🌍 Case Study: A Wellness Policy That’s Actually Global

Hi there, HR pros!

If your team feels more distracted, disengaged, or just emotionally checked out lately - you're not imagining it.

In our lead story this week, a new report from meQuilibrium reveals that employee pessimism has hit what researchers are calling "critical levels", and it’s costing companies in ways that go far beyond morale.

Whether you're building culture from scratch or trying to steady a shaky team, the insights in this piece are a must-read.

Upcoming In This Issue:

• 🚨 Disconnected and Drained: The Workforce Is Hitting a Breaking Point

• 🌍 Case Study | A Wellness Policy That’s Actually Global

• 🧠 Keep or Cut? The Surprising Truth About the ‘Keeper Test’

• 💼 Tips from HR Pros | Diversity Is Strategy: Why DEI Drives Profit, Not Just Purpose

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🚨 Disconnected and Drained: The Workforce Is Hitting a Breaking Point

A new workforce report reveals that employee pessimism, fueled by uncertainty and a growing disconnect, is becoming a major productivity threat. The findings offer a stark look at how emotional strain at work now directly translates into lower output, mental health struggles, and a loss of trust.

And it’s not just about morale - companies are paying for it in measurable ways.

Key Insights

• 🔻 Pessimistic workers are 60% less productive
  Workers with job-related pessimism also face a 128% higher risk of depression, hitting both output and well-being.

• 📉 Uncertainty slashes productivity by up to 50%
  High uncertainty-related stress triples pessimistic outlooks and drags down individual performance, costing companies significantly.

• 🔥 1 in 3 stressed workers show burnout symptoms
  Employees overwhelmed by uncertainty often experience burnout — which leads to steep declines in engagement and long-term retention.

• 💔 Broken trust fuels a 66% productivity crash
  Over half of workers show signs of disconnect, and those deeply disengaged report two-thirds of their productivity gone.

read the full 406-word article here

🌍 Case Study | A Wellness Policy That’s Actually Global

We’re spending more time at work than ever, and that means employee well-being can’t be a footnote in corporate policy.

Renault Group has rolled out a global wellness policy that goes beyond basic healthcare to address the daily physical and mental health needs of its entire workforce.

The program, called OneHealth, is notable not just for its ambition but for its reach: it’s slated to cover 100% of employees worldwide by September.

Key Takeaways

• 📲 Employees can track well-being goals together via an app
  The Personify Health app enables workers to join wellness challenges and build healthy habits as a community, not in isolation.

• 🩺 Digital-first health checkups help catch risks early
  OneHealth members receive regular digital screenings, with follow-ups for those 45+ — a proactive approach to early disease detection.

• 🧠 Mental health hotline offers 24/7 global access
  Renault’s wellness plan includes round-the-clock mental health support and coverage for major conditions like cancer and heart disease.

• 🏥 Local access, global standard: 148 clinics in 12 countries
  Healthcare isn’t centralized — it’s embedded in local networks, giving employees country-specific support that meets or exceeds national norms.

read the full 758-word article here

😄 Comic Relief (HR Edition)

 📰 Latest in HR News

• CareerBuilder + Monster files for Chapter 11 bankruptcy

• A guide to deepfakes in the workplace, for employees and employers

• 'Mob mentality': Worker harassed after challenging maternity leave policy: report

• Tokyo Experiments with a 4-Day Workweek to Address Its Declining Birth Rate

🧠 Keep or Cut? The Surprising Truth About the ‘Keeper Test’

Talent decisions are never easy, but what if one provocative question could expose who truly belongs on your team - or doesn’t?

That’s the idea behind the controversial “keeper test,” a leadership strategy that asks: If this person were leaving for a competitor, would I fight to keep them? While it’s meant to clarify talent value, the approach walks a fine line between strategic evaluation and a fear-based work culture.

And for HR professionals, the test raises an urgent question: Can we drive performance without undermining psychological safety?

Key Takeaways

• ⚖️ The keeper test elevates top performers — but risks morale
  By spotlighting high-value employees, it improves retention — but can create anxiety, reduced trust, and performance pressure across teams.

• 🧨 Fear-based environments suppress innovation and collaboration
  Constant evaluation makes employees less likely to take risks, share ideas, or admit mistakes, harming team creativity and cohesion.

• 🔍 Unconscious bias shapes who gets ‘kept’
  The test relies on manager judgment, which can penalize introverted, neurodiverse, or underrepresented talent, weakening inclusion efforts.

• 🛠️ Its real value lies in leadership reflection, not policy
  Used privately, the test prompts deeper questions about a leader’s role in employee success — or disengagement.

read the full 1,429-word article here

💼 Tips from HR Pros | Diversity Is Strategy: Why DEI Drives Profit, Not Just Purpose

As an HR professional, I’ve heard the argument that DEI is “the right thing to do” — but DEI strategist and business consultant Shirley Davis argues that this mindset misses the real point.

In this candid and unapologetically strategic take, Davis - a veteran HR pro and organizational culture expert, reframes DEI as a revenue growth opportunity, not a charitable act.

Key Insights

• 📈 Diverse populations drive 50% of U.S. GDP — and growing
  Ignoring these communities isn’t neutral; it’s a direct hit to revenue potential, brand reputation, and market competitiveness.

• 🚫 DEI failed when tied to morality, not business strategy
  Framing DEI as “the right thing to do” missed the point — success lies in connecting diversity to profit and cultural intelligence.

• 👥 Representation without power is still exclusion
  Hiring diverse talent isn’t enough if they lack influence, promotion pathways, or a voice in decision-making.

• 🧭 DEI must bridge ideologies — not deepen divisions
  True DEI strategy builds messages that resonate across political, cultural, and cognitive divides — not just one end of the spectrum.

read the full 1,980-word article here