GrokTalk Blog

In talking with HR leaders at companies with large, diverse and dispersed workforces, the conversation rarely fails to touch on the fact that no matter how great the wellbeing benefits offered, some employees can’t “get around” to using them.  The social health and wellbeing network that helps employees at global enterprises to move more, sleep better, eat more healthily and reduce financial stress. Our CEO's book, It’s Personal: The Business Case for Caring, thoughtfully examines the Human Connection Movement™ in the workplace, which is fueled by a growing desire among employees to feel more connected to one another and as a result, better connected to their jobs. 

Corporate diversity, equity, inclusion, and belonging (DEI&B) programs are a work in progress, as HR leaders across industries are continually learning what it takes to make a long-term difference in attracting, retaining, supporting, and promoting a diverse workforce today. But change doesn’t happen overnight, and for many, it feels like all of the hard work they’re putting in to build a more diverse team and attractive employee value proposition isn’t resulting in happier, more engaged employees fast enough. 

Grokker Innovation Labs — Grokker’s research organization — is putting the finishing touches on research studies and events for the year ahead. We asked for feedback from HR leaders on the HR leadership topics that matter most to them and the speakers they’d like to hear from at webinars and roundtable discussions.

Like virtually everything else in the modern workplace, Grokker’s Wellness Minute is transforming to better sync, quite literally, with today’s workforce. It’s still 60-seconds long. It’s just as motivating as it’s always been. It does as much for your health, happiness, and sense of purpose, belonging, and balance as ever before. But now, it’s called the Wellbeing Minute! Let us take a minute (or two) to explain…

Technology has brought us to the age of information, the age of digitization, the age of AI, smartphones, and, yes, the age of convenience. From the advent of food and grocery delivery services to live TV and movie streaming networks, people have become accustomed to personalizing and digitizing their various needs and entertainment experiences.

Providing support through wellbeing programs that your employees will love is only half the battle for industry leaders. There’s no use in offering a wellbeing program if your employees never actually participate, which is where incentives come in.

World Mental Health Day is Sunday, October 10, and people from around the globe will be participating in activities that raise awareness of mental health issues and help mobilize efforts in support of mental health. Mobilization is paramount: people need support for their mental health — and that support can and should come from a variety of sources, including the workplace.

Wellbeing coaches are brought into an organization or office to help improve the wellbeing of employees and team members. They’re quickly becoming a common investment in the corporate world, and they allow organizations to limit downside, churn rates, and most importantly, worker dissatisfaction.

Offering employees benefit packages has emerged as something of a standard practice. Organizational leaders remain keenly aware that common benefits are necessary to attract and maintain a robust talent pool. That’s generally because team members understand that the company considers their contributions valuable, and these perks add to the quality of their life.

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. 

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.

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.