GrokTalk Blog

One positive impact of the COVID-19 pandemic has to do with something most people can get behind: pet ownership. Surveys carried out in December 2020 showed that 10% of respondents in the United States said that they had recently acquired a new pet, which was an increase from just 6% earlier that year. 

In 2021, following a decade of social movements ranging from The #MeToo movement and Black Lives Matter to the legalization of same sex marriage, it’s not enough to simply state that you’re an ally and call it a day. 

We often talk about a shared company culture that employees can identify with and embrace, but we hardly talk about the benefits of promoting individuality as part of that company culture.

As the stepmom to a nonbinary, bisexual stepkid, June holds special importance to me. It is a month out of the year where we can celebrate the beautiful diversity that our LGBTQ+ family, friends, and colleagues bring to our lives.

The past year took a toll on our bodies and minds, leaving everyone stressed out, exhausted, and close to burnout. With the return-to-work transition underway, there’s no better time to hang up our pandemic spurs and lay claim to some priceless wellbeing gold. In other words, head into the next normal with a plan to support your employees in a way that promotes self-care, deeper connections, and higher levels of engagement.

As the month of July is upon us, it’s important to remember that the values and sentiments of Juneteenth don’t end in July. The observation and celebration of equity, inclusivity, and diversity in the workplace should be the norm and is something we need to carry on every month of the year. 

Don’t let the title mislead you; wellbeing in the workplace is no game. The health and wellbeing of your employees is just as important as (and often a reliable indication of) the health and wellbeing of your company. 

The global pandemic prompted wide-reaching industries to pivot to remote workforces. Few employees were prepared for this seemingly radical shift even though the work from home trend had evolved by upwards of 400 percent during the last decade, according to remote workforce statistics published by Tech Republic. Those who were unprepared or not well suited to the change grew tired of working from home relatively quickly. Some developed the telltale signs of work from home fatigue and digital fatigue from excessive screen usage. These issues can be overcome with sound policies, infrastructure, and time management strategies.

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.