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Companies everywhere have embraced videoconference calls, but the tools have added a new element to company culture and team workflow.

When used appropriately, videoconferencing can enhance a meeting, but forcing a “cameras-on” culture across the board can have unintended consequences.

While video calling has benefits, establishing the right approach for your team is important to making the most of this software.

This article is for business owners and professionals using videoconference calls as a tool for meetings.

During the COVID-19 pandemic, video calls exploded in volume. While many businesses had previously resorted to regular voice-only conference calls, the pandemic ushered in a new age of cameras-on video calls — and that era appears here to stay. But the trend also raises questions around the intersection of company culture and videoconferencing. These include legal ones, such as whether managers can force employees to go “on camera” during every call. According to at least one lawsuit, companies might want to tread lightly when mandating whether employees should keep their cameras on or not.

Can forcing a cameras-on video call culture backfire?

Although videoconferences have enabled remote teams to get together and collaborate effectively, some managers have found it difficult to set and uphold expectations around certain elements of the video call. Chief among them is if team members should have their cameras on. While many find a cameras-on culture creates a more engaging and productive meeting, many employees are resistant to giving the rest of a team a window into their world — and trying to force them to do so can have big consequences for morale and engagement. So, what’s a manager to do when they want to make the most out of their video meetings?

Did You Know?

The number of daily Zoom users exploded from approximately 10 million in December 2023 to 300 million in April 2023 (Chawla, 2023).

The use of videoconferencing differs across companies and, sometimes, even within the same company. Some managers set strict rules for camera usage; for example, some may insist cameras must be on unless you’re sick. Others leave it up to individuals to decide if they want to use their cameras, often resulting in a hodgepodge of who is visible and who isn’t. Some leaders might expect cameras to be on only in smaller groups (say, fewer than 10 people) or for one-on-one meetings. 

Now that videoconferencing has been around for some time, legal precedent for just how far managers can go when mandating videoconference etiquette is beginning to emerge.

A recent case highlights one of the risks of a rigid videoconference policy and gives insight into how legal precedents are shaping up. An employee of Chetu, Inc., a software development company headquartered in Miramar, Florida, was instructed to take part in a virtual training session in which he was to remain logged in with screen sharing and with his webcam both on, all day. 

The employee refused to leave his camera on all day, saying he found it to be an invasion of his privacy. He did, however, comply with the screen-sharing requirement. A few days later, he was fired. A few months after that, he was awarded €75,000 (about $73,000) by a Dutch court for wrongful termination.

Benefits and drawbacks of on camera video calls

Some employers believe that the visual connection helps increase collaboration and connection. There is anecdotal evidence that shows that seeing another person does somewhat fulfill the need for face-to-face contact. This was especially true in the early days of the pandemic when contact with people outside our homes was scarce.

Some participants also feel like video calls give us a glimpse into another’s life, helping us see them as a whole person. There is nothing like seeing a cat traipsing across the camera or hearing a baby cry in the background to remind us that the person on our work call has a life outside of work. This window into their life as a “real” person can help increase empathy among coworkers and lead to more patience and tolerance for our colleagues.

Don’t forget some workers are truly remote. Maybe you have team members or direct reports in another office, another state or another country. The good news is that the popularity of videoconferencing now makes it normal for remote employees to join meetings online. If other employees are using videoconferencing to join as well, it levels the field in terms of being able to engage in the conversation.


If you’re looking for a videoconferencing tool, check out our picks for best video conference tools for small business, including our GoToMeeting review.

Despite these benefits, forcing employees to be on camera all the time is not a good policy and may even dampen creativity and productivity. Being on camera has its drawbacks, as anyone who has uncomfortably caught sight of their harried selfie on a conference call can tell you. But aside from that self-view paralysis, which we will discuss later, there are some lesser-known side effects to a video call.

Evidence suggests that watching a grid of people on a conference call is psychologically akin to having a room full of folks staring at you. The full-face view of people in front of their laptops simulates eye contact, and maintaining eye contact for an entire conversation or presentation is something that wouldn’t normally happen. When we engage with others in person, we naturally avert our gazes throughout the interaction, whether we’re listening or speaking. On video calls, it feels as though everyone is staring at us all the time. This sensation can be unsettling.

The actual view of the camera is rather narrow, which inhibits our willingness to move, gesture, and even stand up. If we’re meant to be on camera, our actual space may feel limited to that camera scope. Interestingly, being able to move is linked to paying closer attention and even to retaining information better. Consequently, this inability to move around may lower actual meeting productivity.

Another downside to on-camera calls is the self-view. Many videoconference platforms include a self-view as a default. You may have felt uncomfortable looking at yourself while on a call. If so, you’re not alone. In fact, some studies show a negative, depressive impact associated with increased self-evaluation that often accompanies this self-view. This is especially true for female users.


If you feel distracted or anxious when you see yourself in real-time on a conference call, check your application settings and minimize or turn off the self-view.

How to encourage camera use

Instead of mandating a camera-on policy, consider the softer approach of encouraging cameras on — and only for calls that make sense. Here are a few tips for inspiring your employees to put their best faces forward:

Be what you want to see. Make sure you have your own camera on. In smaller meetings this may be all the encouragement employees need to flip their own switches.

For collaborative or important calls, ask participants to turn on their cameras at the beginning of the call. Explain why you think it will benefit the meeting but don’t make demands to employees.

If an employee refuses to turn on their camera, take it up afterwards in a one-on-one call. The goal should be to understand and encourage, not to reprimand. They may have had a legitimate reason for not using their camera that may resolve itself or can be fixed. Even if the reason doesn’t seem valid to you, asking your employee about their non-participation on camera lets them know that it was noted and opens a dialogue to discuss the issue.

Weigh the costs and benefits. If there are more people in the meeting than can be shown on a monitor, is it worth demanding cameras-on for everyone? For large meetings, consider asking only the main presenters to use them.

Amplify the good and minimize the bad

If video calls aren’t going away, do we have to just take the good with the bad? Not necessarily. 

Many researchers are currently looking at the videoconferencing malaise known as “Zoom Fatigue,” and there are some simple actions user can take to lessen the negative effects:

Use videoconferencing strategically. Don’t automatically schedule every communication as a video meeting, but rather, for only those that make the most sense and offer the most benefit. Calls where the objective is to connect and collaborate are good candidates.

Check your tech. Ensure that your employees have adequate systems in place to use videoconferencing without technical challenges. This includes checking the app or software of choice but also internet speeds, access and even computer performance (calls with many people on video can be very taxing).

Modify settings to suit your needs. Change your view settings to hide or minimize your own image if you’re uncomfortable seeing yourself on screen. Consider getting a separate camera so that you’re not limited by the position of your laptop. Adjust your background by blurring it or adding a virtual background to retain some privacy in your surroundings.


Participants in Zoom Fatigue studies believe you can reduce it through better meeting management, resolving technical issues beforehand, and setting expectations around camera use and sticking to them.

Creating a video conference culture that works

While videoconferencing has its fans and its foes, it’s undeniable that it has helped keep teams and colleagues connected. If anything, its widespread use has given us a lot of data points to improve the experience and refine how we use it. As your team develops its own culture around videoconferencing, pay attention to how well it works (or doesn’t) in order to optimize your meetings and keep employees engaged. For even more information on how to make the most of a video call, read our tips to hosting productive videoconferences.

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9 Best Ways How Overdelivering At Work Can Backfire


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Managing expectations is the most central section of any business or relationship, which can be problematic. The term “under promise and overdelivering” is not unknown in today’s generation.

Let us understand why this is a bad idea.

“The substantial menace for our preponderance lies not in setting our goal too high and plummeting it too short, but in setting our objective appropriately and achieving our spot.”

How does overdelivering at work backfires? #1. Overdelivering – Setting Impractical Beliefs

Imagine a scenario where your employer has assigned you some work, and you committed to doing it in three weeks. Your company allocates an assignment, and you undertake it in two weeks. In a common situation of overdelivering, you finish it in just one week. It probably will feel divine, and your employer may even pat your back for the accomplishment, but with this appraisal, you have established a prevailing thought in your employer’s brain. The expectation is that you can complete your task before the deadline. Suppose you don’t get cautious on time. In that case, your employer might probably start expecting overdelivering at every possible opportunity, irrespective of the deadline you have agreed to.

#2. Overdelivering – Don’t Give Impossible Ideas

When your client says they welcome the “out of the box” kind of thinking, you immediately start developing challenging and disruptive ideas. But at the time of the presentation, your client gets aggravated and proves to be unimpressed. The only thought that comes to mind is, “All we did was, provide some extra benefits; then what went wrong that aggravated the client’s temperament, and why the client became so mad that they threatened to cut the knots with the firm?”

#3. Overdelivering – Wastage of Time and Funds #4. Overdelivering – Stop Adding Unnecessary Stuff

To stay on top of the newest know-how, fashions, product modernisms, and technical updates; there are various sources from which you can get these latest stories, like the different industrial sites, LinkedIn, Twitter, and Facebook. Being a worker at the agency, you might love to share this exciting information with your clients. But the reality is that what might appear interesting to you may be useless for your client. Hence, sharing a link whenever you find something interesting to your customer can backfire. If you want a full appraisal from your client for the extra effort you put in, choose you’re outstripping. Most importantly, check and make sure whether the information you are sharing with your client is relevant to their business, and if yes, then in what ways.

#5. Overdelivering – Taking the Wrong Route #6. Overdelivering – Half-Cooked Plans

Sometimes companies get excited about finding fascinating chances and possible methods of changing the client markets. In this excitement, they set an introductory meeting with the clients to get their feedback and check the occasion’s merits. These kinds of meetings backfire on the firm because even though the agency was holding an informal discussion, the clients attended it in the hopes of it being proper. These scenarios put the agency in a backlog in the client’s view. The aftermath of these cases is not gentle or peaceful. To avoid these situations, the companies should explain the presentation’s limitations to the customer beforehand.

#7. Overdelivering – Don’t Wait for the Appraisal #8. Overdelivering – Eyes On The Trophy

The most philanthropic work to deliver overdelivering facilities to clients can backfire at any moment. The clients will be liable for the overdelivering of products, mistakes, miscommunication, or interruptions even though no correlations exist. If your customer perceives you have been unfocused and distracted in routine matters, you might lose your client’s trust. No matter what, the client’s perception is always right. So in due time, ensure that your company takes care of the client’s standard requirement before taking care of the value-added service, or this might jeopardize your professional relationship.

#9. Overdelivering- Cut to the Quick

Occasionally, people get pretty possessive of their work. The company’s extra effort may be considered an invasion of their comfort zone and might put your business in the bad eye of the client and may get you bad feedback.

In this competitive world, everyone wants to be ahead of the other. This should not be taken negatively, as putting in extra effort at work is great and often does the trick. Still, there is nothing wrong with being attentive and knowing when and how you are over-delivering. You never know when it might backfire, and all your efforts may end. As no two people are alike, how can the same tactic work for all? Similarly, overdelivering is not for all, nor is it appropriate for all conditions. Everything has a boundary; one must learn to look for these limits.

So how do you negotiate – and set the platform for long-term fidelity and dependability?

There are three ways of doing so, which include:

know the boundary of using time, resources, and money;

be up-front concerning the intentions; and

having at least a two-week processing time for the project completion.


Under-promise and overdelivering helps eliminate the unwanted risk that can hamper the firm’s reputation in the most dangerous ways. It puts the company in compromising positions and may even break the client’s trust. If the companies wish to overdeliver the product, they should contemplate hard and plan it thoroughly to work in their favor and not on the contrary.

5 Ways Brands Can Build An Enterprise Seo Culture

Across every industry, vertical, and product/service category, search and SEO culture has emerged as the beating heart of a successful enterprise marketing operation.

SEO insights provide business intelligence not only to marketing but to operations, product development, and customer service, among others.

Enterprise search enables brands to not only respond to, but actually get ahead of consumer demand in position, and be equipped to capitalize on trends as they emerge.

In this increasingly digital world, where inbound marketing is powering rich, fulfilling customer interactions and relationships, success in enterprise SEO is success in business. That’s no exaggeration.

And it all hinges on your ability to build and nurture enterprise SEO culture.

What Does Successful Enterprise SEO Culture Look Like?

You would be forgiven for thinking culture is a bit of a buzzword – but it’s a lot more than that.

At the enterprise level, SEO culture is:

The way your SEO team interacts and collaborates internally and across the organization.

How SEO is prioritized by leadership, and how the budget is allocated as a result.

The mixture of people, process and platforms that drives marketing performance.

A shared mindset and commitment to better serving and scaling the business.

Knowledge, beliefs, habits, and best practices that support SEO, and how the business benefits from SEO.

Building an enterprise SEO culture is challenging, but the benefits are well worth it.

In SEO organizations with a positive culture, search is recognized as integral to the business and championed across business units.

Let’s take a look at five specific ways you can build and protect this culture in your own organization.

Five Ways to Build an Enterprise SEO Culture

Start with a common objective and shared goals.

Build trust and rapport inside SEO and across the brand.

Develop and invest in your people.

Shore up operations with empowering processes and technology.

Establish a Center of Excellence to replicate successes and support organizational maturity.

1. Start With a Common Objective and Goal

What is your SEO vision and mission? How does it align with your company’s broader business goals and objectives, and what key results will move those forward?

Developing a solid understanding of the landscape in which you’re building this culture is critical to its success.

This is where a modified SWOT analysis can help. Take stock of your strengths, weaknesses, threats, and opportunities from both an SEO and an organizational perspective.

SEO is not an island. You don’t want your team operating in a silo, disconnected from the organization as a whole. List internal barriers to a results-based SEO culture across the organization, and begin formulating the ways you’ll overcome them.

Enlist the help and support of cross-departmental leaders and any C-suite stakeholders in developing your SEO vision.

Don’t create it on your own and try to sell it to them after the fact. Help them develop their own understanding of what SEO brings to the table from day one.

2. Build Trust and Rapport Inside SEO and Across the Brand

Creating a culture of trust is no small feat – it’s an ongoing process that takes an unwavering, everyday commitment. Trust can take years to build, and just moments to break.

In enterprise SEO, you might also be dealing with trying to build and nurture trust across time zones and cultural boundaries; with internal teams and third-party contractors alike.

Again, this is where getting stakeholders involved early on in meaningful ways can pay big dividends later on.

Keep these in mind as you bring on new team members and scale your SEO operation:

Hold regular one-on-one meetings.

Be fair when giving feedback to team members and cross-departmental colleagues.

Don’t wait for people to raise issues with you – approach those who may be struggling silently.

Acknowledge that failure will happen and be okay with it when it does.

Be clear about who serves as the point person for important contacts across the brand.

Set ground rules and communicate them clearly.

Be accessible to team members and cross-departmental collaborators alike.

Implement a zero-tolerance policy for bullying and model healthy conflict for team members, instead.

Su also recommends that leaders provide coaching and mentoring opportunities to those interested or those who show potential.

This brings us to your next culture-building step.

3. Develop and Invest in Your People

How will you keep SEO team members engaged and feeling fulfilled?

Despite their incredible responsibilities and the size of the website or network of sites they manage, enterprise SEO organizations tend to be small and close-knit.

In fact, the typical in-house SEO team has 2–5 members, regardless of whether the business has fewer than 100 employees or more than 1,000.

The skills required for these SEO positions are both broad and highly specialized, and span both the technical and the creative.

In addition, succeeding inside an enterprise organization takes a whole other skill set – business acumen, reporting mastery, exceptional communication skills, and political awareness among them.

It’s essential that you don’t burn out these “unicorn” employees and churn through them. They’re in short supply, and once your organization becomes known as a toxic place to work, you’ll struggle to find qualified applicants at all.

Develop hiring and onboarding best practices that will enable you to find the best fit not only for the skills gap you need to fill but for the culture you’re trying to create, as well.

Ask yourself:

Do our HR policies and strategy support SEO team members and make them feel safe?

Are we addressing diversity, equity, and inclusion in real, meaningful, and measurable ways?

Do SEO team members have access to training, certifications, and other educational opportunities to keep them engaged and at the top of their game?

Are we being proactive in providing professional development and mentorship or relying on team members to self-identify with their needs?

Are we creating a culture where open communication and collaboration are rewarded?

4. Shore up Operations With Empowering Processes and Technology

Documenting standard operating procedures and fleshing out reporting processes may make your eyes glaze over – and those of your team members, as well.

Make sure you’re using technology to intelligently automate as much of the redundant, rote work of enterprise SEO as possible.

Free up team members for more impactful pursuits such as interpreting the output from those tools and evangelizing SEO successes with cross-departmental teams.

SEO has the capacity to provide invaluable business intelligence. Make sure your enterprise team is equipped with the technology and processes to:

Understand and activate real-time opportunities gleaned from consumer search data.

Make real-time content and offer optimizations that better deliver on customer expectations.

Dynamically adapt to real-world events in your vertical and potentially interruptive political, social, economic, and technological happenings.

Have both a high-level, birds-eye view of SEO performance and the ability to dig in and get granular.

Combine search data and other business intelligence to capitalize on new opportunities and emerging trends.

You can read more about how search and business intelligence work together to support enterprise goals here.

5. Establish a Center of Excellence to Replicate Successes and Support Organizational Maturity

Finally, all of these processes and best practices you’ve developed must be made replicable and scalable. The best way to achieve this is through the development of your enterprise’s SEO Center of Excellence.

This is where the mindsets, skill sets, and toolsets that power exceptional SEO performance come together in a living, breathing repository you’ll keep updated as your operation evolves.

Your Center of Excellence will guide onboarding, training, professional development, adherence to internal and industry best practices, performance frameworks, and more.

As you grow your team and your enterprise SEO strategy evolves, the Center will serve as a single source of truth for your team.

This is where you’ll share learnings, celebrate successes, strategize, evangelize, and mature as an organization.

I share more about sharing SEO insights and inspiring interorganizational action here.

Key Takeaways

Building a healthy, sustainable enterprise SEO culture takes time and an unwavering commitment from leadership.

So-called soft skills – communication, collaboration, and curiosity among them – are integral to a positive culture.

SEO culture isn’t exclusive to the SEO team. Early and ongoing support from the C-suite and other department decision-makers is essential.

Investments of time and budget must consider the SEO organization’s people, processes, and technology to produce the balanced approach required for long-term success.

Enterprise SEO culture, best practices, and knowledge are made scalable and replicable through an established Center of Excellence.

More Resources:

Image Credit

In-post image created by author, July 2023

How To See Multiple Screens On Zoom

2023 might not be known to be the year where people gathered but the global situation that we’ve been put into hasn’t stopped us from interacting with our loved ones, family, and getting work done. With services like Zoom, communication is the least of anyone’s worries during the pandemic, and organizations and businesses have found logical alternatives for collaboration and conversation.

One of the key highlights of Zoom is its seamless capability to share one’s screen with others. But did you know that you can see more than one shared screen during meetings on Zoom? That’s what we’re here to talk about.

In this post, we’ll explain how you can see multiple screens at the same time on Zoom, how it works, things you need to enable it, how you can use simultaneous screen sharing, and more.

When can you see multiple screens at the same time on Zoom?

You can see multiple screens on Zoom only when others share them with you inside a meeting. This is possible through the simultaneous screen sharing feature on Zoom which allows multiple participants to share their screens at the same time.

When multiple users share their computer screens at the same time, you will be able to view them at once or select the ones you want to show up on your screen.

What do you need?

To enable simultaneous screen sharing, you require the following things.

You are the meeting host on Zoom

You have disabled Remote support for everyone in your account or group

You’re using the latest version of the Zoom desktop client on Mac, Windows, or Linux

You have enabled content sharing through dual monitors (Optional but recommended)

How to enable simultaneous screen sharing on Zoom

Before you proceed to enable simultaneous sharing on Zoom, you need to make sure that you’re the meeting host and that you have turned OFF Remote support. To enable simultaneous screen sharing, open the Zoom desktop client on your computer, and then join a meeting as a host.

You have successfully enabled simultaneous screen sharing inside the Zoom meeting.

How to see multiple screens inside a Zoom meeting

Once you have enabled the ‘Multiple participants can share simultaneously’ option inside the meeting screen on Zoom, any participant present in the meeting can share their screen irrespective of whether someone else is sharing theirs.

Participants will see the following content depending on the setup they use for their Zoom meetings:

For those using dual monitors: Can see 2 screens that were most recently shared.

For those using the Zoom mobile app: Can see 1 screen most recently shared screen, No option to change the screen they’re viewing.

Why should you use simultaneous screen sharing?

With simultaneous screen sharing, you get a bunch of benefits.

Sharing rights isn’t restricted to a single participant in a meeting

Others can share their screen even when one participant is currently sharing

Gives participants the ability to decide whose shared screen to look at

Dual monitor users can view two shared screens at once

Helps meeting members make a real-time comparison of documents or work materials

Why should you NOT use simultaneous screen sharing?

As useful as it may be on most occasions, there are some limitations to simultaneous screen sharing, and here are some instances you should not use it.

Participants using the Zoom app on their mobile phones still won’t have the ability to share when someone else is sharing, even with this feature enabled.

When you enable simultaneous screen sharing on Zoom, you lose the functionality to share your computer’s audio when showing your display with others.

Simultaneous screen sharing also disables the ‘Optimize for full-screen video clip’ option on Zoom.

The ability to view multiple screens during a meeting is limited to those with a dual-monitor setup. Regular users will have to decide whose screen they want to view and they can only view one of the screens on their desktop.

Want to view multiple user’s camera views instead?

If you wish to see multiple participants on the same screen during a Zoom meeting and not the screens shared by others, then you can do that by simply switching to Gallery view from inside the meeting screen. Gallery view lets you see up to 49 participants in a single grid and you can also customize your view by re-ordering participants on your screen.

You can learn more about viewing multiple users on Zoom in the post we’ve provided in the link below:

▶ How to see everyone on Zoom on PC and Phone

That’s pretty much all we have to share about seeing multiple screens on Zoom. For more posts on the video-conferencing platform, check out our dedicated Zoom section. 


Law, Culture, And Economics Of Fashion

The law, culture, and economics of fashion are interrelated and dynamic fields that shape the fashion industry and impact consumers, producers, and other stakeholders. The law governs the protection of intellectual property rights, such as trademarks and copyrights, in fashion design and branding. Culture influences the styles, trends, and social norms surrounding fashion, while economics drives the production, distribution, and consumption of fashion goods and services. Understanding the interplay of these factors is essential for anyone involved in the fashion industry or interested in its evolution and impact on society.

The Law, Culture, And Economics of Fashion

The law, culture, and economics of fashion are important factors that shape the fashion industry and impact a wide range of stakeholders, including consumers, producers, and businesses.

Law of Fashion Culture of Fashion Economics of Fashion

The economics of fashion refers to the study of the production, distribution, and consumption of fashion goods and services. It encompasses the analysis of market dynamics, consumer behavior, and supply chain management, as well as the economic impact of fashion on the global economy. The economics of fashion involves understanding the factors that drive demand for fashion goods, such as income, taste, and cultural trends, as well as the production and distribution processes that bring these goods to market.

It also examines the role of fashion as a form of consumption and its impact on the economy, including the contributions of the fashion industry to employment, trade, and economic growth. Additionally, the economics of fashion covers the study of globalization and its impact on the fashion industry, including the growth of international trade, the movement of production to low-cost countries, and the increased competition in the global market. In conclusion, the economics of fashion is a complex and dynamic field that plays a critical role in shaping the fashion industry and its impact on society.

Interconnectivity Between Law, Culture, And the Economy of Fashion

The interconnectivity between the law, culture, and economics of fashion reflects the complex and interrelated nature of these three factors and their impact on the fashion industry. These interconnections between law, culture, and economics create a dynamic and ever-evolving landscape that influences the fashion industry, its practices, and its impact on society. The interconnectivity between the law, culture, and economics of fashion also affects the ethical and environmental practices of the fashion industry, including labor rights, sustainability, and the use of environmentally friendly materials.

The law of fashion shapes and regulates the fashion industry, including the protection of intellectual property, consumer protection, and trade practices.

Culture has a significant impact on consumer preferences, fashion trends, and cultural attitudes towards fashion. This drives demand for fashion goods.

Culture has a significant impact on consumer preferences, fashion trends, and cultural attitudes towards fashion. This drives demand for fashion goods.

The law of fashion can impact the profitability and sustainability of fashion companies, for example, by affecting the protection of their designs and trademarks.

Culture also impacts the design and marketing strategies of fashion companies as they strive to appeal to the cultural tastes and preferences of consumers.

The economics of fashion looks at the costs and benefits of fashion production, including the use of labor, materials, and technology, as well as the role of globalization in the industry.

Additionally, the interconnectivity between the law, culture, and economics of fashion also highlights the importance of collaboration and coordination among various stakeholders in the fashion industry, including designers, manufacturers, retailers, consumers, and policymakers.

In conclusion, the law, culture, and economics of fashion are interrelated and have a significant impact on the fashion industry, its practices, and its impact on society. An understanding of their interconnectivity is crucial for shaping a more sustainable and responsible fashion industry.


In conclusion, the law, culture, and economics of fashion are intertwined and play a critical role in shaping the fashion industry. The law regulates the industry and protects intellectual property and consumer rights, while culture drives consumer preferences and trends. Economics analyses the production, distribution, and consumption of goods and services and their impact on the global economy. The interconnectivity between these three elements highlights the importance of collaboration and coordination in the fashion industry and the need for ethical and sustainable practices. Understanding the interconnectedness of the law, culture, and economics of fashion is crucial for shaping a responsible and sustainable fashion industry.

Headphones Are Not Working On Zoom: 5 Ways To Fix This Issue

Headphones Are Not Working on Zoom: 5 Ways to Fix This Issue You should disable Hands-free Telephony right away




Multiple users have reported that their headphones aren’t working with Zoom. This can be a very important problem if you make use of Zoom for all your video calling needs.

You can try selecting your headphones within the Zoom app or reinstall it completely to fix this issue.



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readers this month.

Zoom became quite popular, especially after the pandemic arrived. Now, it has grown to be the default video-calling software for everyone. While Zoom has grown its list of features over the past few years, there are some issues that have been troubling users ever since it made the scene.

There are several user reports regarding headphones not working on Zoom on various forums. In this guide, we are going to give you a list of solutions that will help you resolve the issue and get back to video calling. Let us get right into it.

Why are my headphones not working on Zoom?

Here are a few reasons why your headphones are not working on Zoom:

Your headphones might be muted – A silly mistake could seem like big trouble, but in reality, it isn’t. You might have, by accident, press the mute button, which is why you aren’t hearing any sound from your headphones.

Your headphones might be connected to another device – There are chances that your Bluetooth headphones have paired up with another device instead of your PC on which you are using Zoom.

There is some issues with Zoom audio settings – You might have turned on or tweaked some audio setting inside the Zoom app which is causing the issue.

The problem might be with your USB port – Wired headphones can also cause issues if the wire connecting it or the port it is connected to is damaged.

A conflicting program might be open – You need to ensure that there is only a single software open on your PC which has access to your headphones.

What can I do if my headphones are not working on Zoom?

Whenever you come across a software issue, always try restarting your device, as the problem might be because of a temporary glitch.

Make sure you have selected your headphones as the default output device on the PC when you have headphones not working on Zoom on your laptop.

Ensure the mute button isn’t toggled ON.

Check the connections and the port you have connected it to in case the wired headphones are not working on Zoom.

Try connecting your headphones to another PC and see if it works fine. If not, then there are some issues with your headphones themselves.

1. Check audio settings in Zoom

There are chances that you haven’t selected your headphones inside the Zoom app, which could be the reason behind the problem.

Expert tip:

2. Ensure Zoom is not muted by your PC 3. Make sure the correct device is selected 4. Turn off Hands-free Telephony

This solution was suggested by one of Zoom’s users who contacted us. Notably, this solution has helped several users fix the headphones not working on Zoom issues.

5. Reinstall Zoom

Chances are that during the previous installation, some important Zoom files went missing or did not install. In this case, a clean install will help you fix things when bose headphones are not working with Zoom or other devices.

That is not the only issue users have reported in the past. We have a dedicated guide that shows you how you can fix Zoom video not working issues on Windows and Mac.

Also, you can refer to our guide if Zoom filters aren’t working for you. You can check out our guide that lists Zoom meeting connection issues and error codes with solutions.

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