🌟 Unlocking Employee Well-Being in the Workplace 🌟 I am really looking forward to our upcoming virtual peer exchange on the topic of Employee Well-Being on Wednesday, May 8th at 1:00 PM ET. The current state of well-being doesn't look great... Workplace Burnout: According to UKG’s Workforce Institute, 42% of middle managers plan to quit in the next year due to stress and anxiety. Economic Impact: Workers with poor mental health report nearly 12 days of unplanned absences annually, costing the U.S. economy an estimated $47.6 billion in lost productivity. Psychological Health: The American Psychological Association's 2023 survey reveals that 92% of workers value emotional and psychological well-being, yet many organizations fail to measure these crucial aspects effectively. This virtual peer exchange is part of our EX Leadership Network, dedicated to fostering deep connections and advancing the practice of employee experience. https://lnkd.in/gKHkGi5n Why Join Us? In our network, over 200 HR Executives, CPOs, and Employee Experience Leaders collaborate, sharing insights and strategies that shape outstanding workplace cultures. Our exchanges are designed to: --> Discuss Challenges & Best Practices: Dive into real-time issues affecting employee well-being. --> Share Success Stories: Learn how peers are innovating and applying transformative strategies. --> Build Meaningful Connections: Network with top professionals committed to enhancing the employee experience. Want to connect with other internal EX leaders, join our peer exchange this week? Join the EX Leadership Network! Join our vibrant community where you can contribute to peer-to-peer learning sessions, masterclasses, and leadership exchanges that not only support professional growth but also enhance organizational success. https://lnkd.in/gKHkGi5n Let's shape the future of work together, where well-being and development are at the forefront of every organization's strategy. We look forward to welcoming you to our next exchange and hearing your valuable perspectives! #HRLeadership #EmployeeWellbeing #EXLeadershipNetwork #ProfessionalDevelopment #HRNetworking
Zech Dahms, MBA’s Post
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Putting People First: Trends in Corporate America In recent years, corporate America has witnessed a shift toward a more human-centric approach to leadership. Organizations are increasingly recognizing the importance of prioritizing employee well-being and engagement as key drivers of long-term success. Certain trends that align with the people-centered approach have positively impacted employees such as: 🖥 Flexible Work Arrangements: The COVID-19 pandemic accelerated the adoption of remote and flexible work arrangements, allowing employees greater autonomy over their schedules and work environments. People-centered leaders embrace this flexibility, recognizing that it can lead to increased productivity and job satisfaction. 🤝 Diversity, Equity, and Inclusion (DEI): Diversity and inclusion have become central pillars of organizational culture, with organizations prioritizing initiatives to promote equity and create a sense of belonging for all employees. People-centered leaders champion diversity and inclusion efforts, ensuring that every voice is heard and valued. 🧠 Employee Well-Being: Mental health and well-being have emerged as critical concerns in the workplace, particularly in the wake of the pandemic. Organizations are implementing programs and policies to support employee wellness, from mental health resources to flexible time-off policies. People-centered leaders prioritize employee well-being, recognizing that it is essential for both individual and organizational success. The focus on employee well-being, including robust mental health support and flexible policies, underscores the commitment of people-centered leaders to creating environments where individuals can thrive personally and professionally. As these trends continue to shape workplace dynamics, embracing a people-centered approach not only enhances organizational resilience but also cultivates a culture of empathy, innovation, and sustained growth. To stay up to date on current trends and insights, follow us here on LinkedIn. #CorporateTrends #KGHConsulting #Leadership #EmployeeWellbeing
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In many of my retreat and coaching encounters people are expressing alarm, uncertainty, concern, and frank distress over the increasingly fraught political landscapes. I appreciate, teach and coach the grounding wisdom shared here in TIME- featuring our BetterUp research. Managers matter in being both real, present and effective for teams!
Today, BetterUp released novel research in TIME Charter about the impact of political polarization in the workplace. Drawing on data from over 250,000 BetterUp members over the past four years and two external pulse surveys, we analyzed the financial and cultural effects through two key lenses: productivity and well-being. Our findings show that rising political tension at work decreases both productivity and well-being at work—costing your organization nearly $900,000 USD per week. In addition, our research found that focus, belonging, team cohesion, and mental health were all negatively affected by this political tension. The good news? As leaders, there are positive actions you can take—both at the organization and manager level—to preserve productivity, focus, and connection, even when the world around us feels divided. Here are a few highlights: *Managers matter most.* Manager factors outweigh organizational and individual factors in determining how stressed employees get by political tension at work. Manager behaviors that help ease tension include deep listening, problem solving, and acknowledging concerns. By contrast, when managers make political comments or dismiss employee concerns, they heighten tension. *Foster a coaching culture.* Organizations that reward collaboration; that invest in employee development; and that teach employees coaching skills like listening and asking thoughtful questions see significantly less negative impact to their employee productivity and well-being from external political tension. *Stay connected.* Connection and belonging buffer political stress. Investing in building relationships, in making meaning at work, and in deepening one’s sense of professional identity helped individuals avoid heightened stress from politics at work. We’re continuing our research through the coming months with a weekly pulse to better understand how political polarization directly impacts workplace productivity, performance, and culture. Our barometer will be updated bi-weekly to better understand the findings. For leaders interested in learning more about this research and tactics to leverage for the health of your workforce, check out the report: https://hubs.ly/Q02SRT-V0 Thank you to the entire BetterUp Labs and Content Marketing teams for your groundbreaking work on this body of research. I’m proud of the work we’ve done to help people everywhere navigate uncertain times to find more clarity, purpose, and passion in their day-to-day work. 🙏 Kate Niederhoffer Khoa Le Nguyen, PhD Kristin Leimgruber, PhD Sally Colwell Chelsea Macias Adam Wood Claire Clarke Natalie Foulston Madeline Miles Ana Foureaux Frazao Angelica Cadiente Kelly Sofia Pona Erin McClintock
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Managers are the keepers of the culture. They are the biggest influence on the mindsets of their employees. Within your organization, how do your managers foster deep listening, connection and a coaching mindset? What are you doing to invest in them?
Today, BetterUp released novel research in TIME Charter about the impact of political polarization in the workplace. Drawing on data from over 250,000 BetterUp members over the past four years and two external pulse surveys, we analyzed the financial and cultural effects through two key lenses: productivity and well-being. Our findings show that rising political tension at work decreases both productivity and well-being at work—costing your organization nearly $900,000 USD per week. In addition, our research found that focus, belonging, team cohesion, and mental health were all negatively affected by this political tension. The good news? As leaders, there are positive actions you can take—both at the organization and manager level—to preserve productivity, focus, and connection, even when the world around us feels divided. Here are a few highlights: *Managers matter most.* Manager factors outweigh organizational and individual factors in determining how stressed employees get by political tension at work. Manager behaviors that help ease tension include deep listening, problem solving, and acknowledging concerns. By contrast, when managers make political comments or dismiss employee concerns, they heighten tension. *Foster a coaching culture.* Organizations that reward collaboration; that invest in employee development; and that teach employees coaching skills like listening and asking thoughtful questions see significantly less negative impact to their employee productivity and well-being from external political tension. *Stay connected.* Connection and belonging buffer political stress. Investing in building relationships, in making meaning at work, and in deepening one’s sense of professional identity helped individuals avoid heightened stress from politics at work. We’re continuing our research through the coming months with a weekly pulse to better understand how political polarization directly impacts workplace productivity, performance, and culture. Our barometer will be updated bi-weekly to better understand the findings. For leaders interested in learning more about this research and tactics to leverage for the health of your workforce, check out the report: https://hubs.ly/Q02SRT-V0 Thank you to the entire BetterUp Labs and Content Marketing teams for your groundbreaking work on this body of research. I’m proud of the work we’ve done to help people everywhere navigate uncertain times to find more clarity, purpose, and passion in their day-to-day work. 🙏 Kate Niederhoffer Khoa Le Nguyen, PhD Kristin Leimgruber, PhD Sally Colwell Chelsea Macias Adam Wood Claire Clarke Natalie Foulston Madeline Miles Ana Foureaux Frazao Angelica Cadiente Kelly Sofia Pona Erin McClintock
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“Organizations that reward collaboration; that invest in employee development; and that teach employees coaching skills like listening and asking thoughtful questions see significantly less negative impact to their employee productivity and well-being from external political tension”. The evidence of the benefits human-led / technology-supported coaching interventions can have on leadership and organization practices keep mounting. #collaboration #teamcoaching #innovation #productivity #leadershipdevelopment
Today, BetterUp released novel research in TIME Charter about the impact of political polarization in the workplace. Drawing on data from over 250,000 BetterUp members over the past four years and two external pulse surveys, we analyzed the financial and cultural effects through two key lenses: productivity and well-being. Our findings show that rising political tension at work decreases both productivity and well-being at work—costing your organization nearly $900,000 USD per week. In addition, our research found that focus, belonging, team cohesion, and mental health were all negatively affected by this political tension. The good news? As leaders, there are positive actions you can take—both at the organization and manager level—to preserve productivity, focus, and connection, even when the world around us feels divided. Here are a few highlights: *Managers matter most.* Manager factors outweigh organizational and individual factors in determining how stressed employees get by political tension at work. Manager behaviors that help ease tension include deep listening, problem solving, and acknowledging concerns. By contrast, when managers make political comments or dismiss employee concerns, they heighten tension. *Foster a coaching culture.* Organizations that reward collaboration; that invest in employee development; and that teach employees coaching skills like listening and asking thoughtful questions see significantly less negative impact to their employee productivity and well-being from external political tension. *Stay connected.* Connection and belonging buffer political stress. Investing in building relationships, in making meaning at work, and in deepening one’s sense of professional identity helped individuals avoid heightened stress from politics at work. We’re continuing our research through the coming months with a weekly pulse to better understand how political polarization directly impacts workplace productivity, performance, and culture. Our barometer will be updated bi-weekly to better understand the findings. For leaders interested in learning more about this research and tactics to leverage for the health of your workforce, check out the report: https://hubs.ly/Q02SRT-V0 Thank you to the entire BetterUp Labs and Content Marketing teams for your groundbreaking work on this body of research. I’m proud of the work we’ve done to help people everywhere navigate uncertain times to find more clarity, purpose, and passion in their day-to-day work. 🙏 Kate Niederhoffer Khoa Le Nguyen, PhD Kristin Leimgruber, PhD Sally Colwell Chelsea Macias Adam Wood Claire Clarke Natalie Foulston Madeline Miles Ana Foureaux Frazao Angelica Cadiente Kelly Sofia Pona Erin McClintock
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I am really encouraged by BetterUp’s recent research covering political polarization and its direct influence on workforce productivity. As part of this research, tangible guidance is provided for leaders of all levels to help navigate this tension that is all too common in our current climate. For leaders interested in learning more about this research and tactics to leverage for the health of your workforce, check out the report: https://hubs.ly/Q02SRT-V0
Today, BetterUp released novel research in TIME Charter about the impact of political polarization in the workplace. Drawing on data from over 250,000 BetterUp members over the past four years and two external pulse surveys, we analyzed the financial and cultural effects through two key lenses: productivity and well-being. Our findings show that rising political tension at work decreases both productivity and well-being at work—costing your organization nearly $900,000 USD per week. In addition, our research found that focus, belonging, team cohesion, and mental health were all negatively affected by this political tension. The good news? As leaders, there are positive actions you can take—both at the organization and manager level—to preserve productivity, focus, and connection, even when the world around us feels divided. Here are a few highlights: *Managers matter most.* Manager factors outweigh organizational and individual factors in determining how stressed employees get by political tension at work. Manager behaviors that help ease tension include deep listening, problem solving, and acknowledging concerns. By contrast, when managers make political comments or dismiss employee concerns, they heighten tension. *Foster a coaching culture.* Organizations that reward collaboration; that invest in employee development; and that teach employees coaching skills like listening and asking thoughtful questions see significantly less negative impact to their employee productivity and well-being from external political tension. *Stay connected.* Connection and belonging buffer political stress. Investing in building relationships, in making meaning at work, and in deepening one’s sense of professional identity helped individuals avoid heightened stress from politics at work. We’re continuing our research through the coming months with a weekly pulse to better understand how political polarization directly impacts workplace productivity, performance, and culture. Our barometer will be updated bi-weekly to better understand the findings. For leaders interested in learning more about this research and tactics to leverage for the health of your workforce, check out the report: https://hubs.ly/Q02SRT-V0 Thank you to the entire BetterUp Labs and Content Marketing teams for your groundbreaking work on this body of research. I’m proud of the work we’ve done to help people everywhere navigate uncertain times to find more clarity, purpose, and passion in their day-to-day work. 🙏 Kate Niederhoffer Khoa Le Nguyen, PhD Kristin Leimgruber, PhD Sally Colwell Chelsea Macias Adam Wood Claire Clarke Natalie Foulston Madeline Miles Ana Foureaux Frazao Angelica Cadiente Kelly Sofia Pona Erin McClintock
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The Well-Being Paradox in Today’s Workplace The COVID-19 pandemic has reshaped priorities, with 84% of workers now placing well-being above career advancement. However, a well-being paradox has emerged: significant gaps exist between C-suite leaders’ perceptions and employees’ realities. To close these gaps, leadership must take concrete steps to ensure human sustainability is a priority: - Measure and report well-being metrics - Hold leaders accountable for sustainability goals - Increase transparency in decision-making - Empower managers to prioritize well-being - Shift to a holistic approach to workplace health - Appoint a leader responsible for advancing human sustainability At @LeanEdge360, we understand that failing to address these gaps can result in disengaged talent and high attrition rates. It’s time to prioritize the well-being of employees to ensure both sustainable growth and a thriving workforce. #WorkplaceWellBeing #Leadership #Sustainability #LeanEdge360 #EmployeeEngagement #COVID19 #HumanSustainability #TalentRetention #employeewellbeing #workplacewellbeing #humansustainability
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Navigating Employee Concerns: Leading with Empathy in Challenging Times In today’s dynamic workplace, leaders face the complex challenge of understanding and addressing employee concerns, especially amid rising employee activism and global conflicts. You’re not alone in this; it’s a rising trend across all industries. Employees bring their whole selves to work, and their personal factors, such as parenting status, social issues, and global events, significantly impact their engagement and performance. Unless you are proactive about addressing these concerns, your employees may take it as a sign that you don’t care, causing them to be less invested in the company or even lead them to start looking for work elsewhere. Here are concrete strategies leaders can use to effectively address these concerns: 1. Practice Active Listening: Create safe spaces for employees to voice their concerns and experiences. Regular one-on-one meetings and anonymous feedback channels can help leaders stay attuned to their team’s needs. 2. Personalize Support: Recognize that employees have diverse backgrounds and needs. Offer flexible working arrangements, such as remote work options or adjusted hours, to accommodate parenting responsibilities and other personal factors. 3. Foster Inclusivity: Promote an inclusive workplace culture where differences are respected and valued. Implement diversity and inclusion training to help all employees understand and appreciate their colleagues' diverse perspectives. 4. Stay Informed and Responsive: Keep abreast of global events and social issues that may affect your employees. Acknowledge these issues openly and offer support, such as mental health resources or community support programs. Implementing these strategies can lead to a more engaged and resilient workforce. Leaders who actively address employee concerns will see improved morale, increased loyalty, and higher productivity. By demonstrating empathy and understanding, leaders can build a supportive work environment that empowers employees to thrive amidst the complexities of the modern world. #leadership #leading #professionaldevelopment
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“It’s Not That Bad Here...” But Is That the Bar We’re Setting? When someone says, “It’s not that bad here; I’ve worked in worse places,” they’re probably trying to be positive. But the real question here is: why should “not the worst” be enough? Settling for “not bad” usually means that somewhere along the line, people have accepted that a mediocre or even harmful environment is acceptable. This mindset might help us cope in tough times, but it shouldn’t be the benchmark for a workplace that claims to value its people. It doesn’t reflect a space where innovation, wellbeing, and true engagement thrive. Imagine if we flipped the standard. Instead of aiming to avoid being “the worst,” what if workplaces set a bar so high that every employee genuinely looked forward to coming to work? Where they felt supported, challenged, and empowered every day? That’s the kind of place that attracts and retains talent. It’s the kind of place that brings out the best in people. So, let’s stop settling for “not that bad.” Leaders, it’s time to create workplaces that people rave about, that make employees feel valued and excited to contribute. What’s your take? Have you ever heard “it’s not that bad” in your workplace? #employeefeedback #retention #engagement
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Rethinking Leadership Perspectives: The Realities of Modern Workplaces Recently, Narayana Murthy suggested working 14 hours a day, Monday to Saturday, to boost productivity and growth. While this perspective might stem from personal experiences or a business-centric mindset, it raises critical questions about workplace dynamics and the holistic well-being of employees. Here’s my take: Leadership often emphasizes productivity, growth, and success but rarely acknowledges the importance of work-life balance, mental health, and the quality of life for employees. Yes, we all strive to survive, support our families, and achieve self-development. But if 14 hours are dedicated to work, when do we prioritize: Family – Building relationships and being present for loved ones? Health – Mental and physical well-being? Social activities – Contributing to our community and personal growth? Moreover, many leaders avoid discussing key workplace issues: 1. Fair Salaries – Are employees being compensated justly for their efforts? 2. Toxic-Free Work Environment – Is the workplace culture conducive to growth and creativity? 3. Recognition and Respect – Are employees’ contributions valued and acknowledged? 4. Opportunities for Growth – Is there room for employees to develop their potential? It’s crucial to remember that we come from diverse backgrounds and face different challenges. Success is not solely about hard work—it also depends on opportunities, timing, and support. Leaders who push for extreme work hours must pause and reflect on the broader implications: Are they fostering growth or merely increasing pressure to serve their own goals? A truly impactful leader should inspire a workplace that respects individuality, acknowledges struggles, and empowers employees through fairness and empathy. Instead of setting rigid standards, let’s embrace a culture of understanding, opportunity, and balance. Let’s talk about this: How do we define success in workplaces today? How can we balance business growth and employee well-being? #LeadershipThoughts #WorkLifeBalance #ModernWorkplace #EmployeeWellbeing #FairWorkCulture
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Many workplaces miss the mark on employee needs. What employees desperately need isn't complicated – it's essential. (Shout out to Rob Dance for this amazing infographic) Employees don’t just want perks; they need: • Healthy Work-Life Balance Burnout is real. Flexibility is key when life doesn’t go as planned. • A Positive Culture Value your people and cut out toxicity early. Hire for values. • Freedom in How They Work It’s more than remote Fridays – let them choose how, when, and where they work best. • True Job Security In uncertain times, honesty matters. Be transparent, invest in upskilling. • Appreciation Recognition matters – don’t overlook remote contributions. Show your gratitude. • Clear Career Paths Growth isn’t optional. Show employees where they can go and help them get there. • Managers Who Listen Move away from command and control; caring is part of great leadership. • Purposeful Work Help employees find meaning in what they do. Align their values with their roles. • Fair Pay and Benefits Forget token gestures. Provide benefits that genuinely support your team. • Trust Micromanaging crushes morale. Give employees room to shine. • Constructive Feedback Feedback fuels growth – give it regularly and be open to theirs too. • Respect and Inclusion Diversity matters. Respect every employee, and every background. Leaders, now’s the time to act. Put your people first, and they’ll make your mission their own. ♻️ Repost to support a better workplace. Follow Niladri Chakravarty for insights on creating impactful workplaces. #EmployeeWellbeing #WorkplaceCulture #LeadershipMatters #EmployeeEngagement #InclusiveWorkplace
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