowed employees from various sectors within the tech industry to express their feelings and stories in a supportive environment. The session aimed not only to provide a relief outlet but also to foster a sense of solidarity among workers. The positive responses I received have confirmed the need for such platforms where individuals can connect and share their collective struggles.

Production of the Promotional Video

To capture the essence and impact of the story-sharing session, I produced a promotional video that highlights key moments and testimonials from participants. This video serves as a crucial tool in raising awareness about the mental health challenges within the 996 culture and the benefits of open dialogue. The video, showcased on the popular platform bilibili, has allowed us to reach a wider audience, extending the conversation beyond the session participants.

video link:https://www.bilibili.com/video/BV1AAUMY9EFB/?spm_id_from=333.999.0.0

At the same time, I also showed the video to friends around me.

Community Feedback and Suggestions

The feedback from the bilibili community has been overwhelmingly positive. Viewers praised the initiative for its approach to tackling workplace stress and offered suggestions for future sessions. The comments section became a space for viewers to share their own experiences and express support for the continuation and expansion of the story-sharing sessions. This feedback is invaluable as it not only validates our approach but also provides insights into how I can enhance the format and reach of future sessions.At the same time, there are suggestions that my video criticism needs to be further modified.

(These reply helps me a lot!)

Future Directions Based on Feedback

Encouraged by the success and the feedback, I plan to hold more story-sharing sessions. Each session will be tailored based on the suggestions and needs expressed by participants and bilibili viewers. I aim to include more diverse voices and possibly extend the reach to other companies and industries where the 996 culture prevails. This iterative approach ensures that the interventions remain relevant and effective in promoting mental well-being in high-pressure work environments.

Conclusion

The story-sharing sessions have proven to be a valuable intervention, offering participants a much-needed outlet to express their experiences and alleviate stress. The feedback from both participants and the online community has been overwhelmingly positive, reinforcing the effectiveness of this approach in fostering a sense of connection and support. Participants have expressed a stronger sense of community and relief from the isolating effects of the 996 work culture. Furthermore, the insights provided by the bilibili viewers have been instrumental in guiding the direction of our next steps.

Based on the suggestions from both the participants and online viewers, I am now considering a hybrid approach that combines the benefits of both online and offline interactions. While the online story-sharing sessions have created meaningful connections, the demand for face-to-face engagement has grown. With this in mind, I am exploring the possibility of installing cost-effective intervention measures within companies, subject to their approval. Among the options under consideration are PlayStation consoles and traditional mahjong tables—both affordable and culturally resonant activities that could provide employees with opportunities for relaxation and socialization during their breaks. The final decision will be based on the preferences of the employees, gathered through a voting process, ensuring that the chosen intervention best reflects their needs and desires.

Building on the insights and adjustments made in my initial intervention, I have shifted our focus towards a more accessible and cost-effective approach to address the psychological challenges faced by young professionals under the 996 work culture. In my ongoing efforts to combat the psychological impacts of China’s intense 996 work culture, we ventured into a new domain of intervention with our first story-sharing session. This pilot initiative was designed to provide a platform for employees to openly discuss their experiences and challenges under the 996 regime in a supportive environment.

Implementation of the Story-Sharing Session

The initial foray into story-sharing took place online, gathering employees from various levels within the tech industry to share their personal stories and experiences. This session aimed to offer relief from the isolating effects of the 996 culture and foster a sense of community and understanding among participants. The format was informal and moderated by trained facilitators to ensure a respectful and supportive atmosphere. The screenshot from our session captures the diverse participation and engaged discussion among the attendees.

(Picture 1: Participants in the story sharing session)

Immediate Impact and Participant Feedback

The immediate feedback from inaugural session was highly encouraging. Participants expressed a significant sense of relief and appreciated the opportunity to voice their concerns and experiences in a non-judgmental setting. They praised the session for allowing them to feel heard and validated, which is often lacking in their high-pressure work environments. This positive response is visually represented in the feedback compilation I received, showcased in pictures, where participants commended the effectiveness of the session in alleviating their stress.

( Feedback from participants in the story sharing session)

Outcomes

The online story-sharing sessions received highly positive feedback, demonstrating significant value for employees navigating mental health challenges within the demanding 996 work culture. Participants emphasized three core benefits: emotional validation through non-judgmental sharing that reduced feelings of isolation, peer-driven learning where practical coping strategies for stress and workload management were exchanged, and collective awareness-raising about workplace mental health struggles. These sessions not only strengthened interpersonal support but also sparked broader organizational dialogue about normalizing mental health discussions and addressing systemic pressures. Employees reported tangible improvements in their sense of community and access to actionable tools for resilience.

Challenges and Observations

While the session was a success in terms of participant engagement and feedback, organizing it was not without challenges. Convincing companies to allow their employees the time to participate was initially difficult, given the pervasive work-first culture. Moreover, ensuring privacy and confidentiality online also required meticulous planning and execution to maintain a safe space for all participants.

Future Plans and Expectations

Encouraged by the success of this pilot session and the positive feedback received, I am motivated to continue and expand this initiative. My goal is to hold more sessions, gradually involving more companies and a broader demographic within the tech industry. I aim to make story-sharing a regular feature of workplace support, contributing to a shift toward more empathetic and people-focused work cultures.

The story-sharing session has been a small but significant step in addressing the mental health challenges posed by the 996 culture. It has shown me the powerful impact of giving employees a voice and fostering a supportive community. As I plan for future sessions, I remain committed to refining our approach, leveraging the insights gained, and expanding the reach of this promising intervention.Feedback reflect the heartfelt appreciation and positive impact expressed by the participants, reinforcing my belief in the potential of story-sharing to transform workplace environments.

In my continuous effort to address the mental health repercussions of the 996 work culture, I embarked on my intervention—partnering with companies to provide psychological counseling based on insights gleaned from surveys and interviews. Despite the enthusiasm and commitment, the journey has been met with significant challenges.

The Intervention Strategy

Leveraging the data from the previous engagements, I designed a program intended to offer direct psychological support to young professionals impacted by the 996 lifestyle. This initiative was grounded in real-world interactions with employees who expressed a need for such support during detailed discussions.

(The conversation between I and a participant)

Encountered Setbacks

My intervention faced several hurdles:

• Perception of Impact: Contrary to our findings, some participants felt the psychological impact of the 996 culture wasn’t as severe as anticipated, leading to lower engagement than expected.
• Corporate Cooperation: Gaining consistent support from companies was more challenging than anticipated. Legal and bureaucratic hurdles significantly hampered our efforts.
• Funding Issues: Sufficient funding to sustain the intervention proved elusive, complicating the deployment of adequately trained professionals.
• Professional Expertise: The complexity of issues faced by employees required a higher level of professional psychological expertise than was initially available.

Evidence from Our Efforts

Despite these challenges, there are silver linings that underscore the potential effectiveness of approach. Some participants have expressed gratitude for the conversations held, which provided them with temporary relief and validation of their experiences. These interactions are captured in the images from the sessions. Furthermore, discussions with corporate legal teams, though ultimately unsuccessful, showed a willingness to explore potential solutions.

Translation:

This initial attempt has provided me with valuable lessons on the realities of implementing mental health interventions within the rigid structures of the 996 work culture. The feedback and data gathered have been instrumental in highlighting the areas needing more focused attention as we plan our next steps. Moving forward, I remain committed to refining approach, seeking more robust partnerships, and securing the necessary resources to make a meaningful impact.

The initial phase of my intervention faced several challenges that hindered its progress. One of the key difficulties was the perception of the psychological impact of the 996 culture among some participants, which was not as severe as we had anticipated. As a result, the engagement with the intervention was lower than expected. In addition, securing consistent support from companies proved to be a more complex task than initially thought, largely due to bureaucratic and legal hurdles. Funding also became a significant concern, as the resources required to sustain the intervention and hire trained professionals were not readily available. These obstacles highlighted the need to reassess my approach and consider alternative, more feasible solutions.

In light of these challenges, I consulted with government officials who had been interviewed during the research phase, and their insights provided valuable guidance. They suggested that, given the resource constraints, an online-based intervention could serve as a cost-effective alternative. This method would allow us to reach a wider audience without incurring the high costs associated with in-person psychological counseling or hiring specialized professionals. Additionally, our interviews revealed that many employees did not feel the need for intensive psychological interventions. On the contrary, there was a concern that forcing formal mental health support upon employees might carry social stigma, potentially exacerbating the problem rather than alleviating it. Considering these factors, I am now leaning towards less intrusive, online interventions that focus on providing accessible resources for stress management, rather than hiring expensive mental health professionals. This approach would not only help reduce costs but also align better with the preferences of the employees, ensuring that they receive support in a way that feels more comfortable and less judgmental.

While the survey results provided valuable insights into the psychological stress caused by the 996 work culture, I recognized the need to deepen my understanding of the individual experiences behind these statistics. To explore the nuanced psychological effects of this demanding work schedule and identify more targeted solutions, I decided to complement our quantitative findings with qualitative data gathered through in-depth interviews. By interviewing a diverse group of professionals, I aimed to capture the full spectrum of perspectives on the 996 culture. These interviews were designed to explore not only the stressors identified in the survey but also the personal coping strategies and potential interventions that could mitigate these pressures. In doing so, I sought to enrich my understanding of how the 996 work culture is experienced on the ground and uncover more effective, personalized methods for alleviating its psychological impact.

Diverse Perspectives on a Common Theme

I conducted 14 interviews covering a broad spectrum of roles within the tech industry. Each participant shared their unique experiences and coping mechanisms in dealing with the relentless demands of the 996 schedule. From these discussions, it became evident that the psychological toll is a significant concern that spans across different job functions and life stages. As we explore and understand the full impact of 996 culture, I continue to rely on the voices of those who live with it every day. My survey and in-depth discussion gathered their experiences, which are invaluable for a comprehensive understanding of the state of China’s tech industry and what needs to be done to foster a healthier work environment.

Interview Link:

https://23045643.myblog.arts.ac.uk/2024/08/12/interview-transcript-ⅰ/

https://23045643.myblog.arts.ac.uk/2024/08/15/interview-transcript-ⅱ/

https://23045643.myblog.arts.ac.uk/2024/08/19/interview-transcript-ⅲ/

(Interview with the interviewees)

Insights from the Field

In the course of interview, I interviewed a project director who, from the outside, was a successful person. His story may also be a typical middle-aged man who is troubled by the workplace 996, but is forced to continue to bear the pressure of this problem because of family pressure. I believe he is a good representative example, so I am releasing his full interview to demonstrate the importance and necessity of intervention.

One poignant story came from a 36-year-old senior project manager, who has been with a top Internet company for over a decade. Despite achieving stability in his career, the 996 culture continues to compress his personal time, leaving him to juggle professional pressures with family commitments. His narrative sheds light on the pragmatic yet resigned acceptance of high stress in exchange for financial stability, a common thread found in many of our interviews. The conversations, meticulously recorded with permission , provide a raw and unfiltered look into the daily lives of those affected.

Translation:

Stress Across Age Groups

My interviews confirmed the survey results, highlighting that individuals in the 30-40 age bracket often experience increased stress due to added family responsibilities and the looming pressures of job security. These middle-aged professionals, already navigating significant personal and professional milestones, are particularly vulnerable to the adverse effects of prolonged work hours.

Calls for Change and Support

Despite the normalization of long working hours, there is a clear call from my interviewees for more substantial support systems within companies. Many expressed a desire for interventions that go beyond the occasional mental health day or onsite counseling, pointing towards a need for comprehensive support systems that address both preventative and reactive mental health care.

Imagining Sustainable Work Cultures

Reflecting on the interviews, it is evident that while the 996 culture may be entrenched, it is not sustainable without significant changes. Suggestions from my interviews included more flexible working arrangements and a shift in corporate culture to prioritize employee well-being over mere productivity metrics.
The personal stories and data gathered through my interviews paint a vivid picture of the high stakes associated with the 996 work culture. As I move forward, these insights will guide my development of targeted interventions designed to alleviate the psychological burdens faced by employees.I am reminded of the human costs of unsustainable work practices and the urgent need for change.

Conclusion and Further Ideas

Based on the insights gained from both the survey and the interviews, it is clear that the psychological toll of the 996 work culture requires urgent attention and intervention. While the data has illuminated the depth of the issue, it shows that a more structured and professional approach is needed to effectively address the stressors faced by young professionals. In light of these findings, my next step will be to explore the implementation of professional psychological interventions tailored to the specific needs of employees impacted by this culture. These interventions will aim not only to provide immediate relief but also to create sustainable support systems that promote long-term mental well-being. As I move forward, we are committed to developing and refining intervention strategies that can offer tangible solutions to the psychological challenges posed by the 996 work environment.