Lorna Borenstein’s Post

Don’t believe that one single action can change lives? Here’s a quick story. Several years ago, our head of engineering, Chris, approached me about an employee he was concerned about. Chad was one of our best developers, but he hadn’t been his normal self — lagging productivity, distracted during meetings, etc. Chris asked Chad how he was doing and whether he would like some help. It turns out that Chad was dealing with depression. We helped him find the right resources and get better. Not only did he get the help he needed, but he also started to pay it forward. Today, Chad has become a fierce advocate for mental health. He’s open about his challenges, making it easier for others (especially men) to share their struggles. And it all started with one attentive manager asking a simple question, and a supportive culture. As we talk about helping men navigate mental health challenges, think about stories like Chad’s. One action — checking in with an employee — may be just a tiny drop in the ocean, but it can create a big ripple. #MensHealthMonth #EmployeeWellbeing

We’re in the middle of a loneliness epidemic, and the changing dynamics of the workplace are making it worse, not better. Yes, remote work is a contributing factor, but it’s not the only cause. Even workers who come into the office say that they feel less connected to their colleagues. Nonstop meetings are actually part of the problem. In-office employees spend a quarter of their time staring at screens in virtual meetings, and meeting time has tripled since 2020. (WSJ) That leaves less unstructured time for the impromptu chats that help people connect. The water cooler is where you learn that you and your colleague share an interest (or obsession) in the new season of House of the Dragon. It’s the passing conversation where you find out that one of your coworkers is thinking about sending his kids to the same summer camp your kids have gone to for years. The break room is where you discover that one of your teammates knows the best travel hack to help you locate lost luggage on vacation. Without these interactions, our connections are unraveling — 68% of employees say they know their co-workers on a personal level, down from 79% just five years ago. (WSJ) Things are especially tough for workers under the age of 35, who are more likely to say they feel lonely than older employees. (Gallup) As people become less involved in religious institutions and community groups, the workplace is where employees are turning to fill the gap and create a sense of belonging. We cannot let it slip away. We need to make it a priority again. I’m not suggesting employers be responsible for making sure our employees find friends. But we are responsible for making employees feel like they’re part of something bigger than themselves. It’s good for their wellbeing and for engagement. Grokker Innovation Labs’ latest research study revealed that creating a sense of belonging is one of the most important factors in moving the needle on employee engagement. Teams need to get together regularly to engage in activities unrelated to work. When the last Star Wars trilogy was released, we created an annual tradition of renting out the local cinema and taking the entire Grokker team to see each movie. Just last month, we hosted our Memorial Day picnic, and employees brought their favorite homemade items to share. Our CFO’s 24-hour baked beans are the perennial showstopper. The physical space we work in can have a distinct influence on creating a culture of belonging. At Grokker HQ, instead of having a bunch of 4-seater lunch tables, we have one enormous table where everyone sits for lunch. You don’t have to worry about whether you have a friend to eat with or if you are interrupting a private conversation. No awkwardness — just a welcome seat for everyone. At a time when manufactured social media posts are eclipsing real-life interactions, carving out space and time at work for genuine, human connection can combat loneliness and make everyone feel they belong.

“I’m a triathlete. I don’t do yoga.” I said this to the 80-year-old man next to me while I was rehabbing my knee. I had always been into competitive sports, and I had torn my patellar tendon during a race. He suggested I try yoga, and I immediately brushed him off. As it turned out, this conversation changed my life. He told me that many of his previously athletic friends could no longer balance on one leg to tie their shoes, and it was hard for them to walk comfortably. A lot of them were dealing with brittle broken bones, hip replacements, and chronic back pain. On the other hand, he began practicing yoga in his 40s when he was the Masters Slalom champion, and 40 years later he was still able to ski with his grandchildren. I love to ski, so this got my attention. I was in my 30s at the time, and he said that if I wanted to stay active well into my golden years and keep up with my grandkids on the mountain, I needed to try yoga. So, I started with Bikram yoga, because that was the fiercest type I could find. After a year, I moved on to try many other forms. What I’ve found is that yoga hasn’t just made my body more flexible, it has done the same for my mind. When I step onto my mat, I am fully present. I am focused on my breath, rather than worried about what may or may not happen at work or at home... It’s like a moving meditation. I can't imagine my life now without it. These days, I do most of my yoga sessions on Grokker. Whether I am in my hotel room in Wichita, squeezing in a few asanas at the office, or starting my day at home, I’m invited to set an intention or gratitude practice. So even if I only have 20 minutes, it’s like a little gift to myself. The knee injury keeps me from doing distance running. But yoga has given me so much more than I lost. #InternationalYogaDay

We know employee engagement is lagging. We know retention is a huge challenge, even when today’s economy supposedly favors employers. These two factors are major impediments to driving growth. Yet leaders on a global scale are stumped about how to actually move the needle. Grokker Innovation Labs (GIL) just released a new white paper report that uncovers the true drivers of employee engagement and retention. GIL partnered with Arizent researchers surveying hundreds of employees to find out what really makes them feel more loyal and engaged at work. What we found may surprise you. Engagement isn’t driven by compensation or amenities that sound good on paper. Instead, employees are clamoring for their employers to provide a sense of purpose, belonging, and balance. They want to work with supportive leadership teams that offer opportunities for professional advancement and personal connection. While their needs vary somewhat based on demographics or job type, the powerful differences uncovered stemmed from other unexpected sources. The report also examines the needs of specific groups, like Gen Z and BIPOC employees, to explain the concerns of different generations and populations. It’s a must-read for any leader who wants to make meaningful progress on engagement and retention while keeping costs under control. The good news is that there is much that can be done if you just know where to focus. ➡️ Get your free copy of the report here: https://lnkd.in/gS5jGe4q #EmployeeEngagement #TalentRetention #CompanyCulture

Wearing beaded bracelets that say “Dad” is the ultimate power move. My fellow Canadian, Ryan Reynolds, has been known to sport colorful beaded bracelets on red carpets and in interviews. His daughters made them, and he seems to have them on all the time when he’s not playing a role. And why not? Whether he’s grabbing a coffee or chatting with Jimmy Kimmel, he’s always their dad. In his own way, he’s bringing his full self to work. It’s a small thing, but it’s a great way to model modern masculinity. Just like Ryan, many male leaders are reimagining what it means to be a dad in both quiet and loud ways. They’re staying home when the kids are sick. They’re taking on more childcare responsibilities so their partners can pursue their career goals. They’re shifting the paradigm and demonstrating to their male employees that life is messy, things can get tough, and it’s okay. It’s a big change from how things used to be, back when it was assumed that women would bear all child-rearing responsibility. And we’ve still got a long way to go. Let’s face it — most leaders are male (only 10% of Fortune 500s have female CEOs), and there are still lots of double standards around parenting in the workplace. But we’re in the middle of a transformation. To my fellow leaders, let’s help normalize dads being dads, even when they’re at work. Be mindful of assumptions in conversations. Create inclusive parental leave policies. And to the dads out there, rock the beaded bracelet. Let your coworkers know you’ll be out next week because you’re taking the kids to their annual physicals. Bring your kid into the office on a teacher planning day. It destigmatizes male humanity. And that’s what makes it a power move. #Leadership #EmployeeWellbeing (Images source: Jimmy Kimmel’s Instagram via Popsugar)

Now this is what I’m talking about! When you lead by example, your employees notice. When I email outside of business hours, or when I’m on vacation, I prefer to schedule emails for later. But it can be easy to forget that step. Having a disclaimer like this is another great way to show that you value work-life balance.

June is National Men's Health Month. While it’s essential to raise awareness about annual check-ups and staying physically active, it’s also vital to spotlight mental health. Work pressures, financial challenges, or even the daily grind…it all can take a toll. Nearly 1 in 10 men experience depression or anxiety, but less than half of them get treatment. (Mental Health America) Even when men seek out treatment, they don’t always receive the correct support. A recent study found that more than 60% of men who died by suicide had accessed care in the previous year. (National Library of Medicine) We can help close gaps in men’s mental health care by providing accessible resources and being active participants in their support system. 💙Male role models make a big difference. When men speak out about their mental health challenges, it can help other men open up. 💙Make it easy and safe to get support. Downloadable video content, like Grokker’s evidence-based Alleviate Anxiety (https://bit.ly/3yFJkYP) and Breaking Free From Stress (https://bit.ly/3yFJkIj) programs, allows anyone to get help discreetly, on their own time, at their own pace. 💙Provide resources they can relate to. At Grokker, we seek out male mental health experts, including men of color, so that everyone is represented. This helps to break stigmas and build trust. Ultimately, men need to work in psychologically safe environments. We can all do our part by fostering empathy, being open to listen, and reducing barriers in access to care. #MensHealthMonth #EmployeeWellbeing

When you lead a busy team, it’s really hard to disconnect. You tell yourself, “I can squeeze in a few emails while the kids eat their breakfast.” And sure, you can. But what does that say to your employees? Leading by example is the best way to show employees that you mean it when you say they should take time off and enjoy it. At Grokker, we have a couple of policies that show just how important it is to take time off: → We have a tradition when someone travels, they bring some local treat back to share with the team. (Did you know they make matcha Kit Kat bars in Japan?!) → Our referral bonus is a $1,500 travel voucher towards your next vacation. It makes a difference when you show employees that you don’t just encourage them to take time off, but you celebrate it.

My current sticky note reads: Listen and be unflappable. What does that mean? Well, it’s about knowing the difference between listening to someone and making them feel heard. Like many leaders, I have an open-door policy. I want people to feel comfortable sharing their ideas and concerns to avoid groupthink and ensure a variety of perspectives are considered. At times this can be challenging, especially when a colleague is sharing skepticism about an important project’s success or pointing out a flaw in how we are executing as a team. In those moments, it’s hard to avoid the urge to be defensive, negative, or dismissive. Cue sticky note…… But, if your goal is to listen without judgment and remain unflappable, you can take in what they’re saying, acknowledge it even if you disagree, and make them feel heard. It doesn’t mean you’re going to change the business approach or adjust your priorities. It means being okay with not automatically responding, defending, or giving an answer right then and there. Instead, what if you simply let people know you hear them and that you understand where they’re coming from? What if you thanked them for sharing and said you’ll get back to them later? You might not have a way to address every employee idea or concern. That’s okay. As long as you’re listening and being unflappable, you can make everyone feel heard. And that is pretty great. #Leadership