Return-Path: Delivered-To: ventas@daems-mx.com Received: from server.sistemasdemexico.com by server.sistemasdemexico.com with LMTP id GLSBFrklaGL+mzAAe4sWzA (envelope-from ) for ; Tue, 26 Apr 2022 12:02:49 -0500 Return-path: Envelope-to: ventas@daems-mx.com Delivery-date: Tue, 26 Apr 2022 12:02:49 -0500 Received: from 223.165.116.200.jfk.braze.com ([223.165.116.200]:56318) by server.sistemasdemexico.com with esmtps (TLS1.2) tls TLS_ECDHE_RSA_WITH_AES_128_GCM_SHA256 (Exim 4.95) (envelope-from ) id 1njOaK-00DNbm-TT for ventas@daems-mx.com; Tue, 26 Apr 2022 12:02:48 -0500 X-MSFBL: nVUTU/MeEsnNQx3Ssu6fVSuSiQ2Io8XlzTMJylPzpZE=|eyJ0ZW5hbnRfaWQiOiJ zcGMiLCJjdXN0b21lcl9pZCI6IjI2NjY5MyIsIm1lc3NhZ2VfaWQiOiI2MjYxOGI yNTY4NjJmOTg4NGJhNiIsInN1YmFjY291bnRfaWQiOiIxODciLCJyIjoidmVudGF zQGRhZW1zLW14LmNvbSJ9 DKIM-Signature: v=1; a=rsa-sha256; c=relaxed/relaxed; d=learn.mail.monday.com; s=scph0521; t=1650992523; i=@learn.mail.monday.com; bh=A/hGB1BZi11lKQBtFhtFlaLTY1Rw7KWJH6V9o3zZGAM=; h=Message-ID:To:Date:Content-Type:From:Subject:From:To:Cc:Subject; b=lEHH351wg5mmb1duM+CbD1lHPUoY1cVDhbC+6tezbQgXlCzxA97MsiQwI8VgRhL7A MhmhJt1CY2CbWzqv0aF2d5H4NhbKAuK5CSVumuSz7znXOzphS/07Qe64Eel7Ug0qdL PVtDT5NlCxMXwVK8qxRzSYq9wqlgAnNTuYiw9kcw= List-Unsubscribe: Message-ID: To: ventas@daems-mx.com Date: Tue, 26 Apr 2022 17:02:03 +0000 Content-Type: multipart/alternative; boundary="_----90HdbOxOmHSCiAfX+qG6pA===_ED/5A-21555-B8528626" MIME-Version: 1.0 Reply-To: no_reply@monday.com From: "monday.com research" Subject: Supporting employee wellbeing at work X-Spam-Status: No, score=4.8 X-Spam-Score: 48 X-Spam-Bar: ++++ X-Ham-Report: Spam detection software, running on the system "server.sistemasdemexico.com", has NOT identified this incoming email as spam. The original message has been attached to this so you can view it or label similar future email. If you have any questions, see root\@localhost for details. Content preview: Weekly news & tips - April 26, 2022 the monday.com ( " style= ) weekly monday’s take on the latest work trends - sent on Tuesdays Content analysis details: (4.8 points, 5.0 required) pts rule name description ---- ---------------------- -------------------------------------------------- 0.0 URIBL_BLOCKED ADMINISTRATOR NOTICE: The query to URIBL was blocked. See http://wiki.apache.org/spamassassin/DnsBlocklists#dnsbl-block for more information. [URIs: monday.com] 2.9 HELO_DYNAMIC_SPLIT_IP Relay HELO'd using suspicious hostname (Split IP) 0.0 TVD_RCVD_IP Message was received from an IP address -0.0 SPF_PASS SPF: sender matches SPF record 0.0 HTML_MESSAGE BODY: HTML included in message 0.0 HTML_FONT_LOW_CONTRAST BODY: HTML font color similar or identical to background 0.1 DKIM_SIGNED Message has a DKIM or DK signature, not necessarily valid -0.1 DKIM_VALID Message has at least one valid DKIM or DK signature -0.1 DKIM_VALID_AU Message has a valid DKIM or DK signature from author's domain 0.0 LOTS_OF_MONEY Huge... sums of money 2.6 RDNS_DYNAMIC Delivered to internal network by host with dynamic-looking rDNS 0.0 T_MONEY_PERCENT X% of a lot of money for you -0.6 DKIMWL_WL_HIGH DKIMwl.org - High trust sender X-Spam-Flag: NO --_----90HdbOxOmHSCiAfX+qG6pA===_ED/5A-21555-B8528626 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset="UTF-8" Weekly news & tips - April 26, 2022=0A=0Athe mo= nday.com ( " style=3D ) weekly=0A=0Amonday=E2=80=99s take on the latest wor= k trends - sent on Tuesdays=0A=0AInside this issue=0A=0A* Workplace trends= =0A=0A* Supporting employee wellbeing at work=0A* Quotable news=0A* Questio= n of the week=0A=0AWorkplace trends=0A=0ALabor force=0A=0AMillions of peopl= e are staying out of the labor force=0Aindefinitely, according to a recent = Wall Street Journal article.=0ANew research has revealed that several milli= on workers who=0Adropped out of the U.S. workforce during the pandemic have= no=0Aplans of returning due to persisting fears of illness or physical=0Ai= mpairments, which could exacerbate the labor shortage for years=0Ato come. = Additionally, roughly three million of those who have=0Aleft the workforce = also say they don=E2=80=99t plan to return to =E2=80=9Cnormal=E2=80=9D=0Aac= tivities such as going to work, shopping in person, and dining=0Aout, even = after the pandemic ends. Experts are labeling this=0Aphenomenon =E2=80=9Clo= ng social distancing,=E2=80=9D suggesting it will be one of=0Athe lasting s= cars of the global pandemic.=0A=0AEconomy=0A=0AAs inflation continues to ri= se, workers are facing=0Areturn-to-office sticker shock. While employer pla= ns to return to=0Athe office have already been strained by ongoing demands = for=0Aflexible work and persisting employee health concerns, inflation=0Apr= essure is making matters significantly worse. The cost of a day=0Aat the of= fice =E2=80=93 commuting, coffee, lunch =E2=80=93 is far more expensive=0At= han it was when offices closed in 2020. In fact, consumer prices=0Awere 8.5= % higher last month than they were a year earlier, which=0Ais the fastest 1= 2-month inflation rate jump in over 40 years.=0AWhile office occupancy has = reached its highest level since the=0Astart of the pandemic, at just over 4= 0%, companies are facing=0Agreater pressure to increase wages in order to c= over the cost of=0Areturning to the office.=0A=0ADiversity & inclusion=0A= =0ABusinesses are claiming New York City=E2=80=99s pay transparency law may= =0Aharm diversity efforts, according to a recent article in Forbes.=0ASet t= o come into effect on May 15th, the law will require every=0Ajob posting in= the city to list the minimum and maximum salaries=0Afor each position. How= ever, based on recent pushes from various=0Abusinesses, the New York City C= ouncil is considering revisions to=0Athe law, including delaying its enforc= ement by six months. In a=0Arecent letter to the council, a business group = composed of the=0Acity=E2=80=99s largest companies argued that the law will= make it harder=0Afor their organizations to use higher compensation to att= ract=0ABIPOC (Black, indigenous and people of color) individuals. It=E2=80= =99s=0Aan interesting claim given that, on average, white employees in=0ANY= C earn over $20,000 more than Black and Latino employees.=0A=0ASupporting e= mployee wellbeing at work=0A=0Aby monday.com ( " style=3D )=0A=0AAfter reac= hing record highs early in the=0Apandemic, the number of workers who believ= e their organization=0Aactually cares about their overall wellbeing has com= pletely=0Aplunged. In fact, according to a recent Gallup study, just 24% of= =0Aworkers strongly agree that their organization cares about their=0Awellb= eing. Employers need to take these statistics seriously=0Abecause data show= s that employees who feel their organizations=0Atruly care about their well= being are 69% less likely than other=0Aworkers to search for a new job, 71%= less likely to report=0Aexperiencing burnout and 5x more likely to advocat= e for their=0Aorganization.=0A=0ASo, how can you make your employees feel c= ared for=3F=0A=0AIn a recent study with Qualtrics and SAP, nearly 40% of gl= obal=0Aemployees reported that no one at their company had asked them if=0A= they were doing okay, and those respondents were 38% more likely=0Athan oth= ers to say that their mental health had declined since=0Athe start of the p= andemic. When managers take the time to=0Aactually just check in with their= employees and see how they are=0Afeeling, it can have profound effects on = that employee=E2=80=99s=0Awellbeing. Scheduling a meeting that=E2=80=99s no= t about status updates=0Aor project feedback, but rather just a conversatio= n to see if=0Athere=E2=80=99s anything you can do to support your team memb= ers can help=0Amake them feel seen and cared for.=0A=0ACheck in=0A=0AIn a r= ecent study with Qualtrics and SAP, nearly 40% of global=0Aemployees report= ed that no one at their company had asked them if=0Athey were doing okay, a= nd those respondents were 38% more likely=0Athan others to say that their m= ental health had declined since=0Athe start of the pandemic. When managers = take the time to=0Aactually just check in with their employees and see how = they are=0Afeeling, it can have profound effects on that employee=E2=80=99s= =0Awellbeing. Scheduling a meeting that=E2=80=99s not about status updates= =0Aor project feedback, but rather just a conversation to see if=0Athere=E2= =80=99s anything you can do to support your team members can help=0Amake th= em feel seen and cared for.=0A=0AAsk for insights=0A=0AEncourage employees = to share their own ideas about improving=0Awellbeing =E2=80=93 it can make = them feel heard and feel part of a=0Abroader wellbeing movement. The more e= mployees contribute to the=0Awellbeing efforts of the organization, the gre= ater their buy-in=0Aand likelihood to participate will be.=0A=0ASupport fam= ily=0A=0AStudies show that over 60% of employees suffer from stress=0Arelat= ed to juggling work and family commitments. Thus, showing=0Athat an organiz= ation has a commitment to the wellbeing of the=0Aemployee's family members = as well can be very impactful and help=0Aalleviate some of that stress. Fro= m community initiatives to=0Asocial gatherings, encouraging the involvement= of family members=0Acan notably enhance employee=E2=80=99s sense of being = cared for and in=0Aturn, can support their family=E2=80=99s wellbeing as we= ll.=0A=0ACelebrate achievements=0A=0ARecognize employees for their wellbein= g goals and achievements.=0AData shows that frequent recognition is an extr= emely important=0Apsychological need in the workplace and a proven driver o= f=0Apositive business outcomes =E2=80=93 in fact, a recent employee=0Arecog= nition survey by the Achievers found that 74% of respondents=0Amentioned re= cognition as a top factor that would keep them at=0Atheir current company. = Thus, making recognition part of your=0Awellbeing culture can incentivize e= mployees to pursue activities=0Athat support their wellbeing and reinforce = the sense that their=0Acompany cares about these efforts.=0A=0ATakeaways=0A= =0AWith wellness at the forefront of workplace conversations, it=E2=80=99s= =0Aextremely important to show employees that their organizations=0Acare ab= out them and their wellbeing. Even small efforts like=0Aoffering healthy sn= acks at the office, encouraging employees to=0Aget outside and take breaks,= and scheduling monthly meetings to=0Acheck in on employees can actually ma= ke a big difference. Be sure=0Ato ask employees what would help them feel m= ore supported, and do=0Athe work to try and incorporate that feedback into = your=0Aorganization.=0A=0AQuotable news=0A=0ACrypto companies have suffered= 37 hacks in=0Athe last 38 weeks, amounting to $2.9 billion worth of stolen= =0Acrypto. The latest theft was just last week, when an attacker=0Astole $1= 82 million from a decentralized finance (DeFi) project=0Acalled Beanstalk. = The hack caused the value of the stablecoin,=0Acalled Bean, to collapse fro= m $1 to 10 cents, according to data=0Afirm CoinGecko.=0A=0A=E2=80=9CHonestl= y not sure what to type. We are f----d.=0AThis project has not had any vent= ure backing, so it is highly=0Aunlikely there is any sort of bail out comin= g.=E2=80=9D =E2=80=93 Beanstalk=0ADeveloper=0A=0AYesterday Twitter Inc. acc= epted Elon Musk=E2=80=99s bid=0Ato take over the company for $44 billion, w= hich would give the=0Aworld=E2=80=99s wealthiest man control over the socia= l-media network in=0Awhich he happens to be among its most influential user= s. Musk=0Asays he intends to take the platform private as part of the deal.= =0A=0A=E2=80=9CFree speech is the bedrock of a functioning=0Ademocracy, and= Twitter is the digital town square where matters=0Avital to the future of = humanity are debated=E2=80=9D =E2=80=93 Elon Musk=0A=0AQuestion of the Week= =0A=0ALAST WEEK=E2=80=99S ANSWER: 90%=0A=0AThis week: On average, how much = do Americans spend on coffee per=0Ayear=3F=0A=0A#outlook=0Aa{padding:0;}bod= y{margin:0;padding:0;-webkit-text-size-adjust:100%;-ms-text-size-adjust:100= %;}table,td{border-collapse:collapse;mso-table-lspace:0pt;mso-table-rspace:= 0pt;}img{border:0;height:auto;line-height:100%;outline:none;text-decoration= :none;-ms-interpolation-mode:bicubic;}p{display:block;margin:0;}=0A96 .o= gf{width:100% !important;} * @media only screen and=0A(min-width:563p= x){.pc100{width:100%!important;max-width:100%;}.pc50{width:50%!important;ma= x-width:50%;}.pc0{width:0%!important;max-width:0%;}.xc524{width:524px!impor= tant;max-width:524px;}.xc500{width:500px!important;max-width:500px;}}=0A.mo= z-text-html=0A.pc100{width:100%!important;max-width:100%;}.moz-text-html=0A= .pc50{width:50%!important;max-width:50%;}.moz-text-html=0A.pc0{width:0%!im= portant;max-width:0%;}.moz-text-html=0A.xc524{width:524px!important;max-wid= th:524px;}.moz-text-html=0A.xc500{width:500px!important;max-width:500px;} = u+.emailify=0Aa,#MessageViewBody=0Aa,a[x-apple-data-detectors]{color:inh= erit!important;text-decoration:none!important;font-size:inherit!important;f= ont-family:inherit!important;font-weight:inherit!important;line-height:inhe= rit!important;}span.MsoHyperlink{mso-style-priority:99;color:inherit;}span.= MsoHyperlinkFollowed{mso-style-priority:99;color:inherit;}u+.emailify=0A.gl= ist{margin-left:0!important;} @media only screen and=0A(max-width:563px){.e= mailify{height:100%!important;margin:0!important;padding:0!important;width:= 100%!important;}u+.emailify=0A.glist{margin-left:25px!important;}td.x{paddi= ng-left:0!important;padding-right:0!important;}br.sb{display:none!important= ;}.hd-1{display:block!important;height:auto!important;overflow:visible!impo= rtant;}.ht-1{display:table!important;height:auto!important;overflow:visible= !important;}.hr-1{display:table-row!important;height:auto!important;overflo= w:visible!important;}.hc-1{display:table-cell!important;height:auto!importa= nt;overflow:visible!important;}div.r.pr-16>table>tbody>tr>td{padding-right:= 16px!important}div.r.pl-16>table>tbody>tr>td{padding-left:16px!important}}= =0Ali{text-indent:-1em;} New York ( " style=3D )=0A=0A34 W 1= 4th St ( " style=3D )=0A=0ANY, NY, 10011, USA ( " style=3D )=0A=0ATel Aviv = ( " style=3D )=0A=0A6 Yitzhak Sadeh St ( " style=3D )=0A=0ATel Aviv ( " sty= le=3D ), 6777506, Israel=0A=0A This=0Aemail was sent to you regarding you= r=0Adaems-mx.monday.com ( " style=3D )=0Aaccount.=0A=0AIf you wish to no lo= nger receive emails from us you can=0Aunsubscribe ( https://clicks.mail.mon= day.com/f/a/PQ55blNLV9IefOVc9aZUGQ~~/AAQRxQA~/RgRkSqqLP4QuAWh0dHBzOi8vbGlua= 3MubW9uZGF5LmNvbS9icmF6ZS11bnN1YnNjcmliZT90b2tlbj1leUpoYkdjaU9pSklVekkxTmlJ= c0luUjVjQ0k2SWtwWFZDSjkuZXlKMUlqb2lNVEU0T0RBMU1qa2lMQ0pqYVdRaU9pSTJPREJqTnp= ZNU55MHpNamN4TFRSbVlUVXRZbVkxTUMwMVpqWmpOV1JsWW1GbE9ESWlMQ0pqYmlJNkluSmxjM1= Z5Y21WamRGOTBhR1ZmYlc5dVpHRjVYMmx1YzJsbmFIUnpYM2RsWld0c2VWOHlOakEwTWpJaUxDS= nBZWFFpT2pFMk5UQTVPVEkxTURsOS5tZVh6N2JfWnlkOERzLVd3NFVFaDVWZW94VmhSNE8wZWdY= RDZVRVB6WmFjVwNzcGNCCmJhiyVoYvmIS6ZSE3ZlbnRhc0BkYWVtcy1teC5jb21YBAAAALs~ ). --_----90HdbOxOmHSCiAfX+qG6pA===_ED/5A-21555-B8528626 Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset="UTF-8" =0A=0A=0A=0A=0A=0A= =0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A
Weekly news & tips -
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April 26, 2022

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the monday.com = weekly

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monday=E2=80=99s take on the latest work t= rends - sent on Tuesdays

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Inside this issue

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    Workplace trend= s

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  • Supporting employe= e wellbeing at work
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Workplace trends

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Labor force

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Millions of people are st= aying out of the labor force indefinitely, according to a recen= t Wall Street Journal article. New research has revealed that several milli= on workers who dropped out of the U.S. workforce during the pandemic have n= o plans of returning due to persisting fears of illness or physical impairm= ents, which could exacerbate the labor shortage for years to come. Addition= ally, roughly three million of those who have left the workforce also say t= hey don=E2=80=99t plan to return to =E2=80=9Cnormal=E2=80=9D activities suc= h as going to work, shopping in person, and dining out, even after the pand= emic ends. Experts are labeling this phenomenon =E2=80=9Clong social distan= cing,=E2=80=9D suggesting it will be one of the lasting scars of the global= pandemic.

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Econ= omy

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As inflatio= n continues to rise, workers are facing return-to-office sticker shock. While employer plans to return to the office have already been str= ained by ongoing demands for flexible work and persisting employee health c= oncerns, inflation pressure is making matters significantly worse. The cost= of a day at the office =E2=80=93 commuting, coffee, lunch =E2=80=93 is far= more expensive than it was when offices closed in 2020. In fact, consumer = prices were 8.5% higher last month than they were a year earlier, which is = the fastest 12-month inflation rate jump in over 40 years. While office occ= upancy has reached its highest level since the start of the pandemic, at ju= st over 40%, companies are facing greater pressure to increase wages in ord= er to cover the cost of returning to the office.

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Diversity & inclusion

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Businesses are claiming New Yo= rk City=E2=80=99s pay transparency law may harm diversity efforts

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Supporting employee wellbeing at work

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by monday.com

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After reaching record highs early in= the pandemic, the number of workers who believe their organization actuall= y cares about their overall wellbeing has completely plunged. In fact, acco= rding to a recent Gallup study, just 24% of workers strongly agree that the= ir organization cares about their wellbeing. Employers need to take these s= tatistics seriously because data shows that employees who feel their organi= zations truly care about their wellbeing are 69% less likely than other wor= kers to search for a new job, 71% less likely to report experiencing burnou= t and 5x more likely to advocate for their organization.

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So, how can you make your employe= es feel cared for=3F

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In a recent study with Qualtrics and SAP, nearly 40% of global employ= ees reported that no one at their company had asked them if they were doing= okay, and those respondents were 38% more likely than others to say that t= heir mental health had declined since the start of the pandemic. When manag= ers take the time to actually just check in with their employees and see ho= w they are feeling, it can have profound effects on that employee=E2=80=99s= wellbeing. Scheduling a meeting that=E2=80=99s not about status updates or= project feedback, but rather just a conversation to see if there=E2=80=99s= anything you can do to support your team members can help make them feel s= een and cared for.

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Check in

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In a recent = study with Qualtrics and SAP, nearly 40% of global employees reported that = no one at their company had asked them if they were doing okay, and those r= espondents were 38% more likely than others to say that their mental health= had declined since the start of the pandemic. When managers take the time = to actually just check in with their employees and see how they are feeling= , it can have profound effects on that employee=E2=80=99s wellbeing. Schedu= ling a meeting that=E2=80=99s not about status updates or project feedback,= but rather just a conversation to see if there=E2=80=99s anything you can = do to support your team members can help make them feel seen and cared for.=

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Ask for insigh= ts

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Encourage employees to s= hare their own ideas about improving wellbeing =E2=80=93 it can make them f= eel heard and feel part of a broader wellbeing movement. The more employees= contribute to the wellbeing efforts of the organization, the greater their= buy-in and likelihood to participate will be.

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Support family

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Studies show that over 60% of employees suf= fer from stress related to juggling work and family commitments. Thus, show= ing that an organization has a commitment to the wellbeing of the employee'= s family members as well can be very impactful and help alleviate some of t= hat stress. From community initiatives to social gatherings, encouraging th= e involvement of family members can notably enhance employee=E2=80=99s sens= e of being cared for and in turn, can support their family=E2=80=99s wellbe= ing as well.

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Ce= lebrate achievements

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Recognize employees for their wellbeing goals and achievements. Data = shows that frequent recognition is an extremely important psychological nee= d in the workplace and a proven driver of positive business outcomes =E2=80= =93 in fact, a recent employee recognition survey by the Achievers found th= at 74% of respondents mentioned recognition as a top factor that would keep= them at their current company. Thus, making recognition part of your wellb= eing culture can incentivize employees to pursue activities that support th= eir wellbeing and reinforce the sense that their company cares about these = efforts.

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Take= aways

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With well= ness at the forefront of workplace conversations, it=E2=80=99s extremely im= portant to show employees that their organizations care about them and thei= r wellbeing. Even small efforts like offering healthy snacks at the office,= encouraging employees to get outside and take breaks, and scheduling month= ly meetings to check in on employees can actually make a big difference. Be= sure to ask employees what would help them feel more supported, and do the= work to try and incorporate that feedback into your organization.=0A

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Quotable news

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Crypto companies have suffered 37= hacks in the last 38 weeks, amounting to $2.9 billion worth of= stolen crypto. The latest theft was just last week, when an attacker stole= $182 million from a decentralized finance (DeFi) project called Beanstalk.= The hack caused the value of the stablecoin, called Bean, to collapse from= $1 to 10 cents, according to data firm CoinGecko.

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=E2=80=9CHonestly not sure what to= type. We are f----d. This project has not had any venture backing, so it i= s highly unlikely there is any sort of bail out coming.=E2=80=9D =E2=80=93 = Beanstalk Developer

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Yesterday Twitter Inc. accepted Elon Musk=E2=80=99s bid to take ove= r the company for $44 billion, which would give the world=E2=80= =99s wealthiest man control over the social-media network in which he happe= ns to be among its most influential users. Musk says he intends to take the= platform private as part of the deal.

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=E2=80=9CFree speech is the bedrock of a func= tioning democracy, and Twitter is the digital town square where matters vit= al to the future of humanity are debated=E2=80=9D =E2=80=93 Elon Musk

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Question of the Week

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L= AST WEEK=E2=80=99S ANSWER: 90%

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This week: On avera= ge, how much do Americans spend on coffee per year=3F

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New York

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34 W 14th St

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NY, NY, 10011, USA

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Tel Aviv

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6 Yitzhak= Sadeh St

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Tel Aviv, 6777506, Israel

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This email was sent to you regardin= g your daems-mx.monday.com account.

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If you wish to no longer recei= ve emails from us you can unsubscribe.=

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