meQuilibrium

We're growing! Come work with the smartest, most creative, forward-thinking #sales team in the business. As Edward writes, join us and be a force for growth! #hiring

Thrilled to see meQ's Alanna Fincke, NBC-HWC in Fortune! Alanna predicts a looming "manager crash" in 2025. But, she continues, leaders can avert the crash: "Organizations will need to take decisive action, such as prioritizing manager self-care through explicit policies, as the benefits will cascade throughout the organization, improving productivity, innovation, and overall workforce health." Read more from Jane Thier on the rising risks to manager mental health and organizational performance. Come see us in the comments for more on averting the crash.

A ‘manager crash’ may be on the horizon, meQ's Alanna Fincke, NBC-HWC predicts. Learn why — and how more meQ experts see 2025 taking shape — in HR Dive. https://lnkd.in/gUFtagMS

I think there is big trouble on the horizon for managers. Based on current data trends, we're seeing that no one is minding the managers. Managers are at higher risk of burnout and turnover than the people they manage. Managers are also less likely than their teams to feel THEIR manager supports them. And unless organizations take decisive action, such as prioritizing manager self-care through explicit policies, they will see what I'm calling a “manager crash” – meaning a significant downturn in manager well-being, performance, and the ability to continue taking the lead as the change champions of the company. What do you think? Check out this and more powerful 2025 workforce predictions you don't wanna miss from my esteemed meQuilibrium colleagues, the fab Jan Bruce , Brad D. Smith , and Andrew Shatte' https://lnkd.in/d4SpmCAh

Let’s be real. No one knows exactly how 2025 will play out for businesses. There are too many unknowns. But one thing is certain. Successful organizations will be the ones that empower teams for the era of change. Those who don’t will lose out on human and business potential, as anxiety and burnout drag workforces down. As Jan Bruce, meQ CEO and co-founder, says, “The future of work will belong to those who aren’t just change-tolerant, but change-ready.” Here, meQ experts Jan Bruce, Brad Smith, Ph.D. (Chief Science Officer), Alanna Fincke, NBC-HWC(Executive Director of Content and Learning), and Andrew Shatte', Ph.D. (Chief Knowledge Officer) share 4 data-based workforce trends for 2025—and what leaders can do to empower people for the era of change. See the full predictions in the thread below ⬇ ⬇ ⬇ and stay tuned for the 𝟮𝟬𝟮𝟱 𝗦𝘁𝗮𝘁𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗥𝗲𝗽𝗼𝗿𝘁 with more predictive research and recommendations for what to do next. (Coming soon!) *** JP Elliott, PhD, we just saw your post about the Dec 4 event with friend-of-meQ Steve Hunt! Tagging you here in case the Throwdown bouts align with what our latest research is showing us. Holler if you'd like to see an advance copy of our the full State of the Workforce Report.

Great news! We're proud to announce that Edward Costello has joined our senior management team as Chief Revenue Officer. Ed brings a unique combination of skills and experience to meQ, having served as a strategic advisor to Fortune 500 HR companies at Mercer 𝘢𝘯𝘥 building a direct-to-employer testing and wellness services business unit at Labcorp. As Jan Bruce, our CEO and co-founder, says, "We're delighted that Ed is joining our executive leadership team. His deep customer-centric experience with HR and healthcare buyers and his strategic understanding of their evolving needs strongly complement meQ's leadership team. He's uniquely positioned to lead our commercial operation, delivering value to today's leading employers." Welcome, Ed! We're honored and excited to be in this work with you. Check out the full story to learn more. https://lnkd.in/gnT3BSvK #CRO

Meet Joe. Joe is a field reimbursement manager. He's a self-proclaimed problem solver—always up for a challenge. But, with the world changing dramatically, Joe began to feel the weight of problems not easily fixed. We first met Joe when he started using our digital coaching platform for resilience. His company provided meQ free of charge. From the start, Joe knew he needed to build his resilience. “I want my five-year-old son to grow up in a world that’s inclusive, kind, and accepting,” he says. “I notice the world around me more now, and I’m concerned. I’ve needed something to deal with that stress." So Joe's taking steps to address his anxiety and be his best self, at work and at home with his family. This is how. 𝟭. 𝗛𝗲 𝗮𝗱𝗺𝗶𝘁𝘀 𝘄𝗵𝗲𝗻 𝗵𝗲 𝗻𝗲𝗲𝗱𝘀 𝘀𝘂𝗽𝗽𝗼𝗿𝘁. (𝘖𝘧𝘵𝘦𝘯 𝘵𝘩𝘦 𝘩𝘢𝘳𝘥𝘦𝘴𝘵 𝘴𝘵𝘦𝘱!) “I think for the first time in my life, I’ve had to look around and say, ‘I don’t think I’m okay.’ And it’s okay to say you’re not okay, but I need to know what to do about it.” 𝟮. 𝗛𝗲 𝗮𝘀𝗸𝘀 𝗳𝗼𝗿 𝘄𝗵𝗮𝘁 𝗵𝗲 𝗻𝗲𝗲𝗱𝘀. “How I interact with my wife can impact how I interact with my son. For example, if she rushes out of the house and is short with me, or we don’t talk, I’m a little grumpy. Then, when I’m helping my son get ready for school, all of a sudden, I’m short with him. But he didn’t do anything. “The meQ Don’t Be a DEAL-Breaker activity has helped me. My wife shared that usually, her mood in the morning has nothing to do with me. I used the activity steps to describe how it affects me and ask for manageable change. "Using this skill has not just improved our relationship, but it also makes me better with my son. I even tend to have a better workday.” 𝟯. 𝗛𝗲 𝘀𝘁𝗲𝗽𝘀 𝗮𝘄𝗮𝘆 𝘁𝗼 𝗰𝗵𝗲𝗰𝗸 𝗶𝗻. “Sometimes I’ll be like, ‘Okay, I’ve been at my desk for two hours. I’ve been on calls, and I need to chill out.’ And I’ll use meQ's Breathe Coach to do that. Or I’ll get up and walk around.” 𝟰. 𝗛𝗲 𝗽𝗼𝘀𝘁𝘀 “𝗻𝗼𝘁𝗲𝘀 𝘁𝗼 𝘀𝗲𝗹𝗳.” “Two years ago, I got a new boss, and we had communication challenges. I used meQ content around communication, wanting to improve, and posted notes around my computer before calls to remember to apply them to our conversations. Our relationship is now going well. It’s also helped me improve my overall job performance." 𝟱. 𝗛𝗲 𝗳𝗼𝗰𝘂𝘀𝗲𝘀 𝗼𝗻 𝘄𝗵𝗮𝘁 𝗵𝗲 𝗸𝗻𝗼𝘄𝘀. “At first, I thought my boss just didn’t like me. But meQ's Trap it, Map it, Zap it activity made me look at things differently. This technique has helped me shift my focus to why I feel the way I do and what I can change.” Today, Joe's resilience has helped make him a stronger father, husband, and employee. And he got here because he knew he needed help—and he found a way to ask for it. We are proud to be part of Joe's strength. We're proud to be here for him, and for every meQ user, every single day. See more stories of men building resilience. ⬇ ⬇ ⬇

Is this you? You want to invest in digital coaching for workforce resilience. And you’re facing budget constraints. You CAN put your workforce on the path to resilience. You know it’s worth it. You know a resilient, agile workforce is key during unrelenting change and uncertainty. You know resilient people have better performance and well-being outcomes. You know digital coaching in workforce resilience improves retention, experience, and engagement. You know that organizations with highly resilient workforces beat the Dow Jones by 2.9x. (Or you do now.) Here’s how to find the money you know workforce resilience deserves. Read through, then check the comments for a worksheet to help you get the job done! #budget #humanresources #HR #resilience

Resilient managers deliver in more ways than one. See, resilient managers are the ones who can support their teams. meQ data finds that these employees are 56% less likely to have high work stress, and they have a 58% lower rate of burnout. What's more, resilient managers change the nature of work. Why? Because they: 💡Boost psychological safety by as much as 42%. 🤝 Make it 4.5x less likely an employee will leave. 🙂 Lower the rate of workplace incivility by 66%. 💪 Even improve employees' sense of physical well-being by 32%! Resilient managers deliver safety, belonging, and well-being. And all of that is the bedrock for creativity and productivity. It starts with resilient managers! Tag that manager who's been a resilient leader in your work life, whether it's a teacher, a camp counselor, a colleague, or a literal boss. And check the comments for the 5 actions you can take to help all managers become 𝙧𝙚𝙨𝙞𝙡𝙞𝙚𝙣𝙩 managers.

What separates your great jobs from your grueling jobs? A lot of things. One thing is almost always in the mix. Your manager. Managers influence everything. How many lattes a barista can make in an hour. How many pallets of lawnmower parts get shipped in a day. Team psychological safety. Employee turnover. Product innovations. Long-term financial performance. Market position. Managers can help make everything about work better. But only if managers are built better. See the comments to learn how.