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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><keyword id="22528669" type="General" weightage="100" keywordseo="workplace-bullying" source="keywords">Workplace bullying</keyword> erodes confidence and <keyword id="19956983" type="General" weightage="20" keywordseo="mental-health" source="keywords">mental health</keyword>, impacting personal and professional lives.</li><li>One subtle sign of workplace bullying is being "<keyword id="23013097" type="General" weightage="20" keywordseo="managed-out" source="keywords">managed out</keyword>" by your superior.</li></ul><keyword id="23013098" type="General" weightage="20" keywordseo="Stefanie-Costi" source="keywords">Stefanie Costi</keyword> left her job as a junior lawyer at a law firm, citing PTSD. It took her two years to talk about it, but when she finally did, her post on LinkedIn blew up. It reached 1.2 million people, and she received more than 2,000 messages thanking her for speaking out. "So I knew that it was universal across all different industries," Costi told Business Insider. She continued advocating and sharing more posts about how <a target="_blank" class="" href="https://www.businessinsider.com/signs-of-toxic-workplace-how-identify-spot-interview-2024-3">toxic dynamics manifest in the workplace</a>, such as being "managed out" by your superior. Now, <a target="_blank" class="" href="https://www.linkedin.com/in/stefanie-costi/">she has 48,000 followers</a> and a TED Talk in the works. <a target="_blank" class="" href="https://www.businessinsider.com/work-wife-threw-me-under-bus-raise-put-up-boundaries-2024-1">Workplace bullying</a> is a critical issue, Costi said, because it impacts someone's entire life. "When people are bullied at work, it erodes their confidence, damages their mental health, and can even spill over into their personal lives," she said. "Addressing it is essential to fostering work environments where people can thrive, innovate and feel valued, rather than being undermined and diminished." <h2>Toxic cycles are perpetuated</h2>According to a landmark survey in 2019 of 7,000 lawyers across 135 countries <a target="_blank" class="" href="https://www.ibanet.org/Bullying-and-sexual-harassment">by the International Bar Association</a>, bullying is rife in the legal profession, particularly in Canada, South Africa, Australia, and New Zealand. The survey found that around one in two female and one in three male respondents said they had been bullied at work. Costi said she thinks these toxic cycles persist because "humans are flawed." "When you put 50 humans in a workplace, all from different walks of life, all raised very differently, all with different attitudes on things, you can't expect it to go swimmingly all the time," she said. The problem also perpetuates if leaders ignore it because "monkey see, monkey does," Costi added. "So if someone is saying that bullying is the way to survive and senior people are doing it, then you better believe that the young folk are going to learn how to do it too," she said. "A fish rots from the head down." Costi said many signs of workplace bullying can be subtle, but they tend to be consistent. They can include being excluded from meetings or social gatherings after work, constantly criticized, micromanaged, or given unrealistic deadlines. "These actions, when persistent, create a hostile environment that gradually erodes your confidence and well-being," said Costi. "If you start to feel anxious about going to work, it's a big red flag." <h2>A workplace bully pushes people out</h2>Another sign of bullying is the act of being managed out, which is when an employee is systematically pushed out of their role through insidious tactics — being given impossible tasks, receiving unfair performance reviews, or being excluded from key projects. "You're being managed out of your job if everything you do is suddenly micromanaged," Costi said. "Or you're being given impossible tasks with unrealistic deadlines, or your boss doesn't give you the tools to do your job, or you are excluded from important meetings, or your achievements are constantly ignored or downplayed, or your position or similar roles are advertised externally." The result is the employee feels "demoralized," Costi said, and questions their own competence. "Which is precisely the outcome the bully desires," she said. "It's a manipulative strategy that slowly forces the victim to leave the organization 'voluntarily,'" Essentially, <a target="_blank" class="" href="https://www.businessinsider.com/signs-of-narcissistic-boss-2023-11">a toxic boss</a> will opt to push out the employees they no longer want around rather than learn to work with them. To do this, Costi said they <a target="_blank" class="" href="https://www.businessinsider.com/5-signs-of-a-toxic-workplace-and-you-should-quit-2022-3">make the workplace miserable</a> by never providing help or praise, dismissing achievements, and making their reports feel guilty for asking for basic things such as guidance or advice about career progression. Costi said they also openly play favorites and move goalposts, leaving their targeted employees confused and frustrated. "It just escalates so that those subtle signs turn into more overt signs," Costi said. "What happens is people's confidence is eroded over time, so it's like a death by a thousand cuts." This slow drip of mistreatment over time is so damaging because it leads the victims to blame themselves. It's hard for them to vocalize anything tangible that is being done to them, so they internalize it. It attacks "the core of who they are," Costi said, which can lead to chronic stress, anxiety, depression, and a significant loss of self-esteem. "Over time, this <a target="_blank" class="" href="https://www.businessinsider.com/guides/health/mental-health/toxic-workplace">toxic environment</a> creates a sense of helplessness and hopelessness, making it hard for the person to see a way out," she said. "The psychological damage can extend far beyond the workplace, affecting relationships, sleep, and overall quality of life." For many, the only obvious option may be to leave. Costi said this isn't the only choice people have, but it is "the healthiest one." "Especially if the toxicity is pervasive and leadership is unresponsive," she said. "However, before making that decision, it's crucial to document your experiences, seek support from trusted colleagues or mentors, and explore all avenues for resolution, such as HR or legal advice," Costi added. "In some cases, standing up to the toxicity can lead to change, but it requires a great deal of courage and support," she said. "Ultimately, your mental and physical health should be the top priority." Correction: August 27, 2024 — An earlier version of this story misstated Stefanie Costi’s previous job. She was a junior lawyer at a law firm, not a senior partner.

Being managed out at work is a type of bullying. This is what to do about it, according to a lawyer.

<ul class="summary-list"><li>Simone Biles is crushing it at the Olympics and credits her success to therapy.</li><li>Biles previously dropped out of the 2020 Olympics due to her mental health struggles.</li></ul>Simone Biles is making history at the 2024 Olympics.She's secured three gold medals so far and has become the most decorated American gymnast in the games' history. She launched herself to new heights on the vault and performed a near-perfect <a target="_blank" href="https://www.nbcchicago.com/paris-2024-summer-olympics/what-is-a-yurchenko-double-pike-explaining-simone-biles-historic-vault-at-olympics/3508492/#:~:text=Before%20Biles%2C%20the%20Yurchenko%20double,thing%20done%20in%20the%20sport.">Biles 2</a> — a difficult move named after the champion because she was the only woman who could do it successfully. And she's said she may not be finished with the Olympics after 2024.Many will remember, however, that Biles faced a very different battle during the last Olympics: her mental health.The champion bowed out of the 2020 Olympics — held in 2021 due to Covid — before the <a target="_blank" href="https://www.businessinsider.com/simone-biles-drops-out-of-olympics-gymnastics-team-final-2021-7">women's gymnastics team final</a> after <a target="_blank" href="https://www.businessinsider.com/simone-biles-instagram-second-place-floor-routine-olympic-prelims-2021-7">struggling with the pressure</a> of competition and developing <a target="_blank" href="https://www.businessinsider.com/simone-biles-scary-video-bad-twisties-tokyo-olympics-2021-8">the twisties</a>, a phenomenon where nervous gymnasts experience disorientation in midair.After leaving the competition, she faced a wave of scrutiny. Pundits questioned whether she was committed to gymnastics. Others belittled her and called her a quitter who shouldn't be celebrated — including current <a target="_blank" href="https://www.businessinsider.com/non-exhaustive-list-things-jd-vance-said-that-aged-poorly-2024-8">vice presidential nominee JD Vance</a>.Biles' decision to take some time for herself and begin therapy did not end her career. She even credited her therapy with helping her make it to the 2024 <a target="_blank" href="https://www.businessinsider.com/simone-biles-therapy-won-gold-paris-olympics-gymnastics-mental-health-2024-8">Olympics</a> in the first place."Being in a good mental spot, seeing my therapist every Thursday is kind of religious for me. So that's why I'm here today," Biles said in an <a target="_blank" href="https://x.com/NBCOlympics/status/1807603263287472234">interview</a> with NBC News.<h2 id="9c9567e8-afbe-4558-962d-6e95ddd3bbcb">Why mental health is key to getting ahead</h2>Of course, <a target="_blank" class="" href="https://www.businessinsider.com/simone-biles-suni-lee-gymnastics-leotards-hidden-details-2024-8">Biles</a> is a one-in-a-million talent, but mental health experts told Business Insider that prioritizing mental health at work can be a positive step that can help everyday workers get ahead in their careers."Ignoring your mental health is literally ignoring the part of your body that controls everything: your movements, your emotions, your cognitions," Dr. Janna Koretz, the founder of Azimuth Psychological, told Business Insider. "If you don't pay attention to it, all of it falls apart. If you want to rise through the ranks at work, do a stellar job, and really commit to your team, you have to also pay attention to yourself."Workers may ignore their own mental health, fearing that they may fall behind at work, but career well-being strategist Ana Goehner told Business Insider said that while workplaces incentivize hard work, overdoing it can cost you in the end, especially if you end up <a target="_blank" class="" href="https://www.businessinsider.com/work-life-balance-overworked-lawyer-period-2024-7">developing chronic illnesses</a>."What some people don't know is that not treating your mental health can lead to different conditions," she said. "It's best to get ahead slowly and steadily or pause like Simone did to return healthy."<h2 id="cb2b6ce8-82be-4952-a24c-e2db7d0988d3">'It's better to care for your health than wait'</h2><a target="_blank" class="" href="https://www.businessinsider.com/33-high-paying-jobs-for-people-who-dont-like-stress-2019-3">Workplace stress</a> can result from a multitude of sources. Maybe your job requires you to <a target="_blank" class="" href="https://www.businessinsider.com/employees-work-after-9-to-5-hours-less-productive-survey-2023-12">work for 10 hours a day</a>, or perhaps you've been put on a project that takes you too far out of your comfort zone.Goehner explained that there are many steps that workers can take to prioritize mental wellness at work before it becomes so bad that they have to drop everything and leave. For example, addressing the <a target="_blank" class="" href="https://www.businessinsider.com/how-to-deal-with-stress-burnout-work-mental-health-professional-2023-11">root cause of stress</a> at work and finding adequate accommodations with your manager can help reduce it.She also advised that workers get familiar with their workplace policies regarding mental health support."Many companies are aware of workplace stress and burnout and offer therapy and other mental health resources through an Employee Assistance Program or other offers, such as a subscription to a meditation app or access to health coaches to address underlying issues," Goehner said. "Sometimes, you need multiple resources to improve your mental health."Goehner also said that many companies are now offering mental health days for workers that can help employees find some relief from <a target="_blank" class="" href="https://www.businessinsider.com/burnout-work-boss-left-office-on-stretcher-2024-4">workplace stress or burnout</a>.<div type="image" title="Simone Biles in a blue leotard leaps off a balance beam into a splits" height="1766" width="2500" msid="112313600" hostid="261" sizebytes="100556"></div><h2 id="42726fd6-3b42-4aba-8188-dd4509e6eec6">Mental health leave is still stigmatized</h2>For some workers, a few days aren't enough. Sometimes, like in Biles' case, a more rigorous approach to addressing their mental health is necessary.One option workers might consider is taking some sort of extended leave. However, <a target="_blank" class="" href="https://www.businessinsider.com/quit-6-figure-tech-job-mental-health-collapsed-2024-7">mental health leave</a> isn't accessible for many Americans. Goehner said that most companies do not allow paid mental health leave without written permission from a healthcare professional. For people without adequate access to healthcare, this can be a barrier.Some workers <a target="_blank" class="" href="https://www.businessinsider.com/how-plan-save-job-career-break-mental-health-2023-9">save up</a> to quit their jobs, but outright quitting <a target="_blank" class="" href="https://www.businessinsider.com/simone-biles-mental-health-not-everyone-can-afford-to-quit-2021-7">isn't feasible</a> for everyone.Koretz said that at her therapy practice, she advises clients who cannot take that leap of faith and stop working. However, she said, small, incremental lifestyle changes can improve mental health in the workplace.For example, she said focusing on activities or jobs that align with your personal values can bring "joy and levity" to stressful situations."It may not seem like much but making very small changes can impact mental health in a positive way, and can be especially motivating, partly because it also helps us realize we are in control of more than we think," Koretz said.Representatives for Biles did not immediately respond to a request for comment.

Simone Biles' career shows why putting your mental health first can pay off in the end

<ul><li>Over 43% of India’s <keyword id="420602" type="General" weightage="20" keywordseo="working-population" source="Orion">working population</keyword> is either <keyword id="22732" type="General" weightage="20" keywordseo="anxious" source="Orion">anxious</keyword>, <keyword id="6423701" type="General" weightage="20" keywordseo="depressed" source="Orion">depressed</keyword> or <keyword id="125939" type="General" weightage="20" keywordseo="isolated" source="Orion">isolated</keyword>, says a report.</li><li>The <keyword id="6354774" type="General" weightage="20" keywordseo="mental-health" source="Orion">mental health</keyword> of Indians is keeping over half of them from performing effectively at work.</li><li>Employees without emergency savings are 60% more likely to find it difficult to concentrate on their work.</li><li>The 20-29 age group are significantly worse off than people under 40 with a low mental health score. </li></ul>Over half of <keyword id="479445" type="General" weightage="20" keywordseo="indian-employees" source="Orion">Indian employees</keyword> are logging off work feeling exhausted and over 60% of them notice their colleagues feeling stressed, says the Asian Mental Health index report by Aon and TELUS Health. Moreover, over 43% of India’s working population is either anxious, depressed or isolated, says the report which surveyed 13,000 workers living across 12 Asian countries. “The Mental Health Index score for India is 64, indicating that the mental health of employees there is strained despite being 1.6 points higher than the median,” the report said. An index over 80 is considered optional while a figure between 50 and 79 is considered ‘strained’ and anything below that is considered distressed. <div type="image" title="Untitled_Artwork (4)" msid="103664890" hostid="261"></div> The mental health of Indians is keeping over half of them – 53% – from performing effectively at work. And over 45% say that they find it more difficult concentrating on work than they did last year. India ranks among the nations where the highest proportion of employees face productivity difficulties. Mental health problems can result in low employee engagement, absenteeism and presenteeism, and increased turnover. The most prevalent mental health conditions, such as depression and anxiety, are estimated to cost the global economy $1 trillion per year in reduced productivity. <div type="image" title="Untitled_Artwork (3)" msid="103664918" hostid="261"></div> Emergency fund &amp; inner peace It’s not just work-related exhaustion and burnout that’s troubling to the working age population of Asian nations. Financial insecurity is also amongst the likely causes. “Other factors may include cost-of-living challenges, rising healthcare costs, climate change impacts, geopolitical instability, and the increasingly complex and ambiguous nature of today’s workplace, which has been changing rapidly since Covid-19,” the report reads. As many as 33% of Indians surveyed said that they have an emergency fund to cover over three months of essential expenses – and a similar percentage said that they can get by with their funds for two months. While 21% intend to start one in the current year, 8% believe they can get by on credit without an emergency fund. These funds are a key factor in deciding workplace productivity as employees without emergency savings are 60% more likely to find it more difficult to concentrate on their work as compared to those with emergency savings, the report says. <div type="image" title="Untitled_Artwork (2)" msid="103664935" hostid="261"></div> The young are tired Yet another key finding of the report is that older employees are fitter mentally. Employees under 40 particularly feel the strain of poor mental health. The 20-29 age group are significantly worse off with a mental health index score of 57.8. “It represents the most strain and the highest mental health risk of any age group by a significant margin,” the report says. Under 40s are 50% more likely than over 50s to feel mentally and or physically exhausted at the end of their workday – indicating that the older group of employees are handling work much better than their younger colleagues.

More than half of Indian employees are logging off from work exhausted

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

<ul class="summary-list"><li>Insider spoke to people who quit companies like Meta and McKinsey and what they do now.</li><li>No one regretted leaving and one even said he wished he left his $120K finance job sooner.</li></ul>Many are walking away from their high-paying jobs — and have zero regrets. Insider spoke to seven people who left behind coveted roles at major companies in tech, finance, consulting, and fashion.From combatting work-induced burnout to chasing long-held dreams, these former corporate employees reveal why they don't miss their old lives. They now have new pursuits and want to share valuable lessons with those considering career shifts.<h2>Navdeep Singh quit his job at Amazon after 2 months because of work anxiety </h2><div type="image" title="Navdeep Singh (Navi) quit his job at Amazon after two months because of work anxiety." height="424" width="566" msid="105602775" hostid="261" sizebytes="22436"></div>Navdeep Singh is a former Amazon software engineer who experienced anxiety because of the pressure at work. He said deadlines at Amazon were aggressive and that he felt he wasn't allowed to ask questions.Singh told Insider that he felt almost paralyzed: he couldn't ask questions because he was expected to solve problems by himself, and he was afraid that he would make a mistake. "During this time, my team hired more new grads, and I couldn't help but compare myself to them and think I was the worst one among them."Singh eventually quit Amazon after two months and he started feeling better. "I just wish I had known sooner that what happened while I was at Amazon didn't define me or my capabilities."Read more: <a href="https://www.businessinsider.com/quit-amazon-job-anxiety-stress-2023-10">I quit Amazon after 2 months. The job was as stressful as I'd read about.</a><h2>Xaviera Ho quit her dream job at JPMorgan </h2>Xaviera Ho spent years working towards her dream job at JPMorgan. Two years after landing her dream job as an investment analyst, Ho quit. She said there's no such thing as work-life balance or work-life integration.<div type="image" title="Xaviera Ho" height="1958" width="2611" msid="105602777" hostid="261" sizebytes="363192"></div>"Because I was so involved with the markets and making trades, I had to be on top of the financial market news. I also had to be constantly available to respond to senior bankers and clients, even after hours and on weekends." Ho also said working in a large organization like JPMorgan, whose headquarters are located in the US, can feel like being a cog in the wheel at times. "Many initiatives or positive changes that you want to implement can get lost in a web of bureaucracy. I realized that I prefer to have the autonomy to start projects. I wanted to be closer to the key decision makers."Read more: <a href="https://www.businessinsider.com/quit-dream-job-jpmorgan-banking-not-for-me-singapore-2023-11">I spent years working toward my dream job at JPMorgan in Singapore. But 2 years after I got it, I quit — here's why.</a><h2>Vivian Tu quit her cushy $656K job to teach people about financial literacy</h2><div type="image" title="Vivian Tu" height="2931" width="3908" msid="104802052" hostid="261"></div>Vivian Tu is a former trader at JPMorgan who also worked in sales and marketing at BuzzFeed. She told Insider that leaving Wall Street was one of the best decisions she has ever made — it allowed her to figure out that she's good at — and can get paid to do — so many other things. Leaving also gave her the experience and skills to start her content creation journey, launching a channel called "Your Rich BFF." "I consider myself lucky in my career because I have no regrets, which is rare. That said, I hope my story of job hopping can show people that company loyalty is no longer the norm, and frankly — it doesn't pay. "Read more: <a href="https://www.businessinsider.com/jp-morgan-buzzfeed-salary-transparency-wall-street-career-journey-2023-7">I made around $100K at JPMorgan and $656K at BuzzFeed. Here's my full salary breakdown and why I recommend job-hopping.</a><h2>Angelina Lu quit her elitist consultant job at McKinsey &amp; Company for a job at a startup </h2>Angelina Lu is a former business analyst at McKinsey &amp; Company who now gives consulting and career advice on social media.Lu says the McKinsey workload was extremely demanding. "We averaged workdays of 12 to 15 hours. On Mondays, I'd typically wake up at 4 a.m. or 5 a.m. before getting to the airport to catch the earliest flight to meet my client. I'd use the flight to catch up on work, get ready for the day, or nap to get more rest," she told Insider.Lu ultimately made the decision to leave because she wanted to explore and grow in other aspects of her career, but she said leaving McKinsey came with its tradeoffs. Not only did she take a pay cut, she also forfeited the opportunity to pursue an advanced degree sponsored by McKinsey. Lu now works as a product manager at a tech startup and loves seeing the impact she makes.Read more: <a href="https://www.businessinsider.com/mckinsey-burnout-quit-elitist-consulting-lifestyle-2023-8" rel="">I'm a former McKinsey consultant. Here's what my job really looked like beyond the prestige and glamour.</a><h2>Eric Yu quit his $370K software engineer job at Meta because he experienced panic attacks due to work pressure</h2>Eric Yu was a software engineer at Meta and experienced panic attacks due to work pressure.<div type="image" title="Eric Yu in a suit against a yellow background." height="512" width="683" msid="104802053" hostid="261"></div>"In November 2019, I experienced my first panic attack while I was working from home. It was around 4 p.m., and my left pinky went completely numb. At first, I ignored it, but it got worse: An hour in, my ears were ringing, and my heart was beating really fast."Yu told Insider that he knows it sounds crazy to leave a $370,000 job, and staying at Meta for the rest of his life would have ensured financial security, but he knew it wasn't right for him. Now, Yu and his fiancée have started house hacking, a lower-cost way of getting into real estate. Read more: <a href="https://www.businessinsider.com/quit-meta-tech-job-after-panic-attacks-anxiety-low-point-2023-10" rel="">I quit my $370K job at Meta after having panic attacks and hitting the lowest point of my life. I just knew the job wasn't right for me.</a><h2>Elizabeth Rosenberg quit her agency job after a trip to the emergency room due to intense work stress</h2>Elizabeth Rosenberg was the global head of communications for a large ad agency. She worked 60-plus hours a week, as PR is a demanding "always on" role that thrives in high-stress situations and can very easily lead to burnout, she told Insider.One day, she experienced intense stress at work, which brought on a severe migraine that sent her to the emergency room. She knew she had to make changes and ultimately quit her agency job.Rosenberg told Insider that no job on earth is worth putting your mental and physical health at risk — and that while there isn't a one-size-fits-all answer for burnout and stress, self-awareness is the starting point of change."Everything from setting boundaries around your health and not apologizing for it to speaking up to your supervisor before you get to your breaking point will help you," she said. "We shouldn't have to prove we're good at our jobs by the number of hours we put in or how much we can push ourselves to the breaking point."Read more: <a href="https://www.businessinsider.com/burnout-extreme-stress-pr-agency-hospital-elizabeth-rosenberg-2021-5">I was a 35-year-old global head of communications who landed in the hospital from extreme stress and burnout. It was the push I needed to finally leave agency life and put my wellness first.</a><h2>Vincent Chan quit his $120K finance job and made more money with YouTube videos </h2>Vincent Chan used to work in finance after being sold the dream that working in finance is very sexy. But in his role, he saw that every new person was trying to outwork the other person at his company. "Once one person started building that kind of workplace culture, another person would follow suit because they didn't want to be left behind. Everyone was trying to impress their respective bosses to try to get a raise or get that promotion." Eventually, Chan quit his job and primarily focused on content creation. He has a presence on platforms like YouTube, TikTok, and Instagram and manages a finance newsletter. "I wish I didn't drink the corporate America Kool-Aid so much in college," he told Insider. His biggest advice for people who want to quit is to brush up on personal finance skills. "If you have the safety net, you have more options."Read more: <a href="https://www.businessinsider.com/i-quit-finance-job-now-make-more-youtube-2023-7" rel="">I quit my $120K finance job and make more money with YouTube videos. I wish I never drank the corporate America Kool-Aid and chased my own dreams sooner.</a><h2>Julia Fernsby quit her dream fashion job in New York </h2><div type="image" title="Julia Fernsby" height="900" width="1200" msid="105602778" hostid="261" sizebytes="158282"></div>Julia Fernsby moved to New York City from Ireland right after college to work. However, her dream fashion job was not what she envisioned, and the city felt overwhelming and unfriendly.She said she felt very judged at work, and her co-workers reminded her of Regina George in 'Mean Girls.' "I was a bit heavier than other girls. I wasn't tall, didn't wear makeup, and had a funny accent. I tried to fit in with my clothing, but I wasn't financially stable and couldn't afford extravagant shopping. I wore similar clothes but in worse-quality material. I couldn't afford a good hairdresser."Fernsby's journey serves as a reminder — sometimes, it's the detours in life that lead us to where we're meant to be.Read more: <a href="https://www.businessinsider.com/moving-to-nyc-fashion-career-became-worst-nightmare-2023-11">I moved to NYC right after college to work in fashion — but people were unfriendly and my dream turned into a nightmare</a><h2>Kenny Williams left 3 jobs in one year</h2><div type="image" title="Kenny Williams." height="877" width="1170" msid="105602779" hostid="261" sizebytes="145896"></div>Kenny Williams resigned from three jobs in less than a year. He said knowing when and how to pivot is an important lesson he's learned in his career."I resigned from the next job, after only two weeks. It was incredibly hard to leave a full-time job with benefits in such a short amount of time. My toxic ideas about professionalism made me feel uncomfortable at the mere thought. But I knew that if I stayed, I'd be miserable."Williams told Insider that he doesn't consider how other people feel about upholding old standards of professionalism. "Thanks to Gen Z, standards of professionalism are changing for the better and they've given me the courage to be a part of that movement." Read more:<a href="https://www.businessinsider.com/there-is-nothing-wrong-with-leaving-multiple-jobs-2023"> I left 3 jobs in 1 year because I didn't want to waste my time being miserable — and I thank Gen Z for setting this new standard</a>

Former Amazon, Meta, and JPMorgan employees on the moment they knew they had to leave their dream job to save their mental health

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

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

Divyanshi Sharma

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

Divyanshi Sharma

Being managed out at work is a type of bullying. This is what to do about it, according to a lawyer.

Lindsay Dodgson

Simone Biles' career shows why putting your mental health first can pay off in the end

Hannah Getahun

More than half of Indian employees are logging off from work exhausted

Katya Naidu

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

Kunal Kambli

Former Amazon, Meta, and JPMorgan employees on the moment they knew they had to leave their dream job to save their mental health

Aria Yang

Can AI help companies boost employee well-being?

Rebecca Knight

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