GrokTalk Blog

Although the idea of conducting a workplace wellness assessment may seem like a purely qualitative exercise, wide-reaching data and professional research indicate quantitative goals are affected as well. A Gallup study supports the position that the cost of poor workplace wellbeing negatively impacts an organization's goal achievement and bottom line. These are key takeaways from Gallup's research.

Companies are starting to identify the value of detailed employee segmentation practices that help them understand their employees’ needs more effectively and transparently.

The difference between an organization that enjoys a culture of trust and one that does not is akin to a good or bad relationship. Healthy relationships foster trust, communication, and a sense of wellbeing. The precise opposite is true of dysfunctional ones that cause everyday people stress and anxiety before getting out.

In a word, now. Over the past year, we’ve learned that employees depend on employer support to help them not just cope with periods of change and uncertainty, but to maintain their daily, whole-person wellbeing. The transition back to the office and into post-pandemic workplace norms is going to reveal additional challenges — and opportunities to take employee wellbeing to the next level.

May 25, 2020, was a day we’ll never forget. I remember the pain and heartache I felt learning witnessing the horrific murder of another Black person at the hands of police. On top of the pain that we were already feeling about the global pandemic and the lockdown, it just felt like too much. And I grieved that all of us were living in a world where something like that could happen, could still happen, after all these years and decades of equal rights talk and activism. Unfortunately, talk and activism weren’t enough to save George Floyd’s life — to give him the breath he called out for, the breath taken away from so many others before him.

For a company to grow and thrive, it needs to have a culture that encourages innovation. That can only happen if employees feel that it is safe for them to take risks at work. 

Identifying workplace stressors ranks among the crucial issues facing modern industry leaders. Fast-paced technologies and increased drives to complete more tasks at a rapid pace prove counterproductive in the long run. That’s largely because frontline workers experience symptoms of stress, anxiety, and develop an aversion to being at work. Today’s thought leaders have a unique opportunity to pivot away from outdated models that pretend workplace stress doesn’t hamstring the organization. By identifying workplace stressors and making positive change, organizations are better equipped to succeed.

Workplace culture is the backbone of every company. It’s what defines your organization and allows you to create an identity that you can communicate to your employees, customers, and the general public.

In March 2020, the entire world stopped. Countries worldwide started to take the COVID-19 virus seriously. Many companies stopped functioning normally and had to pivot to running digitally. Some organizations didn’t make it during the past year — and many employees continue to struggle with stress, anxiety, and overwhelm.

The number of employees struggling with addictive substances has surged since 2018. Nearly half of American workers abused substances, and the number of people who were absent due to alcohol and substances almost doubled through 2020. The issues with drugs and alcohol in the workplace don’t even account for the overuse of prescription drugs.  

Let’s face it, a bad case of the Mondays, as coined from the cult classic Office Space, is a serious affliction shared by workers all around the world. We live in a labor-intensive society that often leaves us craving the freedom of the weeknd and resenting the start of the work week. This naturally makes Mondays one of the most hated and fraught days of the week, but what if it doesn’t have to be?

It’s essential to recognize that community members who come together to further their economic and social benefits through work have similar interests. These typically include paying for a more comfortable lifestyle, raising a family, and planning for retirement, among others. Despite these inherent common goals, not everyone enjoys the same level of corporate input and respect. When underrepresented team members are not afforded an equitable voice in an organization, it’s crucial that colleagues support them. Perhaps the best way to promote a fair and diverse business environment involves learning how to be an ally in the workplace.