👑 Scroll of the Crown: Let Them — And Let Me — At Work

When Stress Is a Signal, Not a Sentence

Let’s be honest:

Most people aren’t quitting their jobs because they’re lazy.

They’re quitting because they’re burned out, dismissed, overextended, and undervalued.

But here’s the truth nobody wants to admit:

You don’t need them to treat you better before you treat yourself with more power.

And that’s where “Let Them” meets the workplace.

🧠 The Reality of Modern Work Stress

Gallup’s State of the Global Workplace report shows that 44% of employees experience daily stress, and more than 60% feel emotionally detached from their work.

Let’s be clear: This isn’t just about bad bosses or toxic coworkers.

This is about how long you’ve tolerated misalignment because you were too afraid to disappoint others, shake the table, or bet on yourself.

We all know that feeling:

• You’re putting in extra hours but getting less appreciation.

• You’re doing the work of three people and getting thanked like it’s a favor.

• You’re getting feedback from people who don’t know how to lead themselves.

And what do we do?

We internalize it.

We vent about it.

We rehearse it.

We try to fix what isn’t ours to carry.

🎯 Let Them Theory: Applied to Work

Let them undervalue your voice.

Let them bypass your contribution.

Let them ignore your growth.

And; let me decide what to do next.

“Let them” doesn’t mean you stop caring.

It means you stop clinging.

It means you stop tying your worth to how they treat you.

“Stress is the alarm clock that tells us something needs to change.”

— Brené Brown

So, ask yourself:

• What am I doing because I’m afraid, not aligned?

• What standards am I lowering just to survive here?

• What part of me is shrinking because I’m too loyal to dysfunction?

You are not responsible for their poor leadership.

But you are responsible for your next move.

💼 Real-Life Scenario

You’re in a meeting.

You present a solid idea.

It’s dismissed.

Ten minutes later, someone else repeats it, and it’s celebrated.

Old you? You’d be fuming, spinning, plotting your exit in silence.

Grounded you?

You breathe.

You clock the pattern.

You document your contributions.

You build your exit with power, not panic.

Because the power isn’t in forcing them to see you differently.

It’s in choosing to move like someone who already knows their value.

🧭 Ownership Posture: What to Do Instead

1. Stop making stress your identity.

Stress is a signal. Not a strategy. Not a crown.

2. Choose what you’re building toward.

Is this job your end goal? Or just a launchpad?

3. Use your resources.

You have skills, data, networks, certifications. Don’t just hope. Strategize.

4. Don’t confuse endurance with acceptance.

You can be resilient and move on.

5. Let them do what they do.

Let me decide what I will no longer stay in.

🪞 Leadership Mirror Questions:

1. Am I still here because it aligns, or because I’m afraid of starting over?

2. Have I mistaken suffering for loyalty?

3. What have I tolerated at work that I would never allow in my personal life?

4. Where am I asking for recognition instead of realizing I’ve outgrown the space?

5. What would the most respected version of me choose next?

🔑 Final Word: The Crown Doesn’t Beg for Raises

It builds empires.

You’re not just a job title.

You’re a builder, a thinker, a strategist.

If they don’t see it?

Let them stay blind.

You don’t need to burn bridges.

You just need to light your own path.

And when you do it with grace, clarity, and posture,

you stop reacting to the chaos around you.

And start choosing the leadership within you.

Let them minimize.

Let me maximize.

Let them stay small.

Let me walk tall.

Let them cling to old patterns.

Let me rise into new rooms.

Because the crown was never about how they treat you.

It’s about how you respond when they don’t.

👑