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There have been ample reports on how <keyword id="19919711" type="General" weightage="100" keywordseo="gen-z" source="keywords">Gen Z</keyword> employees are doing things differently at workplaces and setting new trends. Be it opting for <keyword id="19901232" type="General" weightage="20" keywordseo="work-life-balance" source="keywords">work-life balance</keyword> over a higher salary, taking leaves without guilt, saying no to micromanagement among other things, this generation appears to be creating a whole new culture. And what happens to those who try to oppose this new culture? They get schooled on the internet, of course. In a recent incident, a manager took to X (earlier called Twitter) and shared how one of his Gen Z employees took a one-week vacation to the mountains after going through a breakup. However, contrary to his expectation, various X users started accusing him of trivialising mental health issues by such statements. Read on to know what exactly happened. <h2>"He had a breakup" </h2> The man's tweet read, "One of my Gen z team members suddenly declared 1 week leave. It was a critical time of the project so I tried to reason. He did not budge. The leave was because he had a breakup and he wanted to go to the mountains to forget the breakup." When a user commented that it is better to give people leaves than deadlines, the manager replied, "Believe me it was one way communication. I had to deal with the repercussions on project." Several other tweets followed that sided with the Gen Z employee. "So according to you, mental health is nothing," a user wrote while another commented, "That’s a perfect reason to declare leave. Business is business, will go on as will other things." <div type="image" title="google (27)" msid="115042080" hostid="261" sizebytes="295800"></div> <h2>"Gen Z does things differently" </h2> The man also clarified in one of the tweets that he didn't fire the Gen Z employee and even promoted him for his good work. He wrote, "Mate. No need to assume the worst. The guy is still in my team and has even been promoted for his good work. I was just stating how gen z’s are doing things differently." While most users schooled the manager, there were some who supported him as well. A user wrote, "I'm a younger Millennial &amp; I’m appalled by the lack of respect so many of my peers have for professors (I finished school late; many were ten years younger). It’s not much for older generations who GIVE these opportunities to expect a little bit of gratitude &amp; deference." In a similar incident, another company's manager's tweet went viral in which he shared a screenshot of how his Gen Z employee notified him that he will be on leave for a week. The short and crisp leave application email read, "I will be on leave till November 8, 2024. Bye."

‘He had a breakup and took a one-week leave’: Manager shares about his Gen-Z employee, internet reacts

Discussions around <keyword id="19956983" type="General" weightage="20" keywordseo="mental-health" source="keywords">mental health</keyword> at the workplace reignited in the last few days when the death of two corporate employees made headlines. And it is no secret that without having a healthy mind, you cannot be productive. Ample studies in the last few months have pointed out the importance of mental health and it is important to talk about these issues. Today (October 10) marks <keyword id="23481940" type="General" weightage="20" keywordseo="World-Mental-Health-Day" source="keywords">World Mental Health day</keyword>. It is an occasion for raising awareness about mental health issues and combating social stigma. Celebrated globally since 1992, this day encourages education and advocacy for mental well-being, reminding us that mental health is a crucial aspect of overall health, especially in the workplace. <h2>Ex-Google employee experienced stress, anxiety </h2> <keyword id="23300967" type="General" weightage="20" keywordseo="Nicholas-Whitaker" source="keywords">Nicholas Whitaker</keyword>, who worked with <keyword id="19902762" type="General" weightage="100" keywordseo="Google" source="keywords" meta.keywordsubtype="org" meta.entityname="Google" meta.hostid="261" meta.entityid="Google">Google</keyword> for 13 years, told Business Insider India in an interview that he also experienced the pressures of a high-stress work environment. “During my time at Google, I faced significant stress and anxiety. It became clear that no matter how successful you are on paper, if your mental health is compromised, it diminishes your quality of life and ability to fully engage at work,” he said. He added that <keyword id="19925554" type="General" weightage="20" keywordseo="mindfulness" source="keywords">mindfulness</keyword> played a crucial role in his recovery, saying that mental health is not just a personal issue but a workplace concern that should be treated with equal importance as productivity and performance. <h2>How to protect your mental health? </h2> To help others protect their mental health, Whitaker shared several key practices that can be game-changers. 1. Set Boundaries: Understand your limits and communicate them clearly. This includes managing your workload, taking time away from work, and setting boundaries around communication. Protecting your time and energy is essential. 2. Practice Mindfulness or Meditation: Mindfulness was a lifesaver for him in managing corporate stress. Even dedicating a few minutes each day to meditation can help you stay grounded and aware of your feelings, allowing you to make necessary adjustments before burnout sets in. 3. Take Breaks: In high-pressure environments, it’s easy to feel that there’s no time for a break. However, regular breaks—even just a short walk or stepping outside—can significantly enhance your mental state and boost productivity. 4. Find a Support System: Having people to talk to, whether colleagues, friends, or coaches, can make a considerable difference. Building a supportive community can combat feelings of isolation, which often exacerbate mental health issues. 5. Align Work with Values: Stress and dissatisfaction often arise from a misalignment between personal values and work. Reflecting on what truly matters to you and making small shifts toward work that aligns with those values can lead to greater fulfillment. To conclude, Whitaker said, “Mental health is not a luxury—it’s essential for personal well-being and professional success. When organisations invest in their employees’ mental health, they cultivate a culture where people feel supported, valued, and empowered to excel in their work.” As we observe <keyword id="23486492" type="General" weightage="20" keywordseo="world-mental-health" source="keywords">World Mental Health</keyword> Day, it’s crucial to remember that prioritising mental well-being can lead to a more productive, innovative, and fulfilled workforce.

World Mental Health Day: Ex-Google employee shares tips on protecting mental health at workplace, says he experienced stress and anxiety

<keyword id="19902762" type="General" weightage="100" keywordseo="Google" source="keywords" meta.keywordsubtype="org" meta.entityname="Google" meta.hostid="261" meta.entityid="Google">Google</keyword> laid off thousands of employees in 2023 and many found their lives turned upside down with just an email notification. After all, when you have given your heart and soul to an organisation, it is never easy accepting the fact that you are being asked to leave at a moment’s notice. The situation becomes even more complicated when you have been with the company for more than a decade. Something similar happened with <keyword id="23300967" type="General" weightage="20" keywordseo="Nicholas-Whitaker" source="keywords">Nicholas Whitaker</keyword>, who had been working with the company since 2010 and found out about his <keyword id="20118388" type="General" weightage="20" keywordseo="layoff" source="keywords">layoff</keyword> abruptly. <h2>The 3 am email bringing bad news</h2>“My layoff experience was traumatic. I got an email at 3 am to my personal email, that I only found because a colleague pinged me on Linkedin in the DMs to ask if I was ‘Ok’ and if I was ‘safe’,” Whitaker told <keyword id="21390875" type="General" weightage="20" keywordseo="Business-Insider-India" source="keywords" meta.keywordsubtype="org" meta.entityname="Business Insider India" meta.hostid="261" meta.entityid="Business Insider India">Business Insider India</keyword> in a conversation. He added that when his colleague enquired about his safety, he thought it was a “shooting or some natural disaster.” In other words, he didn’t even imagine that he was being laid off from Google. He then revealed that when he checked his work email, he discovered that he was locked out of his laptop and phone. He then checked his personal email and there it was, the “short and impersonal email” that told him that his role at Google was being eliminated. <h2>The layoff process was uncomfortable</h2>When Google announced large-scale layoffs last year, the company made a lot of headlines for handling them in an unprofessional manner. In March 2023, several Google employees had even written an open letter to Google CEO Sundar Pichai, asking him to deal with layoffs in a better manner. Whitaker, narrating his own experience, shared with Business Insider India that after receiving the dreadful layoff email at 3 am, he spent the next few months completing formalities to get his payments that were due. He said, “It took all of the next several months for me to mail back my laptop, badge and any gear that I had that was Google property. (I also had to) navigate unemployment, health insurance and get all of the documentation I had to submit to "self Offboard" and to receive payments that I was supposed to get.” “Along the way there were multiple errors and miscommunications from the team that made it all even more uncomfortable,” he said. Whitaker also noted a complete lack of communication and empathy from his old team at Google. “I got a single text message from my prior manager asking how I was doing a few days after I was laid off, but otherwise no one reached out to check on me or offer assistance from my old team. Overall I found the process to be brutally impersonal and inhumane,” he said. <h2>Experience at Google</h2>But was Google always “inhumane” in his experience? Not really. There were some amazing days too and Google, according to Whitaker, was a different company when he had joined. “My initial experience working at Google was like it was a completely different company. I started as a temp, contractor and then a vendor for Google back in 2010, and at the time I think it was something like 40,000 employees. It had a real startup feel to it. Teams were agile and collaborative, and there was a lot of room for growth. It may have been specific to my team and org, but it felt like you had a lot more room for experimentation and autonomy to make decisions, and failure wasn't seen as a bad thing, but a necessary part of innovation,” he said. Whitaker also said that a “class system” was there at Google, especially since he was a TVC (Temporary, Vendor and Contractor). “As a TVC you wouldn't be included in many of the activities and learning opportunities that full time employees had, and didn't get invited to extracurricular activities. There was a real bias towards culture at the time, and words like Don't be Evil, and be Googly were often used.” However, in general, he added that the atmosphere was positive and full of possibilities. “Colleagues generally were very supportive, collaborative and encouraging to work with. I was excited as this was my first time working in big tech, or Corporate America and I saw that period of time as a real coming of age for me. I learned how to be a professional at Google and appreciated all of the early guidance and support that I got from colleagues and leaders.” <h2>Helping others</h2>It has now been over a year since Whitaker was laid off. He now has his own venture and helps other people navigate their careers. Talking about what motivated him to kick-start his own venture, he said, “After 13 years in big tech, the last few years in particular being particularly difficult due to toxic teams and leaders, I didn't want to jump right back into that kind of experience again. A year before getting laid off, I had experienced a bad <keyword id="19956983" type="General" weightage="20" keywordseo="mental-health" source="keywords">mental health</keyword> crisis that was the result of workplace bullying, gaslighting and toxic leadership. "I wanted to help others avoid and recover from similar situations and create a community where people can find mutual support and coaching on how to best navigate their careers in a conscious way. My severance after working so long at Google allowed me to fund the launch of my coaching business, and eventually ‘changingwork.org’." <keyword id="23300968" type="General" weightage="20" keywordseo="Changing-Work" source="keywords">Changing Work</keyword>, Whitaker explained, is his way of addressing a deep need in corporate life — helping people rediscover their sense of purpose and alignment in their careers and finding ways to build more conscious leaders and businesses. He added, “What makes this so transformative for me personally is that it allowed me to step into a role where I could integrate all the lessons from my own career—especially the parts that were hardest for me. During my time at Google, I saw firsthand how high-pressure environments can lead to burnout, anxiety, and a disconnect from our true selves.” The recent tragic death of a young CA at Ernst &amp; Young (EY) employee in India has turned the spotlight on toxic work cultures prevalent in many high-pressure industries. Broader debates on burnout, mental health struggles, and unrealistic expectations in corporate environments in the workplace have occupied social media platforms. This incident serves as a painful reminder that companies must prioritize <keyword id="21050364" type="General" weightage="20" keywordseo="employee-well-being" source="keywords">employee well-being</keyword> and mental health to foster sustainable, humane workplaces. And makes the work that people like Whitaker are doing all the more important. “I’ve spoken publicly about how mindfulness practice, coaching and therapy literally saved my life during some of my darkest times at Google. Changing Work is the culmination of that journey. It’s not just about helping others find balance and fulfillment—it’s about creating a space where I can live those values every day,” he concludes.

Fired from Google after 13 years of service, he used his severance to build a business around helping others with their careers

This as-told-to essay is based on a conversation with <keyword id="23300967" type="General" weightage="20" keywordseo="Nicholas-Whitaker" source="keywords">Nicholas Whitaker</keyword>, who worked with <keyword id="19902762" type="General" weightage="100" keywordseo="Google" source="keywords" meta.keywordsubtype="org" meta.entityname="Google" meta.hostid="261" meta.entityid="Google">Google</keyword> for nearly 13 years and got laid off in 2023. He is now running a venture of his own. It has been edited for length and clarity. I joined Google over a decade ago and it became much more than just a job. At that time, Google had approximately 40,000 employees, and the atmosphere felt very much like a startup. Teams were nimble and cooperative, offering ample opportunities for personal and professional growth. There was an unmistakable sense of optimism and potential in the air. It was my first experience in the tech industry, and I viewed that period as a significant phase in my development. I gained valuable skills and benefited from the early support and mentorship of my colleagues and leaders. Perhaps this is why the experience of being laid off hit me so hard. I remember the moment vividly. It was 3 a.m., and I received a ping on LinkedIn from a colleague asking if I was safe. Initially, I thought there had been some kind of emergency—a shooting or perhaps a natural disaster. But when I checked my personal email, I discovered the real reason for their message. I found a short, impersonal email informing me that my role had been eliminated. <div type="Article" hostid="261" msid="113637185" title="Fired from Google after 13 years of service, he used his severance to build a business around helping others with their careers" mstype="2" mssubtype="0"></div> <h2>I was laid off without a warning </h2> What shocked me the most was the lack of warning. After my colleague's message, I checked my work email only to find out that it was locked out of my phone and laptop. I then checked my personal email and there it was, a short email informing me about my layoff, providing basic instructions about returning company property and navigating unemployment. The next few months were spent sending back my laptop, badge, and other Google gear. Along the way there were multiple errors and miscommunications from the team that made it all even more uncomfortable. <div type="Article" hostid="261" msid="113619411" title="Rename home Wi-Fi, leave badge at office: Ex-Amazon employee reveals tricks used by employees to not work from office" mstype="2" mssubtype="0"></div> There was only one text message from my former manager, asking how I was doing a few days after the layoff. Beyond that, I heard nothing from my old team. It was such a brutally impersonal and inhumane process. <h2>If you have been laid off, you are not alone</h2> If you’ve been laid off, the first thing I want to say is: You’re not alone, and this moment doesn’t define you. When it first happens, it can feel incredibly personal, but <keyword id="19916567" type="General" weightage="20" keywordseo="layoffs" source="keywords">layoffs</keyword> are usually about business decisions, not your individual worth or performance. After spending over a decade at Google, I know how disorienting it can feel. But over time, I realised that this was also an opportunity to rethink what I really wanted from my career and life. Here are a few pieces of advice that helped me navigate this uncertain time: Give yourself space to process what happened: It’s okay to feel angry, sad, or uncertain. Let yourself experience those emotions, but try not to let them dictate your next move. Take the time you need to recover emotionally before jumping into something new. Reframe the situation: As hard as it sounds, a layoff can also be an opportunity to reassess what you want from your career. For me, the layoff became a catalyst for starting my own venture and reconnecting with what truly matters to me. This is a chance to explore new possibilities that may have been overshadowed by the stability of a previous job. Invest in your health: It’s easy to get caught up in the stress of finding the next thing, but make sure you’re taking care of your mental and physical health. For me, mindfulness and self-care were key to navigating this period. You can’t pour from an empty cup, so make sure you’re refilling yours. Reconnect with your network: Don’t be afraid to lean on your network for support, advice, or job leads. It can feel uncomfortable, but remember that people are often happy to help. Reach out to former colleagues, mentors, and friends, and let them know you’re in transition. Don’t rush the next step: Sometimes, the instinct is to jump into whatever comes next to avoid the discomfort of uncertainty. But if you can, take a beat and make sure your next move aligns with your values and long-term goals. Use this time to reflect on what you want from your next role or career path. Explore new avenues: If you’ve ever thought about starting your own business, freelancing, or shifting industries, now could be the perfect time to explore those ideas. That’s what I did with Changing Work Collective, and it’s led me to a more fulfilling and purpose-driven career than I ever had before. <div type="Article" hostid="261" msid="113800304" title="'Microsoft employee gets $300,000 for working 15-20 hours a week’: X user’s post goes viral" mstype="2" mssubtype="0"></div> Ultimately, a layoff is just one chapter in a much larger story. It can be a painful experience, but it’s also a chance for reinvention and growth. Stay grounded, take care of yourself, and trust that you have the resilience and skills to navigate this and come out stronger on the other side.

I was fired from Google after 13 years of service. Here's what I learnt on how to deal with layoffs

<ul class="summary-list"><li>Vaccine stocks have tumbled since Trump appointed vaccine skeptic Robert F. Kennedy Jr. to health secretary.</li><li>Vaccine-makers Moderna, Pfizer, and GSK saw sharp losses.</li></ul>It's been a tough day for health stocks since Donald Trump announced his appointment of <a target="_blank" href="https://www.businessinsider.com/trump-robert-f-kennedy-jr-rfk-department-health-human-services-2024-11">Robert F. Kennedy Jr.</a> — a staunch vaccine skeptic — as health secretary.The news, which came late in the day on Thursday, sent the shares of vaccine-makers sharply lower on Friday, with <a target="_blank" class="" href="https://markets.businessinsider.com/stocks/mrna-stock">Moderna</a> leading the losses, falling as much as 10%. <a target="_blank" class="" href="https://markets.businessinsider.com/stocks/pfe-stock">Pfizer</a> and <a target="_blank" class="" href="https://markets.businessinsider.com/stocks/nvax-stock">Novavax</a> both dropped 6% at intraday lows, while <a target="_blank" class="" href="https://markets.businessinsider.com/stocks/gsk-stock">GSK</a> lost 5%.But the selling wasn't contained to just vaccine names. It spread into US-exposed European healthcare stocks, such as Novo Nordisk and Roche, which were down 5% and 3% at intraday lows, respectively.The losses extend a days-long skid for the sector after the election results last week saw investors boost bets that Kennedy — a key Trump ally — would notch a cabinet role.Since Election Day, Moderna has fallen more than 30%, while Pfizer has slid 11%. Those losses have stood in contrast to the rally enjoyed by the rest of the market, which has <a target="_blank" class="" href="https://markets.businessinsider.com/news/stocks/trump-election-win-stock-market-today-record-high-sp500-dow-2024-11">rallied</a> on the hopes that Trump's lighter regulatory stance and corporate tax cuts could boost corporate earnings.<a target="_blank" href="https://www.businessinsider.com/robert-f-kennedy-jr-views-vaccines-autism-testing-debunked-2023-7">Kennedy</a> has long railed against vaccines, once calling those that protect against Covid-19 a "crime against humanity." He has treaded more carefully in recent weeks, though, and has said he wouldn't outright ban vaccines."If vaccines are working for somebody, I'm not going to take that away. People ought to have choice," he told <a target="_blank" href="https://www.nbcnews.com/politics/2024-election/trump-win-rfk-jr-says-wont-take-away-anybodys-vaccines-rcna178955">NBC</a> after Trump's election.Since Trump's election win, several analysts have downgraded their outlooks on vaccine stocks amid the rising uncertainty in the industry. Bank of America analysts lowered their price target on Moderna last week, from $110 to $90, partially citing uncertainty after Trump's election win, while Deutsche Bank analyst Emmanuel Papadakis cut his rating on GSK to a hold after Kennedy's appointment."We consider vaccines to be amongst the greatest scientific achievements to impact public health: unfortunately this view is not shared by the nominee," Papadakis wrote in a client note <a target="_blank" class="" href="https://www.bloomberg.com/news/articles/2024-11-15/health-stocks-slide-as-trump-picks-vaccine-skeptic-kennedy">seen by Bloomberg</a>.Formerly an environmental justice lawyer, Kennedy pivoted to running an anti-vaccine charity in recent years, and ran for president as an independent candidate in this election cycle. He dropped out to <a target="_blank" href="https://www.businessinsider.com/rfk-jr-drops-out-presidential-race-2024-8">endorse Trump</a> in August, which some sources reported was a bid to <a target="_blank" href="https://www.businessinsider.com/rfk-wanted-white-house-job-exchange-for-endorsing-trump-report-2024-7">secure a position</a> in the administration.In his role as <a target="_blank" href="https://www.businessinsider.com/how-rfk-jr-plans-to-make-america-healthy-again-2024-11">health secretary</a>, Kennedy will have a top role in health policy in the US, but likely won't be able to actually control which vaccines children are required to get for school. That will remain up to individual states, but he could change vaccine requirements for federal employees or the US military.That's if the Senate confirms his appointment, which some have said could be a close vote considering mixed reactions among policymakers so far.Kennedy has also promoted removing fluoride from water supplies and overhauling federal food regulations, and has supported products like raw milk, which the Food and Drug Administration warns against.He's also floated hopes to cut highly processed food from school lunches, which was a priority under the Obama administration.

Health stocks are tumbling after Trump's appointment of vaccine skeptic RFK Jr.

In a startling development, officials within the Securities and Exchange Board of India (SEBI) have voiced deep concerns over a “toxic” work culture under the leadership of Chairperson Madhabi Puri Buch. These allegations, formally communicated to the finance ministry, depict a troubling work environment plagued by unattainable demands, unprofessional conduct and mental health crises, according to a report by the Economic Times. In essence, a <keyword id="21410642" type="General" weightage="100" keywordseo="toxic-work-culture" source="keywords">toxic work culture</keyword> is an environment that fosters negativity, dysfunction and a lack of trust among employees and management. This type of culture can manifest in various ways that are often harmful to both employees and organisations, severely impairing organisational growth and employee well-being. Identifying a toxic work culture is crucial for both employees and organisations. Recognising signs and symptoms of toxic work culture can often be the first step toward addressing and improving <keyword id="20346862" type="General" weightage="20" keywordseo="workplace-culture" source="keywords">workplace culture</keyword>. Below are 10 indicators that may indicate a toxic environment. High <keyword id="21462876" type="General" weightage="20" keywordseo="employee-turnover" source="keywords">employee turnover</keyword>: A persistent pattern of employees leaving the organisation often signals dissatisfaction with the work culture. When turnover rates are high, it reflects a breakdown in the employer-employee relationship, typically due to a lack of respect or support from management. <keyword id="14609778" type="General" weightage="20" keywordseo="Quiet-quitting" source="Orion">Quiet quitting</keyword>: This phenomenon occurs when employees disengage from their roles, doing only the minimum required. It highlights a lack of motivation and connection to the organisation's goals, often stemming from a toxic atmosphere. Bullying and harassment: Any form of bullying or harassment, whether verbal or psychological, creates a hostile work environment. Such behaviours not only undermine morale, but also instil fear among employees, leading to increased stress and anxiety. <div type="Article" hostid="261" msid="111982335" title="Employees lack trust in HR’s ability to address workplace bullying effectively—and for good reason, says study" mstype="2" mssubtype="0"></div>Constantly changing goals: Frequent shifts in priorities without adequate communication can leave employees feeling disoriented and frustrated. This lack of clear direction can hinder productivity and contribute to a sense of futility in their efforts. <keyword id="23035059" type="General" weightage="20" keywordseo="poor-leadership" source="keywords">Poor leadership</keyword>: Ineffective or toxic leadership can significantly impact workplace culture. Leaders who exhibit favouritism, lack consistency or disregard employee welfare contribute to a negative environment that can drive talent away. Lack of transparency: When communication is poor and information is not shared openly, it breeds distrust and uncertainty. Employees may feel left in the dark about important decisions, which can exacerbate feelings of insecurity and disengagement. <keyword id="19954076" type="General" weightage="20" keywordseo="micromanagement" source="keywords">Micromanagement</keyword>: Excessive oversight from management can create an environment of fear and anxiety. Employees who feel constantly monitored may struggle to perform at their best, leading to decreased morale and productivity. Inadequate support systems: Employees who lack sufficient resources or support may feel overwhelmed and undervalued. A toxic environment often sets unrealistic expectations without providing the necessary tools for success. Toxic gossip: While some office chatter is normal, pervasive negative gossip can create a divisive atmosphere. This behaviour undermines teamwork and can lead to a culture of distrust and hostility among colleagues. Poor <keyword id="19901232" type="General" weightage="20" keywordseo="work-life-balance" source="keywords">work-life balance</keyword>: A culture that prioritises work over personal well-being can lead to burnout. When employees are expected to sacrifice their personal lives for work, it can result in high stress levels and diminished job satisfaction.

Is your work culture toxic? Look out for these 10 signs

When Josef Woodman's shoulder gave out in 2012 — strained from chopping firewood on his farm outside Chapel Hill, North Carolina — he said he was quoted between $2,400 and $3,200 for an MRI at Duke University Hospital.He didn't want to shell out the cost of a nice vacation just to find out he didn't need surgery, so he decided to wait, even as his mobility decreased to the point where he had to severely limit his farm work and could hold only one-third of the weight he normally could. Two years later, his patience was rewarded: While on a work trip to Bangkok, he got an MRI for just $460, landing an appointment two days after his consultation at a hospital."The results came back and they said, 'You don't need surgery. You've got a separated rotator cuff,'" Woodman said. The surgeon prescribed physical therapy, which he completed in the US. "The shoulder got way better," he told me. He was glad he waited.Like Woodman, millions of Americans travel abroad for medical procedures each year, saving anywhere from 40% to 90% on the services they receive. Many <a target="_blank" href="https://www.amjmed.com/article/S0002-9343(18)30620-X/fulltext">don't have health insurance</a> or don't get coverage for the procedures they seek out — dental work and cosmetic procedures like breast implants and liposuction are by far the most popular. There's also a small but growing market for people seeking thorough checkups and testing abroad. An ascendant medical-tourism industry is offering these types of screenings, including MRIs and electrocardiograms, in beautiful locations around the world and packaging them with transportation, accommodations, food, shopping, and sightseeing. And with an increasing obsession with "wellness" and celebrities like Kim Kardashian promoting full-body imaging, it's easy to see why more and more Americans are looking to pair cabanas with CAT scans."If you've got some kind of joint pain, or if you have some kind of condition that isn't progressing, incorporate that into your normal travel plans," Woodman, now 72, said. In 2007, he founded Patients Beyond Borders, a healthcare-consulting company that helps Americans plan medical vacations, after growing up taking trips to Mexico for dental work with his dad. "In any kind of industrialized nation, you'd be able to get access to good-quality screening and people who can interpret the results," he said.Medical tourism comes with risks; the American Medical Association recommends going only to medical facilities recognized by international accrediting bodies and following up testing with care at home. But a growing number of Americans are willing to take those risks, as suites of tests abroad are often cheaper and faster than just a single test in the US."We just don't have a preventative-oriented society here in the United States," Woodman said. "Our approach is reactive."In a July <a target="_blank" href="https://www.tiktok.com/@bryn.elise/video/7386406512593325355?lang=en">TikTok</a> that's amassed over 17 million views, Bryn Elise documented her experience at a Turkish hospital where she received over 30 scans and tests, including an EKG, chest X-ray, and abdominal and thyroid ultrasounds, in a single day. The bill? $830. Without insurance, the cost of an EKG alone in the US <a target="_blank" href="https://enhancehealth.com/blog/how-much-does-an-ekg-cost-at-urgent-care-without-insurance/#:~:text=The%20total%20cost%20of%20an,where%20you%20get%20the%20service.">can vary from $100 to $5,000</a>."Personally, I'd rather spend $700 on a flight to Turkey, get dozens of tests there, and take a whole vacation than spend the thousands that this would have cost in the United States," Elise said in the video, which also featured clips of her on a beach, poolside, and eating a spread of delicious-looking Turkish veggie bowls. The 29-year-old health- and beauty-tourism influencer said she booked the trip because she wanted to investigate some "mysterious ailments," including brain fog, vision problems, and heart palpitations, without paying America's sky-high healthcare costs. She told her followers she had struggled with an eating disorder for 10 years and that "since our US checkups are only a tap on the knee and a blood-pressure check, I've been low-key terrified that I've caused permanent damage to my body but would never find out until it's too late."Her tests unearthed an astigmatism, early signs of osteoporosis, and "critically low" levels of vitamin B12. "The feeling of impending doom I've had due to health concerns is gone," Elise said.She chose a hospital that had been accredited by the Joint Commission International, an Illinois-based organization that has accredited over 1,000 health facilities in more than 70 countries. Dr. Paulo Neno, an international-accreditation surveyor at the commission, told Business Insider the accreditation process takes up to two years to complete and is renewed every three years. It includes a 12-part evaluation, during which a team of doctors and nurses visit the medical facility and assess everything from its operating theaters and intensive-care units to its power and water systems."We are focused on understanding how they are providing safe care for high-risk patients," Neno said.It's unclear, though, how many medical tourists visit accredited facilities, and there's still the question of whether all these tests are useful for someone who is seemingly in good health. Woodman knew he had an issue that needed to be examined, but Elise was more interested in a holistic screening regimen. One person commented on Elise's TikTok, "The hypochondriac in me thinks this is the perfect vacation. I'd go every year."Since COVID-19 came into the picture, health screenings and extensive physicals have received some buzz. Last year, Kardashian got a full-body MRI done by Prenuvo, a US chain of diagnostic clinics that offers the service for $2,500. In an Instagram post promoting it, Kardashian described it as a "life saving machine" that could detect cancer or conditions like aneurysms in their earliest stages. Especially given the <a target="_blank" href="https://www.businessinsider.com/colon-cancer-cases-doubled-young-people-2024-5">rise in colon cancer</a> among young people — a disease that can spread with no or minimal symptoms — <a target="_blank" href="https://www.businessinsider.com/get-colonoscopy-colon-cancer-symptoms-colorectal-oncologist-2024-4">early screenings</a> are on more people's minds.But Arturo Vargas Bustamante, an associate professor of health policy and management at the University of California, Los Angeles, said these kinds of rigorous tests can often do more harm than good."You may get a lot of things that you may not need based on your age profile, or you may get screenings that ultimately would find something that could lead to treatment that may harm you," he said. US guidelines on which demographics should get tested are based on scientific evidence, he added, while clinics abroad may be more motivated by profit.If a test finds cancer at a very early stage when it's very slow-moving, Vargas Bustamante said, the patient may feel compelled to treat it immediately, subjecting themself to chemotherapy and radiation. But in reality, it's possible they could have gone years without needing to start treatment. "Sometimes knowing too much may not be that good for you," he said.Others, however, think that America's lack of access to robust preventive screening is a critical failure.Dr. Misael Uribe Ramos is the director of international medicine at Médica Sur in Mexico City, a Joint Commission International-accredited hospital that offers checkups with eight different specialists for $1,600. Uribe Ramos has seen interest in rigorous physicals boom since the outbreak of the COVID-19 pandemic — and he thinks it's a good thing.Often when you go to the doctor, it's to treat a specific issue or disease, he said. "But why is that? Because you don't have prevention," he said. "Prevention is the best way to be healthy."In America, chronic illnesses such as heart disease, diabetes, and cancer are leading causes of death and disability, driving the majority of the US's $4.5 trillion in yearly healthcare expenses, <a target="_blank" href="https://www.cdc.gov/chronic-disease/about/index.html">according to</a> the Centers for Disease Control and Prevention. These illnesses are largely preventable. The CDC also says that between 30% and 50% of cancers diagnosed today could be prevented by reducing risk factors (like not smoking and maintaining a healthy body weight) and getting recommended screenings and vaccinations. However, according to the <a target="_blank" href="https://health.gov/news/202401/prevention-still-best-medicine">US Office of Disease Prevention and Health Promotion</a>, only 5.3% of Americans 35 and older received all recommended clinical prevention services in 2020 — a number that dropped from 8.5% in 2015. Why? Simply put, many Americans aren't regular healthcare users. They often don't have a family doctor, they live too far from one, they don't have a way to get there, or they simply can't afford it, the Office of Disease Prevention and Health Promotion says. Meanwhile, preventive-care services aren't prioritized because healthcare providers are paid to treat diseases — not to prevent them by keeping people healthy. A 2020 study said the National Academy of Medicine <a target="_blank" href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7309216/">estimated</a> that missed prevention opportunities cost the US $55 billion annually.Other countries take a different approach. In Japan, for instance, the most basic annual checkups include EKGs, chest X-rays, blood tests, eye and hearing tests, and stool and urine tests. And some residents require a more comprehensive version that includes cancer screening. Japanese employers are required to provide them for all of their employees. In 2019, about 74% of men and 66% of women in Japan completed some type of medical checkup, according to the country's Ministry of Health, Labour and Welfare.South Korea's regimen is similar to Japan's. On a work trip there in 2010, Woodman had extensive testing done, including an MRI and CT scan, as part of a "wellness preventative program" he tried out for work, he said. He was offered an endoscopy and colonoscopy as part of the package but declined."Testing in the United States is really kind of pathetic," Woodman said. "They weigh you. They take your blood test. 'How tall are you?' And that's pretty much it."Americans seeking better preventive screening tend to visit South Korea, Thailand, and the United Arab Emirates, while Mexico, Barbados, and Thailand are popular for genetic and fertility testing, as well as testing related to gender-affirming care, medical-tourism advocates told BI.Many of these countries have hospitals that cater to foreigners. In Mexico, Médica Sur's checkups take about five hours, with screenings across disciplines such as internal medicine, cardiology, gynecology, and ophthalmology. (In the US, a typical physical takes less than an hour.) Packages include breakfast, transportation, accommodation, menus catering to dietary restrictions, discounted sightseeing for an extra cost, and concierge staff who help patients coordinate their stay and remain by their side for the duration. The hospital is also connected to a Holiday Inn if visitors want to stay on-site.Results are available within two weeks, at which point the patient can discuss the findings with a doctor in person or remotely; a checkup three months later is also included in the price. If, for example, the screenings indicate a malignant tumor, Uribe Ramos said, doctors will explain to a patient which follow-up tests they need, either in their home country or at Médica Sur. He recommends getting a thorough exam once a year.Since opening its international-medicine wing in 2019, the hospital has seen 5,000 foreign patients, most of them American and Canadian, Uribe Ramos said.Imani Bashir was living in Cancún three years ago when she felt what she thought was a lump in her breast. At the time she was 34 — <a target="_blank" href="https://www.cancer.org/cancer/screening/screening-recommendations-by-age.html#:~:text=Women%20ages%2040%20to%2044,should%20get%20mammograms%20every%20year.">young</a> to be receiving a mammogram — but her family had a history of the disease, so she booked an appointment anyway. In the US, the median <a target="_blank" href="https://ascopubs.org/doi/10.1200/JCO.2023.41.16_suppl.e18917">cost</a> of a mammogram ranges from $140 to $360 for women who aren't insured. In Mexico, it was under $50. As a Black woman who grew up in the US without health insurance, the 37-year-old communications director found the experience especially validating."When we go to the doctor and say that we're in pain, it's kind of just shooed away, like it's not a big deal," Bashir said. In Mexico, the medical center didn't question her. Now that she's living in Washington, DC, she continues to travel to Mexico for both her and her son's dental appointments and other medical issues because it's cheaper and easier to get appointments. "It always feels good when you feel like you can take care of yourself, and financially, it's not going to be a detriment to your life and your health," she says.Given how many people experience difficulty navigating the American healthcare system, it's no surprise that the medical-tourism market is growing rapidly. Patients Beyond Borders estimates the industry is growing between 15% and 25% each year. And 2022 <a target="_blank" href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9104082/#:~:text=The%20increase%20in%20medical%20tourism,other%20time%20in%20the%20past.">research</a> found that the increase in international tourism had helped fuel the trend. As <a target="_blank" href="https://www.businessinsider.com/travel-agents-back-gen-z-millennials-vacation-planning-overseas-resorts-2024-6">more people spend time abroad</a>, it becomes easier to tack a few small medical tests onto your trip.Vargas Bustamante thinks traveling internationally for rigorous testing probably most benefits healthy people who just want "peace of mind." Despite the risk factors, the industry's growing appeal illustrates the limitations of American healthcare."Why would someone have to buy a plane ticket to go all the way on the other side of the world just for an adequate amount of healthcare? It's nuts," Bashir said. "But if people have the privilege, if people have the money to be able to do so, then I say, yeah."<a target="_blank" class="" href="https://www.businessinsider.com/author/manisha-krishnan">Manisha Krishnan</a> is an Emmy award-winning journalist who covers healthcare. She is based in Brooklyn.

Mojitos and an MRI: Meet the Americans who are getting health screenings on vacation 

This article is part of "<a target="_blank" href="https://www.businessinsider.com/category/workforce-innovation">Workforce Innovation</a>," a series exploring the forces shaping enterprise transformation.Since the launch of <a target="_blank" class="" href="https://www.businessinsider.com/everything-you-need-to-know-about-chat-gpt-2023-1">ChatGPT</a> in 2022, artificial intelligence has been hailed as the answer to <a target="_blank" href="https://www.businessinsider.com/ai-tools-reality-vs-hype-letdown-big-tech-2024-8">technical challenges</a> such as optimizing systems and machinery and managing vast amounts of data. Now some companies are turning to AI to tackle the human side of business: <a target="_blank" class="" href="https://www.businessinsider.com/employee-wellbeing-programs-help-companies-perform-better-and-manage-cost-2024-7">employee well-being</a>.Employers including Navistar, Adidas, and Cisco are experimenting with AI to monitor employee sentiment, strengthen relationships, and provide opportunities for personal and professional growth. The goal is to help managers respond to emerging trends within their teams while making sure employees get timely access to support.The <a target="_blank" href="https://www.businessinsider.com/millennials-high-earners-moved-office-work-from-home-remote-work-2024-3">rise of remote work</a> and a <a target="_blank" href="https://www.businessinsider.com/gen-z-lazy-hiring-jobs-careers-hr-training-pandemic-2024-8">new generation of workers</a> with <a target="_blank" href="https://www.businessinsider.com/gen-z-work-talking-about-mental-health-anxiety-depression-hr-2024-6">different needs and expectations</a> have forced companies to rethink the employee experience. With distributed teams and fewer face-to-face interactions, staffers are experiencing more <a target="_blank" class="" href="https://www.businessinsider.com/work-friends-spouses-loneliness-remote-hybrid-benefits-of-work-connections-2024-6">loneliness</a> and disconnection. AI offers a way for some employers to bridge the gap.To be clear: As companies and investors channel <a target="_blank" href="https://www.businessinsider.com/how-much-big-tech-spending-on-ai-investments-2024-7">billions of dollars into AI</a>, applications to boost employee well-being are a <a target="_blank" class="" href="https://www.businessinsider.com/flexibility-can-increase-worker-well-being-2024-8">small fraction</a> of the focus. But while few companies are pursuing this now, more could follow, said Matt Beane, an assistant professor of technology management at the University of California, Santa Barbara."Companies might experiment because engagement is so important and the pain is significant — especially since talent today is mobile," he said.Beane said he found these efforts "genuinely exciting" but described many drawbacks. "When new technology rolls out, the first 10 to 40 years are often filled with waste, confusion, and sometimes even harm," he said.<h2 id="d1678e8e-7cbc-4f85-ab59-004f883505fe">Helping managers get a vibe check</h2><a target="_blank" class="" href="https://www.hhs.gov/surgeongeneral/priorities/workplace-well-being/index.html">Employee well-being</a> is a somewhat squishy term that encompasses workers' mental, physical, emotional, and economic health. But despite its seemingly nebulous nature, a workforce's well-being has real <a target="_blank" href="https://www.businessinsider.com/employee-wellbeing-programs-help-companies-perform-better-and-manage-cost-2024-7">bottom-line implications</a>. Studies suggest that improving employee well-being can <a target="_blank" class="" href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3870481/">increase engagement and productivity</a>. And Gallup's research indicates that organizations with higher engagement have <a target="_blank" href="https://www.gallup.com/workplace/236927/employee-engagement-drives-growth.aspx">greater profitability, retention, and performance</a>.Still, employers have long struggled to grasp how employees feel about their jobs, colleagues, and workload. Some have relied on annual engagement surveys, which can be slow to analyze and interpret.Mike Conover, the head of learning consultation and delivery at Navistar, a manufacturer of trucks and diesel engines, is familiar with this problem: His seven-member team is spread across the US. "When you don't see someone in the office and you can't pick up on their demeanor or facial expressions, it's hard to gauge," he said.For the past several months, Conover's team has piloted Rapport, an AI tool designed to support employees and managers. Rapport, which is integrated with email, Slack, and Teams, asks employees to rate their energy level and workload using emojis daily. It follows up with tailored questions to dig deeper into their responses, which are shared with managers only with the employee's permission.The tool alerts Conover about important changes or times he needs to step in, along with tips on how to handle the situation based on <a target="_blank" href="https://people.climate.columbia.edu/projects/view/1912">research from Columbia University</a>. The tool helps Conover connect employees with Navistar's internal resources, whether they need HR support or help with a work-related problem."It breaks down the walls of management," he said. "As a newer leader, sometimes you don't know how to handle things."<h2>From feedback to action items</h2>Many of these AI tools can also spot potential issues and make recommendations.<a target="_blank" class="" href="https://www.businessinsider.com/bjorn-gulden-is-trying-to-save-adidas-after-yeezy-controversy-2024-3">Adidas</a>, the sportswear giant, uses Qualtrics Assist, an AI agent that looks at pulse-survey data along with unstructured data like public reviews or anonymized conversations on internal communication platforms. Combining this with details like work hours, location, and tenure can help managers better understand employee engagement.Managers can use the tool to get advice on their engagement results. For instance, a manager might ask "How well is my team working together?" or "How can I improve my team's overall experience?" Qualtrics Assist analyzes the data and offers insights and suggestions based on industry benchmarks and best practices.The company says the aim is to let "managers have a conversation with the data to understand the lived experience of their team members.""We leveraged AI to democratize insights, reduce bias, and save time," Sebastian Projahn, a senior director of people insights at Adidas, said in May at a summit in Salt Lake City. "Managers can focus on driving impact rather than interpreting data and reading lots of comments."Trevor Keavney, a director in Gartner's HR advisory practice, said these AI tools could be helpful for new leaders, but he mentioned a few concerns. "There's still a lot of uncertainty about AI, and some employees may have reservations," he said. "They might wonder how their data is being collected and used, and whether they're comfortable with their manager having access to this information."Another challenge arises if managers take time to collect feedback but don't act on it. "When employees see no changes based on their feedback, they may lose trust in the process," Keavney said.<h2 id="aadc4eb1-83f2-4e35-a6a8-1d265c922a86">Practical support and help with HR</h2>Other companies are using AI to help employees make use of their benefits.This year, Cisco <a target="_blank" class="" href="https://www.businessinsider.com/cisco-is-using-ai-to-help-with-recruitment-2024-5">launched</a> an internal bot called WellNest on Webex. Employees fill out a brief intake survey and then receive daily personalized questions related to their financial health, physical fitness, focus, or social connections. Based on their responses, the bot offers two recommendations: a practical "<a target="_blank" href="https://thriveglobal.zendesk.com/hc/en-us/articles/360044471974-What-s-a-Microstep">Thrive Microstep</a>" and a relevant Cisco resource. The bot's suggestions are designed to become more personalized over time as it learns from employee conversations.In August, meQuilibrium launched an AI-powered dashboard focused on mental health and resilience. In a feature called Ask meQ, employees select prompts like "I want to boost my emotional intelligence" or "I want to be more present," and the dashboard provides relevant activities and articles.The tool's employee assessment is designed to help identify an employee's risk of anxiety, depression, and burnout and recommend relevant resources. If it detects a risk of depression, for instance, the dashboard might highlight employee-assistance-program resources or suggest virtual therapy. If it identifies a need for more physical activity, it might recommend a gym-membership benefit.The engineering company KBR is piloting this technology. "Most of the time employees approach us knowing that we have a lot of resources for them, but they don't know where to start," Ashley Owens, a senior specialist in global mental health and fitness at KBR, said in an email. "This dashboard gives us the ability to identify needs in a region or in a demographic and allows us to maximize our time, resources, and funding."Beane, the researcher at UCSB, suggested that companies with strong engagement and positive manager-employee relations are better positioned to benefit from these AI applications. In other words, AI reinforces existing strengths.But if AI is seen as replacing meaningful human interactions, it could face resistance. "If a company is struggling in these areas, investing in robots might be seen as problematic," he said.

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