Your employees are checked out—here’s how to fix it

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This week: Employee motivation isn’t about perks—it’s about trust, autonomy, and growth. Plus, the Grammys just gave HR leaders a masterclass in fair pay, DEI, and workplace inclusion. Here’s what leaders need to know (and act on) now.

Motivation isn’t just about bonuses or fancy perks—it’s about giving people a reason to care

Your best employees aren’t just showing up for a paycheck. They want to feel like their work matters, they’re growing, and they have some control over how they do their jobs. If they don’t? They disengage. And disengaged employees don’t just slack off—they leave.

So, what actually works? Science points to three key factors:

1. Give employees real autonomy.

People work better when they have a say in how they work. Companies like HubSpot have nailed this by letting employees set their own schedules and work locations based on what makes them most productive. Flexibility isn’t just a “nice-to-have”—it’s a proven driver of motivation.

💡Quick fix: Give employees more control over their projects. Let them set their own goals, experiment with solutions, and take ownership of outcomes.

2. Build stronger connections.

People stay where they feel like they belong. That doesn’t mean forcing everyone back to the office for awkward team lunches. It means creating genuine ways for employees to connect in a way that works for them. Atlassian, for example, hosts offsites and smaller local meetups instead of mandatory office days—and 80% of their employees report being happier because of it.

💡Quick fix: Instead of relying on generic team-building events, ask employees what they want. Some may prefer smaller networking sessions, while others thrive in collaborative projects.

3. Prioritize growth.

The number one reason top performers leave? They stop learning. Studies show that 76% of employees would stay longer if they had more access to development opportunities. Microsoft gets this—they offer personalized career paths and internal learning platforms so employees always see a future at the company.

💡Quick fix: Offer more than just training sessions. Set up mentorship programs, give employees “stretch” assignments, and invest in their long-term growth.

Bottom line? Motivated employees = stronger businesses.

Engagement isn’t about ping-pong tables or catered lunches. It’s about trust, connection, and growth. Get those right, and you won’t just have happier employees—you’ll have a team that actually wants to go the extra mile.

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Supported by Amazon One Medical

The Benefits of Collaborative Care

Healthcare isn’t just about primary care anymore. Employees need integrated support that covers both physical and mental health—and that’s exactly what collaborative care delivers. By combining behavioral health with primary care, companies can improve long-term health outcomes while keeping costs down.

This white paper covers:

✅ What makes a collaborative care model effective

✅ How it benefits employees, providers, and the healthcare system

✅ Challenges to implementation (and how to solve them)

✅ Real-world success stories and future trends

HR leaders looking to build a healthier, more resilient workforce—this is for you.

Download now

Who knew the Grammys would double as an HR strategy session?

Between the show-stopping performances and viral moments, this year’s awards also sparked some serious workplace conversations. From fair pay to mental health benefits, artists didn’t hold back on the big issues—ones HR leaders should be paying attention to.

1. Chappell Roan on health benefits: “Treat artists like employees.”

During her Best New Artist acceptance speech, Chappell Roan made one thing clear: artists give everything to their labels but rarely get job security—or health insurance—in return.

💡HR takeaway: This isn’t just a music industry problem. Many companies still treat workers as disposable, especially freelancers and gig workers. But if you want top talent to stick around, offering meaningful benefits—beyond just a paycheck—isn’t optional.

2. Alicia Keys on DEI: “It’s not a threat—it’s a gift.”

While some companies are rolling back DEI initiatives, Alicia Keys used her Global Impact award speech to remind us why representation matters. “Different voices change the game,” she said, pushing back against the idea that diversity efforts should be deprioritized.

💡HR takeaway: Companies gutting DEI programs risk losing credibility and top talent. The smartest organizations (Apple, JPMorgan Chase) are doubling down—not backing away.

3. Lady Gaga on inclusion: “Trans people are not invisible.”

In response to policies restricting transgender rights in workplaces, Lady Gaga used her Best Pop Duo/Group Performance speech to affirm the importance of inclusion. Her words resonated across the industry, as discussions on workplace protections for LGBTQ+ employees continue.

💡HR takeaway: HR can’t sit on the sidelines when it comes to inclusion. Employees need to know where you stand—and policies should back it up. That means clear protections, safe spaces, and benefits that support all workers.

Bottom line? Artists get it. Do companies?

These aren’t just award-show speeches—they’re a reminder that people want to work for organizations that actually care. The companies that listen—and act—will be the ones that win in the long run.

What we’re reading

Insane HR: Closing the gender pay gap.

Fortune: There are two types of DEI. Only one may be safe in the Trump era.

Axios: America's biggest office leases are growing again.

OpenAI: OpenAI gives ChatGPT new web research skills.