Qualcomm domina na China, mas a Xiaomi surpreende com chip próprio no final de 2025
🔗 https://tugatech.com.pt/t76616-qualcomm-domina-na-china-mas-a-xiaomi-surpreende-com-chip-proprio-no-final-de-2025

#china #chip #pr #qualcomm #xiaomi 

Employers must treat employee wellbeing as one of top priorities.

Today, as majority of companies are prioritizing productivity and profitability while putting stronger attention to implementing AI organization-wide, there is a growing need to put more focus on employee wellbeing which is critical determinant of sustainable success and business growth.

Wellbeing of employees cannot be treated as a checkbox. Companies that overlook the holistic health of their workforce risk not only diminished morale but also the insidious creep of burnout which is a silent epidemic that undermines both individual performance, and collective organizational resilience and operations. Executives and managers should put stronger emphasis on prioritizing employee wellbeing and treat it as a strategic factor affecting performance and long-term growth. Fostering a culture that nurtures mental, emotional and physcial health is a necessity.

Burnout is more than just a fatigue

Burnout, characterized by the World Health Organization as a syndrome resulting from chronic workplace stress, manifests through emotional exhaustion, cynicism, and reduced professional efficacy. It is not merely a personal failing but a systemic issue rooted in organizational structures that prioritize output over human sustainability. Employees grappling with burnout often experience a decline in creativity, engagement, and loyalty, leading to higher turnover rates, increased recruitment costs and lower performance at work.

For companies, this translates into tangible losses. For example, burned-out employees are more likely to take sick days and seek employment at other organization. Thus, addressing burnout is about compassion and financial and business necessity.

The morale-productivity nexus

Morale, the collective confidence and enthusiasm of employees, serves as one of the most important pillars of organizational culture. High morale correlates with enhanced collaboration, innovation, work satisfaction and productivity, while low morale leads to disengagement and resistance to change. When employees feel valued and supported, they are more likely to invest more efforts into their roles, therefore improving quality of their work, strengthening the organization, its performance, and contributing to better satisfaction of clients and other stakeholders. Moreover, employees are more keen to speak positively about their organization and be more proud of working at it, which is a positive factor that support employer branding efforts and PR activities aimed at presenting the organization as dedicated to building a healthy and positive workplace.

Conversely, neglecting wellbeing erodes trust and psychological safety, creating a vicious cycle where stress begets underperformance, further exacerbating burnout.

Companies that embed wellbeing into core business strategies, such as through flexible work arrangements, mental health resources and recognition programs, can cultivate an environment where morale thrives, directly fueling productivity.

Strategies for cultivating wellbeing

Proactive measures to safeguard employee wellbeing must transcend superficial perks and address systemic stressors. Leadership plays a foundational role; managers trained in empathetic communication and workload management can identify early signs of distress and intervene effectively.

Implementing transparent policies around work-life balance, such as mandatory time-off and no-after-hours communication expectations (with exception to urgent or crisis situations), signals a commitment to respect boundaries.

Additionally, investing in mental health support, such as counseling services and training managers to be able to be more supportive of their subordinates, demonstrates that the organization views wellbeing as integral to performance.

Regular feedback mechanisms, such as anonymous surveys, empower employees to voice concerns without fear of reprisal, fostering a culture of continuous improvement.

A lot can be written about how to cultivate wellbeing within an organization with strategies and recommendations depending on industry, organization’s size and organizational culture. In future articles, I will explain what measures and programs can be implemented by organizations to effectively improve wellbeing of employees.

Ways to measure impact

For many companies, especially those privately-owned, measuring impact is important and enough to understand how effectiveness of wellbeing initiatives. However, for management boards of companies that are under a strong pressure from investors (like companies which stocks are traded on exchanges), quantifying the return of investment of wellbeing initiatives is important for securing executive buy-in and for executives to justify them to shareholders.

Metrics like productivity scores, employee retention, and eNPS (employee Net Promoter Score) provide tangible evidence of effectiveness of wellbeing programs. For instance, a company can showcase savings on healthcare costs over two years through its wellbeing programs, clearly showing the financial viability of such investments. Moreover, qualitative data, gathered via focus groups or sessions, can present the human impact, reinforcing the narrative that wellbeing drives compassion, productivity, performance and competitiveness.

Prioritizing employee wellbeing is about future-proofing operations

We are living in times that are defined by intensive competiton, rapid technological change and global uncertainty. This creates a landscape in which companies that champion employee wellbeing are not merely adhering to social responsibility, but also future-proofing their operations.

Through dismantling the stigma around mental health, redesigning workflows to prioritize mental health and embedding empathy into leadership practices, organizations can eliminate burnout, which is a severe liability, and foster an environment creating more opportunities for growth. Ultimately, a workforce that feels seen, heard and supported is one that will innovate relentlessly, collaborate seamlessly and propel the company towards enduring success.

The choice is clear: invest in wellbeing today, or pay the price of disengagement tomorrow.

#EmployeeWellbeing #wellbeing #employment #business #health #MentalHealth #impact #OrganizationalCulture #workers #employees #work #workplace #PR #PublicRelations #EmployerBranding #reputation #ReputationManagement #management #sustainability

Elon Musk promete abrir o código do algoritmo do X na próxima semana
🔗 https://tugatech.com.pt/t76604-elon-musk-promete-abrir-o-codigo-do-algoritmo-do-x-na-proxima-semana

#algoritmo #elon #musk #pr #x 

✨新刊発売‼️✨ #PR
『#花四段といっしょ』第6巻、#1月20日 発売！！

各書店・ショップで絶賛予約受付中！
https://books.rakuten.co.jp/rb/18466190/
https://amzn.asia/d/do0qO2T

#DerStandard:
"
PR-Fiasko
Selbst schuld: Warum Microsoft plötzlich nur noch Microslop genannt wird

CEO Satya Nadella wollte, dass die Welt die Segnungen von Künstlicher Intelligenz nicht mehr als Müll bezeichnet. Er hat damit alles viel schlimmer gemacht
"
https://www.derstandard.at/story/3000000303310/selbst-schuld-warum-microsoft-ploetzlich-nur-noch-microslop-genannt-wird

11.1.2026

#AI #Copilot #KI #Marketing #Microslop #Microsoft #PR #Software