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Business Journals
09-05-2025
- Health
- Business Journals
Culture check: How the office environment can shape — or sabotage — employee well-being
In today's fast-paced work environment, organizations often underestimate how much their daily operations, leadership behaviors and company policies influence employee mental health. But the reality is clear: the way work is structured — what is prioritized, how leadership communicates and whether employees feel valued and supported — can either protect well-being or contribute to chronic stress, disengagement and burnout. Workplace burnout is a prevalent issue affecting a significant portion of the American workforce. A 2024 report by Aflac revealed that nearly 60% of U.S. workers are experiencing moderate to high levels of burnout. This issue is particularly pronounced among millennials (ages 28-43), with 66% reporting burnout compared to 55% of Gen Xers (ages 44-59) and 39% of baby boomers (ages 60-78). Furthermore, research from the American Institute of Stress indicates that 83% of U.S. workers experience work-related stress, a primary precursor to burnout. This stress not only affects job performance but also has significant implications for personal well-being and organizational productivity. 'We've worked with organizations of all sizes to help leaders design work environments that foster resilience,' says Dr. Patrick Jeffs, founder and owner of The Resiliency Solution. 'In a world that keeps accelerating, resilience isn't about bouncing back — it's about knowing when to slow down, when to push forward and when to recalibrate. The ability to adjust, not just recover, defines lasting success.' But what are some of the most overlooked workplace dynamics that impact mental health — and what can organizations do to fix them? Jeffs shares his insight. How organizational behavior impacts mental well-being The chaos of poor prioritization One of the biggest stressors in any workplace is the feeling of constantly chasing moving targets. When employees are overloaded with tasks but given little clarity on what truly matters, it leads to reactive decision-making, unnecessary stress and ultimately burnout. On the flip side, clear prioritization gives employees a sense of control. Leaders who establish a rhythm — through daily huddles, structured check-ins or simple 'stoplight' priority lists — help their teams confidently focus on the work that moves the needle. Even a single word, 'deprioritize,' can be transformative in a fast-moving environment, offering permission to let go of low-value tasks. The hidden cost of skipping recovery High performers don't operate at full capacity 24/7. In any other high-stakes field — sports, aviation, military operations — rest and recovery are deliberately built into the system. Why should business be any different? Micro-breaks, protected lunch hours and scheduled 'think time' shouldn't be viewed as luxuries — they're productivity boosters. At the organizational level, integrating monthly innovation sprints or quarterly off-site days helps teams step back, recharge and return to work with sharper focus and fresh ideas. Companies that honor the natural cycle of effort and recovery don't just see better mental health, they also see sustained high performance. 'Uncertainty isn't going anywhere, but burnout doesn't have to be inevitable. Organizations that rethink resilience as a long-term capacity rather than a short-term response will define the future of work,' Jeffs says. expand Success without a scoreboard is stressful Nothing creates workplace anxiety faster than unclear expectations. Employees want to succeed, but when success metrics are vague or constantly shifting, they feel like they're shooting at a moving target. This erodes confidence, stifles creativity and leads to decision paralysis. The simplest fix? Co-create success measures. Leaders who involve their teams in defining what 'success' looks like and keep those expectations consistent build a culture of trust and accountability. Regular check-ins should focus not just on results, but also on what's working, what's not and how adjustments can be made without upending expectations. Micromanagement: A fast track to stress Few things drain morale faster than a leader who can't let go. Micromanagement sends an implicit message: 'I don't trust you.' It chips away at autonomy, slows decision-making and makes employees second-guess themselves — sometimes to the point where they stop taking initiative altogether. Great leaders set direction, provide resources and then get out of the way. When employees feel ownership over their work, they're more engaged, more innovative and less stressed. The best managers don't control every detail; they create an environment where people can thrive without constant oversight. How organizations can build a healthier, more resilient workplace 1. Establish a culture of prioritization Use simple frameworks — like daily huddles or weekly planning — to clarify what matters most. Give employees permission to deprioritize tasks that don't drive meaningful results. Avoid reactive, last-minute work cycles that create unnecessary stress. 2. Build recovery into the workweek Encourage micro-breaks and ensure lunch breaks aren't just theoretical. Introduce 'think days' or quarterly off-site sessions to foster innovation. Recognize that sustainable performance requires intentional downtime. 3. Provide clear success measures Co-create performance metrics with employees to reduce ambiguity. Keep expectations consistent — don't change the rules mid-game. Regularly revisit goals in one-on-ones to ensure alignment and clarity. 4. Empower instead of micromanage Give employees full ownership of their projects, with clear support structures. Trust people to make decisions without excessive oversight. Encourage a culture of experimentation and learning, rather than fear of failure. 5. Foster open dialogue around decision-making Implement feedback loops — whether through check-ins, surveys or roundtable discussions. Make it easy for employees to voice concerns before they become problems. Create an environment where collaboration, not hierarchy, drives decision-making. According to Jeffs, workplace well-being doesn't happen by accident. 'It's a product of intentional leadership and a commitment to building a culture where employees can do their best work without sacrificing their mental health in the process. Leaders who take these steps don't just improve retention and engagement — they future-proof their organizations against burnout, turnover and performance decline.'
Forbes
04-05-2025
- Health
- Forbes
15 Must-Ask Questions To Help You Ace Your Next Job Interview
When the hiring manager asks, "So, do you have any questions for me?" at the end of your job interview, many interviewees are tempted to smile and respond, 'No, I think you answered all my questions.' That's the wrong way to end an interview. This critical moment is an opportunity to show employers you're prepared, interested, and a critical thinker. It is also important because job interviews are a two-way street. Just as the hiring manager is evaluating you, it's necessary for you to assess whether the team dynamics and company culture are the right fit. While many job candidates underestimate the power of asking intelligent questions in a job interview, it can make or break your chances. These 15 insightful questions will help you stand out in your next job interview so you have the best chance of securing a job offer. This question demonstrates your understanding that every position exists within a broader internal network. You're showing the interviewer that you're thinking about how you'll fit into the team structure and contribute to the company's success. What the answer reveals: The answer reveals the position's priorities beyond the job description and helps you understand how your work performance will be evaluated. It also provides insight into the organization's management style and team dynamics. Many job candidates consider a strong workplace culture more important than salary. This question helps you assess the company culture based on a response from someone who experiences it daily. What the answer reveals: By asking for just three words, you're forcing the interviewer to describe the company culture in simple terms. Their choice of words will tell you a lot about the organization and whether their values align with your own. The results of APA's Work and Well-being Survey reveal that 81% of respondents look for organizations that support mental health when they seek future job opportunities. Also, according to the American Institute of Stress, workplace stress costs U.S. employers an estimated $300 billion. So, this is an issue that impacts employees and employers. This question shows you're realistic about work demands while demonstrating your interest in work-life balance and employee support. What the answer reveals: The response will tell you whether the company has formal systems to support workload spikes, how they prioritize employee well-being (if at all) and whether they're proactive or reactive in addressing workplace stress. This question positions you in the job interview as a problem-solver who thinks about adding value. It shows that you understand that you're being hired to find solutions rather than just complete daily tasks. What the answer reveals: The answer provides insight into the hiring manager's immediate priorities and helps you assess whether your skills align with what the company needs. It also reveals potential challenges you might face and gives you a chance to address how your experience prepares you to tackle them. By asking about expectations, you demonstrate your results-oriented mindset and commitment to making an impact. This question helps clarify how the employer envisions success in the role. What the answer reveals: The response will help you understand the learning curve, priorities and how your performance will be measured. This will help you feel confident entering into a role with clear expectations. This question addresses expectations in concrete terms and shows you're looking to excel. It demonstrates your commitment to excellence and your desire for clear success metrics. What the answer reveals: The answer reveals how structured the role might be and gives you insight into the hiring manager's priorities. It also provides valuable information about advancement opportunities and how to position yourself for growth within the company. By asking about the interviewer's personal experience in the job interview, you get insight into the company's investment in its people. This question also shows that you're thinking long-term about your career and value continuous learning. What the answer reveals: The answer will provide insight into whether the company supports internal advancement and development and show how you might progress within the organization. This question signals your desire for advancement while gathering information about career opportunities. It shows you're thinking about your future with the company and want to understand how they develop talent from within. What the answer reveals: The response will reveal whether the organization has formal leadership development programs, mentorship opportunities, or a track record of promoting from within. A survey conducted by The Conference Board found that 58% of workers are likely to leave their company if they don't receive leadership development opportunities, so this is an important aspect to consider in your job interview. This straightforward question demonstrates your commitment to personal and professional development. It shows you're not just looking for a job but investing in a career path. What the answer reveals: The answer reveals whether the company offers formal mentoring, coaching, continued education, or professional training. According to Gallup, 87% of millennials rate "professional or career growth and development opportunities" as critical in a job, making this question very relevant. This question turns the tables in a positive way, allowing the interviewer to share their own story. It builds rapport and shows interest in their experience while providing you with insight into career progression at the company. What the answer reveals: The response can reveal whether the organization promotes from within, values diverse career paths or has a particular advancement path. It also allows you to find common ground with the interviewer, creating a more memorable connection. By asking about what excites the interviewer, you tap into their passion and enthusiasm. This question creates an emotional connection during the job interview and shows you care about the work happening at the company, not just the job requirements. What the answer reveals: The answer provides insight into current initiatives, what generates team excitement and the types of projects you might be involved with. It also gives you a glimpse into the company's culture and priorities. This question invites the interviewer to speak from personal experience, creating an authentic moment in the conversation. It shows you're interested in the experience of working there, not just in the salary and benefits. What the answer reveals: The response can tell you a lot about employee satisfaction and company culture. Research has shown that a positive employee experience is linked to higher profits, customer satisfaction, and innovation, making this insight valuable for your decision-making. This question shows confidence, self-awareness, and a desire for transparent communication. It also gives you a chance to address any concerns while you still have the interviewer's attention. What the answer reveals: The response provides an opportunity to clarify misunderstandings or elaborate on experiences that might not have been fully explored during the job interview. Cultural fit is an important factor for hiring managers, so addressing any areas of concern is crucial. This question demonstrates your interest in understanding the context of the role. It shows you're thinking critically about why and how the position has evolved. What the answer reveals: The answer reveals whether this is a newly created role (suggesting growth or reorganization) or a replacement (prompting questions about why the previous person left). Understanding this history helps you assess stability, expectations and potential challenges. If the position has a high turnover, this might be a red flag worth exploring. This question shows you're thinking about adding value beyond the job description. It demonstrates your understanding that top performers contribute to company culture and initiatives beyond their core responsibilities. What the answer reveals: The response reveals the company's values and priorities while giving you insight into how you can stand out once hired. Employees who use their assets are more likely to be engaged at work, so understanding how to contribute your unique talents is valuable for you and the employer. Remember that a job interview is a dialogue, not an interrogation. While the hiring manager is evaluating you, you're also trying to determine whether the role and organization align with your goals, values, priorities and work style. By preparing intelligent questions that demonstrate your interest, insight, and intelligence, you'll leave a lasting impression that sets you apart from other candidates—even those with similar qualifications and experience. With these 15 smart questions in your interview toolkit, you'll be well-equipped to do exactly that.
Forbes
30-04-2025
- Health
- Forbes
Why Women Are More Stressed Than Ever And How To Address It
April is stress awareness month, and studies show Americans are more stressed now than ever. According to a recent report conducted by Mental Health America, about 23 percent of American adults say they experienced a mental health condition in 2024, and about 75% of Americans reported experiencing a physical or mental symptom of stress in the last month. Although stress seems to be increasing for many, stress and symptoms associated with chronic stress appear to be rising at more significant rates for women compared to men. This is especially true for women of color. But experts say there are intentional actions you can take to combat stress. What Is Stress? Stress is not necessarily a disease or mental health condition, but it can have lasting effects on a person's mental health and wellness. The American Institute of Stress describes stress as the body's specific response to any pleasant or unpleasant demand. More commonly than not, the source of stress is caused by some sort of life change that takes place. For example, a divorce, the loss of a loved one, the birth of a child, a job loss, or even getting a new job. But it can also stem from a person's surroundings, like an aggressive boss or a tense conversation. Women and Stress Research suggests that Americans are experiencing higher levels of stress compared to previous years. A survey conducted by the American Psychological Association found that almost 80% of American adults consider the country's future a significant source of stress, an increase from previous years. Experts say that ongoing political and economic uncertainty of the country is taking a toll on mental and physical health. For example, a poll by The Associated Press-NORC Center for Public Affairs Research found that about half of American adults say that President Trump's trade policies will increase prices 'a lot,' and another 3 in 10 people think prices could go up 'somewhat.' The same poll found that roughly half of Americans are also 'extremely' or 'very' concerned about the possibility of the U.S. economy going into a recession in the next few months. Although these statistics are staggering, women have historically experienced higher levels of stress and burden compared to men -- and those numbers seem to be climbing. For instance, in a 2023 study with a sample of more than 3,000 adults, women rated their stress levels at an average of 5.3 out of 10, while men reported an average of 4.8 out of 10 and were more likely to rate their stress levels between an 8 and a 10 than men (27% versus 21%). Women were also more likely to say they 'strongly agree' that no one understands how stressed they are and were less likely to report that they can quickly get over stress. The same study found that women were also more likely to report stress about money, family, responsibilities, and relationships, and 68% of the women surveyed acknowledged they needed more support, compared with 63% of men. Experts suggest that these stressors have been further exacerbated by additional and more recent concerns about changes in reproductive rights and women's rights, access to education for their children, and access to retirement and social security. Current concerns also add insult to injury to feelings that women have historically experienced related to the current pay gap that has recently somewhat narrowed, but women continue to earn an average of 85% of what men earn. Many women of color experience these concerns along with the additional stressors and trauma often associated with experiences with racism. Because women of color have been minoritized by being both a woman and non-white, they are often exposed to racism and sexism simultaneously. Other factors that further compound feelings of stress include sexuality, socioeconomic status, nationality, and citizenship – all of which are groups that have become especially vulnerable in the current socio-politically and socio-culturally climate. Effects of Stress On Women It is not uncommon for the term 'stress' or 'stressed' to be used to describe minor discomfort, and although feelings of stress can be minor and fleeting, stress can also be chronic and create various challenges in carrying out daily tasks. That said, the more severe the cause of stress is, the higher the likelihood of more severe symptoms. When the body senses a perceived threat, stress levels naturally rise, and hormones such as epinephrine, cortisol, and norepinephrine are released to increase hypervigilance, higher blood pressure, and tense muscles. This is often called the 'fight or flight' response that results from acute stress. Ironically, in short bursts, stress can actually help with thinking, alertness, and focus. But when stress becomes chronic, it can lead to physical and mental health concerns. During trying times, women may be less likely to prioritize their own mental and physical health and put the needs of others before their own. Men and women experience similar effects of stress, such as trouble sleeping, headaches, indigestion, and weaker immune systems. But research suggests that women may feel other effects of stress differently than men. For example, studies suggest stress in women is linked to: Tackling Stress When dealing with stress, all is not lost. In fact, experts say that depending on the cause, stress can be addressed. Here are a few suggestions on how to relieve symptoms associated with stress.
Yahoo
24-03-2025
- Health
- Yahoo
Burnout is bad for business — and even worse for your team
Burnout is more than feeling a little stressed at work from time to time. The World Health Organization (WHO) takes burnout so seriously that it's included in the International Classification of Diseases. It's defined as chronic workplace stress that hasn't been successfully managed. The WHO estimates that burnout costs U.S. businesses a whopping $1 trillion in lost revenue every year. Not only can burnout affect your employees' well-being and lower morale, but it can also impact your company's financial bottom line. By learning more about burnout and taking proactive measures against burnout, you can protect your employees and your company's future, Rula explains. Burnout is a workplace phenomenon recognized by the World Health Organization. It's characterized by overwhelming stress, detachment and apathy, and decreased productivity. Burnout doesn't only affect employee well-being. It also considerably affects companies' bottom lines. As an employer or manager, you can do your part to prevent burnout by gathering employee feedback and closely examining the policies and practices that are leading them to feel burnt out. The biggest impact of burnout is its effect on your employees' mental and physical health. But burnout can be expensive for organizations too. Research and nationwide surveys show that burnout can lead to decreased productivity, lost revenue, increased tardiness and time away from work, and additional healthcare costs. According to the American Institute of Stress: Nearly half (47%) of employees say the majority of their stress comes from work Employees report losing an average of seven hours of productivity weekly due to financial stress Employers lose $183 billion per year due to decreased employee productivity Stress contributes to 40% of job turnover Additionally, burned-out employees are 2.6 times more likely to be actively searching for another job, affecting companies' ability to retain employees. Constantly hiring and training can be expensive too. It's important to recognize the burnout warning signs and take action when you see it. While burnout can look different across different people, employees might be burned out if they're: Less productive and struggle to complete tasks that once came easily Missing deadlines or showing up late more often than usual Expressing frustration, cynicism, or negativity about work Withdrawing from coworkers, like avoiding team meetings, group projects, or social interactions Overwhelmed by small challenges or more impatient than usual Reporting more frequent physical complaints, like headaches, fatigue, or trouble sleeping Losing interest in projects they used to be passionate about Making more mistakes or having trouble focusing Using more sick days, either because of mental health concerns or stress-related physical illness Not offering new ideas or participating in creative problem solving Showing signs of detachment or apathy There's a misconception that burnout is about individual employees. However, most of the time, the root of the issue is workplace policies, environments, or team dynamics. Some common causes of burnout include: Heavy workloads Long working hours Low pay Unreasonable time pressures and deadlines Lack of control and autonomy Lack of connection and community Toxic work environment Lack of reward and recognition No clear path for advancement Unfair treatment Lack of role clarity Addressing burnout will require more than a team pizza party or yoga classes. Burnout will need to be treated as a systemic issue, addressing the full workplace environment and processes that may be contributing to it. As an employer, here are 10 steps you can take to prevent burnout at your organization: Foster a workplace environment where it's safe to talk about mental and emotional health. Leaders can combat stigma by talking about their own mental health. This can make it more likely that your employees will feel comfortable coming to you for support when they feel burnt out. Get feedback on burnout. It's important to understand the exact reasons contributing to your employees' burnout so you can adequately address them. Provide anonymous avenues for feedback where employees know they can offer honest suggestions. Directly address workplace policies that may be contributing to burnout. Depending on your workplace, this could mean providing more flexible hours, options for child care, mental health benefits, shorter shifts, and more. Provide clear avenues for advancement. Part of burnout is feeling like you can't make a difference or grow in your role. Clarify what employees need to do to advance or receive a promotion. Ensure autonomy. Another aspect of burnout is feeling like you don't have control over how you do your work. That's why it's essential to offer as much employee autonomy as you reasonably can. For example, you might allow employees to complete work on a schedule that makes the most sense for their lifestyle. Recognize employees for their hard work. Not rewarding employees for their efforts can lead to or worsen burnout. So, make sure to recognize employees—whether it's entire teams or individuals—who do exceptional work. Assign people to passion projects. An important part of being a manager is identifying where specific employees thrive. Provide opportunities for employees to participate in special projects that align with their passions or unique skill sets. Connect the job to a greater meaning. When employees are burnt out, they may feel a lack of purpose. Leaders can help them understand the meaning behind what they do, like connecting it to their values or sharing the real-world impact of their work. Look at diversity and inclusion policies. Employees who belong to historically marginalized communities may have rightful claims of unfair treatment and discrimination in the workplace. Take a good look at your policies, both in recruitment and hiring as well as advancement. Is there anything more you could be doing to protect these employees Provide accessible mental health resources and policies. Organizations can prevent burnout through providing mental health days or accessible resources like therapy. This story was produced by Rula and reviewed and distributed by Stacker.
Yahoo
31-01-2025
- Health
- Yahoo
Backed by Mayo Clinic, Nutrix's hardware monitors worker stress
Stress isn't just bad for you — it's also bad for your employer. Factoring in absenteeism, diminished productivity, turnover, medical costs, and accidents, the nonprofit American Institute of Stress estimates that workplace stress costs U.S. businesses over $300 billion annually. One way to measure stress is by monitoring cortisol levels. Even influencers know this, with 'cortisol face' becoming a trending TikTok topic. But to approach things scientifically, the hormone needs to be measured throughout the day, because it's variation that matters the most. 'By the end of the day, we should have the lowest levels,' says Nutrix CEO Maria Hahn. Her company's newly unveiled hardware, cortiSense, which measures cortisol in saliva, recently won the CES Innovation Award 2025 in the Digital Health category. Providing patients with a device instead of having them go to a clinic isn't just more convenient; it also allows for tracking cortisol levels right after waking up, Hahn told TechCrunch. Developed with the support of the University of Applied Sciences Northwestern Switzerland, cortiSense integrates with Nutrix's digital health platform, gSense, which includes a digital health platform, continuous glucose monitoring, AI-powered dietary management, and telemedicine. This also connects with Nutrix's initial focus: diabetes. While it pivoted its hardware roadmap toward cortiSense, the company's eye is still on chronic diseases. 'Cortisol is a hormone that controls many other hormones, so it plays an important role in mental health, but also metabolic health,' the Switzerland-based entrepreneur said. This vision helped Nutrix gain support from Swiss innovation agency, Innosuisse, as well as private investment. The startup raised $4 million to date, including a previously unannounced $2.5 million seed round co-led by Polish impact fund Simpact and Japan deep tech fund OIST-Lifetime Ventures. Mayo Clinic also came on board, after meeting the team at CES 2024. The startup is seeking to raise a large Series A round to fund its expansion, but its seed round has already kicked off the U.S. launch of cortiSense. With support from the Mayo Clinic, it is planning to open offices in Silicon Valley. Nutrix isn't new to market expansion; its gSense platform is integrated with the public insurance system in Chile, a country where it received support from public program Start-Up Chile. In 2024, the Swiss health tech startup also launched operations in Mexico and Peru. What's new for Nutrix, however, is the pushback over a model that targets corporations, rather than consumers. While less common in the U.S., in countries such as Chile, Mexico, and Peru, health screenings are part of an employers' obligation to strive for employee wellness, with an understanding that private health data remains private. With the U.S. now at the top of Nutrix's cortiSense roadmap, Hahn will have to get used to clarifying 'the company will only get the aggregated data.' And while a utilitarian pitch around the economic costs of job stress may seem distasteful to some, it may also serve as a reminder to employers that mental health is, indeed, health. Cortisol is, 'also extremely important in women's health, especially in the perimenopause and menopause, but it's also a space that was very abandoned from the research and studies point of view,' Hahn said. She now plans to use some of Nutrix's funding to conduct further investigations into these ties. 'For me as a woman, that's also very important,' she said.
