A recent Gallup report revealed a stagnation in employee engagement across younger generations following the COVID-19 pandemic. Millennials and Gen Z in particular are experiencing a detachment from their employers.

This generational shift is a call to action for organizations to re-evaluate their engagement strategies to meet the needs of their younger employees.

80% of employees, often referred to as “deskless workers,” feel marginalized, voicing that they have less opportunity and support compared to their desk-bound peers. This group, including plumbers, food service workers, and cashiers, often feels expendable. In other words — 80% of our workforce lacks attention and appreciation.

Looking for a role model in employee wellbeing? Look no further than Sweden. A recent article from The Guardian, showcasing the country’s innovative approach to workplace wellness, highlights a truth often overlooked in traditional business models: investing in people isn't just an ethical choice, but a strategic one.

Diversity, equity, and inclusion are common topics on this platform. And while we may typically associates these words with race and gender, we're introducing another topic to the conversation: disability inclusivity, and the creation of accessible workplaces.

By offering onsite emergency daycare services, UPS has effectively avoided more than 120 unplanned absences due to childcare, and curbed employee turnover within their pilot group from 31% to 4%. This isn’t just a success story — it’s an example of the growing responsibility organizations are taking to support their people in a changing world.

In an evolving world of work, there’s been a significant transformation in our workplace designs: offices, to cubicles, to open plan spaces. And with COVID-19, the adoption of remote work and coworking made “the office” more flexible than ever before.

The buzz around culture has absolutely grown, but it’s been here for some time for those who have been working with progressive companies that are looking to improve the experience of their team members and work smarter, not harder in ways that are simpler, not complex.

Unlike a lot of things that are “trendy,” workplace culture actually is buzzworthy. Here’s why everyone should be talking about it.

When we hear about gossip within the workplace, many people want to narrow right in on the person or people (“they are causing drama”) when we should be focused on the source (“could I or the organization be the drama?”). You may be thinking, “Wait, this feels counterintuitive. Why would someone who strives to belong engage in behavior that further isolates and creates drama, like gossiping?” The answer is in the word “strives.”

While diversity is an important outcome of DEI work, diversity without creating an inclusive culture with the integration of equitable practices is a wasted opportunity.

We’re amid a movement against what we may commonly recognize as diversity, equity, and inclusion (DEI) efforts — but the work, discourse, and push back around social justice is nothing new to America. We’re experiencing a high-profile tug of war, if you will, which at its core is between holding tightly to remnants of tradition that have benefited some or progressing into a future that is just and fair for all.

According to the Wall Street Journal, feelings of “anti-mattering” are beginning to sweep today’s workforce. This “chronic feeling of being insignificant, unheard, and invisible,” has resulted in outcomes like anxiety, depression, and even self-destructive behavior.

Transformation in workplace culture often depends on two related concepts: systematic and systemic change. Systematic change refers to thorough, widespread transformation within the framework of an organization. In contrast, systemic change recognizes the historical context in which these systems have functioned, alongside the engrained, often subconscious, biases present within them.

The human journey of self-actualization, growth, evolving to one’s highest potential — it's the foundation of every good story. Why? Because regardless of gender, age, race, ability, or income, we all have the potential to rise, to meet and embody our best selves. I’ll let you in on a little secret though — the key to this transformation isn’t found in external factors, it’s found in the cultivation of a human first mindset.

The human first mindset is a conscious decision to prioritize the wellbeing of individuals, fostering an environment where people feel valued, supported, and encouraged to grow. Imagine a workplace that prioritizes the human experience, that celebrates the struggles, the triumphs, and the interconnectedness of us all. This is where self actualization blooms, celebrating the potential of humanity, and uplifting the beauty of our collective journey.

You’ve heard the news (I’ve even shared it before) — recent allegations against the work environment on The Kelly Clarkson Show serve as a stark reminder that toxic workplace culture is a pervasive issue impacting all industries. The news underscores the importance of fostering a culture rooted in respect, integrity, and transparency to ensure employees feel valued and safe.

Belonging that feels like it has to be earned because culture or society has signaled over and over again that you’re an outsider is not belonging at all. It’s a culture that lacks inclusion and equity.

In an era of hustle culture and rampant burnout, employees are searching for ways to balance productivity and personal wellbeing. We saw this through the internet’s “Quiet Quitting” trend — now, we’re seeing it through "Bare-Minimum Monday."

Unlike Quiet Quitting, which involves employees disengaging from their roles without formally quitting, Bare-Minimum Monday is a proactive practice. It encourages employees to prioritize self-care on the first day of the workweek, aiming to foster a healthier work-life balance while improving overall wellbeing.

Moving away from micromanagement and towards empowerment not only improves the employee experience, it helps retain top talent by letting them fully express their gifts and abilities.

Now more than ever, identifying and nurturing leaders in the workplace is essential. With the level of uncertainty and turbulence present in so many organizations, we need leaders who can use emotional intelligence and high-level people skills to help employees face challenges in a healthy way.

Decades of conversation on corporate responsibility, diversity and inclusion, ESG, and social justice have been increasing the heat. Passion around climate change, corporate culture, and the mental health crisis at work have also contributed greatly.

Some companies quickly felt the rising temperature from the media and employees and took action. For a select few, their work had already begun, driven by a larger sense of responsibility. But many companies continue to simmer in the heat, delaying action until their hand is forced.

We need to reframe our idea of creating a valuable and impactful employee experience that also considers the human experience as extras or perks. I think people are less likely to work for a place that doesn't offer an experience that enriches their life in some way."

Humans are the heartbeat of an organization’s success and its culture.

But traditionally we haven’t built businesses or business practices with humans/the employees in mind.