How do zfriends work

The launcher is not the cause of the profiles no longer existing. It's the new look site. I wanted to clarify this since it is possible to have the new look and not be using the launcher and you still won't have the profiles. There are also some people who don't have the new look and are using the launcher and they still have the profiles. Sorry to be the bearer of bad news but if you have the new look Game, and use Launcher, Profiles no longer exist, we can't go to a friends profile or retrieve links from our own.

This also means, you can't add someone from the forum as a zfriend by clicking their profile link. Ah, I thought the new look site appeared when you used Launcher, for a few days, when I uninstalled Launcher I had the old game, I installed it again, and am back on the new, I uninstalled it again, and the new look is still around. Anyhow, I'll change my notice,. P said:. I know we like to blame the launcher for everything, but for once this wasn't the launcher's fault.

I have the new look but I do not have the launcher. But have to say not impressed. However, these same networks could create distractions as impromptu discussions and breaks for socializing divert people from their work. The study found establishing and attempting to maintain workplace friendships can be emotionally exhausting, especially when situations like a promotion put one friend in charge of another, creating potential power clashes. Friends can act as a support network , which has a positive effect on mental wellbeing while also opening doors to new career opportunities and contacts.

While some bosses might discourage chatting and laughter, it seems even a little friendship goes a long way to improving workplaces. The views expressed in this article are those of the author alone and not the World Economic Forum.

A study in Australia has shown how many of us have been struggling with isolation and loneliness, unable to maintain close relationships with our friends. Depression among adults in the US tripled in early due to the global coronavirus pandemic.

It has continued to rise, now affecting 1-in-3 Americans. I accept. Are your work associates 'colleagues', or 'friends'? Take action on UpLink. Forum in focus. Read more about this project. Explore context. Explore the latest strategic trends, research and analysis. Four in five respondents to a US survey say they have at least one friend at work. They may be friendly with their coworkers, but they don't consider them to be friends and certainly not best friends.

I've also had my share of encounters with leaders and managers who expect their employees to leave their humanness at the door. They frown at chitchat and shared lunch breaks, and they view friendship as detrimental to productivity.

Typically, it's this group of leaders and managers who have the strongest reaction to the best friend item. Their reactions are varied -- some might chuckle or bristle at the language, while others may push back on the relevance of the item. The simple answer is performance. Our research has repeatedly shown a concrete link between having a best friend at work and the amount of effort employees expend in their job.

However, let's put the science aside for one moment and look more holistically at what's happening in the workforce. We now live and work in an era where many employees expect their job to be more than a paycheck. The paycheck still matters, of course, but employees seek out and stay with organizations that have exceptional workplace cultures. And while there are numerous components of these cultures, they are often characterized by overall feelings of trust, belongingness and inclusion.

We spend more of our waking hours at work than at home, and it's only natural that we want to build connections with our team members. We want work to feel worthwhile and having trusted confidants and supporters helps foster that feeling. We go to our work friends when we need to celebrate and commiserate about our personal and professional lives.

In the absence of that outlet, work can seem lonely and isolating. It lacks attachments. We may like what we do, we may get to use our talents and strengths every day, but we're probably not feeling fully energized or motivated to put our whole selves into our roles.

In the U. This development points back to numerous factors, including a widening skills gap and a loss of middle-class jobs. However, there is also a cultural component to labor force losses, especially when it comes to a specific group -- working mothers. Many women who have children at home have decided that a traditional job no longer makes sense for them. It's not that they don't want to work, but corporate policies and systems make work impractical, if not unappealing for them.

Why spend plus hours away from your family every week just to lose the majority of your paycheck to childcare? Mothers have to weigh the pros and cons of working. Even those who truly enjoy their jobs can find it challenging to justify the time and sacrifice required to "make it" in many corporate cultures.

This puts the onus on leaders to make it easier for working mothers to say "yes" to staying in the workforce. Organizations that want to realize the benefits of a gender-diverse workforce are being tasked with finding ways to attract and retain women at all stages of life.

Their strategies have to account for pay, promotion and performance management, but they must also account for culture including how they enable women to lead better lives. For most women, that includes having friendships at work. In our Women in America: Work and Life Well-Lived report, Gallup found that two-thirds of women say the social aspect of a job is a "major reason" why they work. But it can be difficult for women to make connections at work. Work can diminish a woman's ability to live what feels like a well-rounded and purposeful existence.

When given a choice or if forced to make a choice, it's not surprising that an increasing number of women are saying goodbye to the labor force. Realistically, there are still leaders who will dismiss the talk about what women want most in a job and bring the conversation back to numbers and performance.

They want proof that the best friend item actually impacts their bottom line.