meQuilibrium

Change readiness is essential for business performance in 2025. But many organizations are struggling to get their workforce ready for change… and suffering the consequences in high mental health costs alone. ⦿ Employees least prepared for change suffer depression rates more than 4x higher than their change-ready colleagues. ⦿ Nearly a quarter of managers and more than a third of individual contributors admit to feeling lost during changes. ⦿ Gen Z more readily sees the positives in change, but they have 34% higher change anxiety and 25% lower emotional stability during organizational transitions. Targeted skill-building for change readiness can turn workforces from high risks to drivers of growth. See how to build workforce-wide change readiness skills: https://lnkd.in/e_w4xXCg #WorkforceTrends #WorkforceDevelopment #ChangeReadiness

A lack of employee change readiness is one of the most pressing business performance risks in 2025—and the threats are different across the workforce. Understand the key obstacles to building change readiness and discover actionable steps to overcome them. Get the Winter 2025 State of the Workforce Report: https://lnkd.in/ekxyi4eT

A tsunami of burnout is coming for managers next year, says Fortune, reporting on meQ’s predictions for 2025. See what's pulling down managers—and how to change the crash into better well-being, stronger performance, and higher business growth. The manager crash: https://lnkd.in/ecw3tPi8 (paywall) 5 key actions to strengthen managers: https://lnkd.in/exiz-te5 #WorkforceTrends #Managers #WorkforceDevelopment

The end of December often comes with pockets of quiet. For this naturally reflective time, Alanna Fincke, NBC-HWC, meQ's Executive Director of Content and Learning, has crafted 7 questions to help meQ members gain perspective on 2024, learn from what happened, and plan for the year ahead. We're pleased to give you a peek into the meQ member experience with these questions. (See comments for the full article.) 𝟭. 𝗪𝗵𝗮𝘁 𝘄𝗲𝗻𝘁 𝘄𝗲𝗹𝗹? What were the highlights of the year—your shining moments that stand out? Think of both personal and professional examples. Was it that long-awaited post-pandemic family vacation? Maybe you had a big accomplishment at work. Did you drop a bad habit, or make a new habit and stick with it? Your kids’ growth, a problem you solved, a new friendship you struck up—consider the possibilities. 𝟮. 𝗪𝗵𝗮𝘁 𝗱𝗶𝗱𝗻’𝘁 𝗴𝗼 𝘄𝗲𝗹𝗹? What do you wish you had done differently? What was lost? Maybe you made a decision that could’ve gone better. Did you experience an upsetting event, or did something unexpected happen? Was there a health issue that you or your family had to deal with? 𝟯. 𝗪𝗵𝗲𝗻 𝗱𝗶𝗱 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝘁𝗼 𝗯𝗲 𝗯𝗿𝗮𝘃𝗲 𝗮𝗻𝗱 𝘀𝘁𝗲𝗽 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗳𝗼𝗿𝘁 𝘇𝗼𝗻𝗲? What stands out at the moment you had to push yourself? 𝟰. 𝗪𝗵𝗮𝘁 𝗱𝗶𝗱 𝘆𝗼𝘂 𝗮𝘃𝗼𝗶𝗱? What did you not do? When did you not take the risk, staying in your comfort zone? When did you let fear—fear of failure, the unknown, embarrassment, being in the spotlight—win this past year? 𝟱. 𝗪𝗵𝗼 𝘄𝗮𝘀 𝘆𝗼𝘂𝗿 𝗳𝗮𝗻 𝗰𝗹𝘂𝗯? Who really supported you this year? Who showed up for you? Who remembered to reach out, did something thoughtful, and was part of your personal “board of directors”? 𝟲. 𝗪𝗵𝗮𝘁 𝘄𝗮𝘀 𝘆𝗼𝘂𝗿 𝗳𝗮𝘃𝗼𝗿𝗶𝘁𝗲 𝗯𝗼𝗼𝗸? What did you learn from it, or why did it stand out as your favorite—whether it was reading for pleasure or knowledge? 𝟳. 𝗪𝗵𝗮𝘁 𝘀𝘁𝗶𝗰𝗸𝘀 𝗼𝘂𝘁 𝗮𝘀 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝗺𝗼𝗺𝗲𝗻𝘁? Was there any one moment that stands out, perhaps a reunion, a promotion, or a big win professionally or personally?

As part of the Alight Partner Network, we're constantly assessing trends that affect our customers' workforce success. In 2025, we see 4 important patterns emerging: → A looming "manager crash" → Change readiness as a top workforce priority → The erosion of remote work well-being advantages → A Gen Z change paradox: eager for change, but not good at it #WorkplaceBenefits #WorkforceTrends

This season, as you take quiet time for yourself or gather with loved ones (pets included!), all of us at meQ wish you the best. May you find moments of peace to restore your calm, and may gratitude enrich every day. Thank you for being part of our lives. Here’s to your joy, resilience, and growth in the year to come. Happy Holidays!

Senior leaders and line employees are divided on change readiness. Brad Smith, Ph.D., meQ's Chief Science Officer, explores how leaders can close the gap, protect workforce productivity, and drive business growth in an era of unrelenting change. https://lnkd.in/e_w4xXCg #changereadiness #productivity #totalrewards #wellbeing

New meQ research in HR Dive shows managers and front-line workers are experiencing workplace psychosocial risks. This looks like: ⏺️ 52% of workers struggling to get help from supervisors. ⏺️ 43% saying work isn’t distributed fairly. ⏺️ 40% of managers reporting higher demands than nonmanagers. ⏺️ 59% of managers having higher emotional strain. Carolyn Crist shares the full picture of the workforce for 2025: https://lnkd.in/dcyPvzzB #psychosocialrisks #managers #employeewellness #productivity

Workforces unprepared for change initiatives face a triple threat: 🔻 direct project failures 🔻 productivity nosedives from 5% to 60% 🔻 talent drain The solution is to build change-ready workforces. Change readiness starts with resilience. Highly resilient employees are 81% more likely to have clear goals during change processes and 72% more likely to see personal benefits in change. Our research shows it's not just some vague, general idea of resilience that drives change readiness, but five key characteristics: ① Emotion Control ② Engagement ③ Positivity ④ Stress Management ⑤ Purpose With targeted digital coaching in resilience, leaders can move the needle across all five factors, resulting in workforce change readiness. Check the comments for more from our Chief Science Officer, Brad Smith, Ph.D., on how companies can build change readiness from top to bottom. #change #business #leadership

New meQ research makes it clear: managers are headed for a crash. They're at higher risk of burnout and turnover than their teams. Managers are also less likely to feel their own supervisor supports them. In Forbes, Caroline Castrillón explores what this coming "manager crash" means for job seekers in 2025. Check comments for meQ's research on the manager crash. #managers #stress #job https://lnkd.in/gPTGzjNS