Your weekly dose of workplace & HR trends, wellness insights, and practical tips to help your team thrive. For more workplace insights, visit: https://www.wellable.co/
Wellable Weekly
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35 episodes
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Podcast Overview
Your weekly dose of workplace & HR trends, wellness insights, and practical tips to help your team thrive. For more workplace insights, visit: https://www.wellable.co/
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Publishing Since
10/30/2025
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Recent Episodes
July 8, 2026
Act Like an Owner: Greg Hawks on Culture, Workplace Vandals, and Leading Through Uncertainty
<p>In this week's episode, Geoff sits down with Greg Hawks, keynote speaker, corporate culture expert, and bestselling author of <a href="https://www.greghawks.com/" target="_blank" rel="noopener noreferer">Act Like an Owner</a>. Drawing on 25 years of leadership experience and a framework born from running a nonprofit and managing rental properties simultaneously, Greg shares why most engagement strategies target the wrong employees, what it actually takes to build culture that sticks, and how leaders can maintain trust through layoffs and AI uncertainty.</p><p><br></p><p><br></p><p> Key Takeaways</p><p><br></p><ul><li>Greg's owner-renter-vandal framework identifies three archetypes in every organization: (i) owners who take genuine initiative, (ii) renters who do their job transactionally, and (iii) vandals whose active disengagement undermines everyone around them</li><li>Most engagement strategies focus on converting <a href="https://www.gallup.com/workplace/701486/employee-engagement-declines-2020-peak.aspx" target="_blank" rel="noopener noreferer">disengaged employees</a> to engaged, but the real leverage is in addressing the actively disengaged—when vandals are dealt with, the disengaged re-engage on their own</li><li>Vandals persist for four predictable reasons: they (i) generate significant revenue, (ii) have long tenure, (ii) benefit from nepotism, or (iv) they're in a position of power (e.g., the founder of the company)</li><li>Culture is built through consistent leadership habits, not values recitations—Greg's most effective tool is leaders sharing weekly personal challenges they faced in living out company values, which creates the thick trust that makes honest communication possible</li><li>Transparent, proactive communication is the only mechanism that preserves trust through layoffs</li><li>AI should be treated as a partner to experiment with openly rather than a threat to stay quiet about</li></ul><p><br></p><p></p>
July 1, 2026
Remote Work Isn't Going Away & Gen Z is "Quiet Coping"
<p>In this week's episode, Nick and Geoff dig into two studies that challenge the dominant narratives around remote work and Gen Z in the workplace. New <a href="https://www.wsj.com/economy/jobs/work-from-home-is-here-to-stayeven-if-some-ceos-dont-love-it-5bd6690a" target="_blank" rel="noopener noreferrer">research</a> shows remote work has plateaued at 26% of paid full-time days, while a <a href="https://gritdaily.com/the-next-workplace-trend-has-a-name-quiet-coping/" target="_blank" rel="noopener noreferrer">survey of 18,000 US adults</a> reveals that one in four Gen Z workers are depressed and quietly self-managing rather than seeking formal treatment.</p><p><br></p><p><br></p><p>Key Takeaways</p><ul><li><a href="https://wfhresearch.com/" target="_blank" rel="noopener noreferrer">Remote work has plateaued</a> at roughly 26% of paid full-time days, down only marginally from 27% two years ago and far above the pre-COVID baseline of 7%, suggesting most employers have settled into hybrid arrangements and are staying there</li><li>Stanford economist <a href="https://www.linkedin.com/in/nick-bloom-stanford/" target="_blank" rel="noopener noreferrer">Nicholas Bloom</a> predicts hybrid work will increase as younger, more flexible CEOs replace older executives, while <a href="https://www.linkedin.com/in/jamiedimon/" target="_blank" rel="noopener noreferrer">JP Morgan's Jamie Dimon</a> argues one recession would be enough to push on-site requirements significantly higher</li><li>Approximately 25% of Gen Z workers are experiencing depression, and many have quietly abandoned formal treatment after financially draining and unsuccessful experiences with antidepressants</li><li>Half of depressed Gen Z workers are using marijuana as a coping mechanism and 70% of Gen Z CBD users are using it specifically for mental wellness, though similar patterns exist among millennials</li><li>Manager training focused on mental health awareness is the most actionable employer response, and in-person work gives managers meaningfully better visibility into employees who may be quietly struggling</li></ul>
June 24, 2026
The (Not So) Hidden Bias in AI Hiring Tools
<p>In this week's episode, Nick and Geoff dig into a <a href="https://hai.stanford.edu/news/ai-hiring-tools-can-yield-racial-bias-and-systemic-rejection">landmark Stanford study</a>, which revealed that the AI tools many employers use to screen job applicants are introducing racial bias and locking the same candidates out of opportunities across multiple companies. They also discuss <a href="https://finance.yahoo.com/markets/stocks/articles/uber-reportedly-slashes-many-senior-154627999.html">Uber's announcement that it's cutting 23% of its HR workforce</a>. While the company claims AI has nothing to do with it, it may be hard to take at face value. </p><p><br></p><p><br></p><p>Key Takeaways</p><ul><li><a href="https://algorithmichiring.github.io/" target="_blank" rel="noopener noreferrer">90% of US employers use AI screening tools</a> to rank applicants, and most rely on the same few third-party models, creating what researchers call "algorithmic monoculture," where a single rejection can cascade into rejection everywhere</li><li>A <a href="https://hai.stanford.edu/news/ai-hiring-tools-can-yield-racial-bias-and-systemic-rejection" target="_blank" rel="noopener noreferrer">Stanford HAI study</a> covering 3.4 million applicants and 4 million job applications found AI hiring tools are producing significant racial bias and correlated rejections across employers using the same model</li><li>AI hiring tools differ from human recruiters in four critical ways: pervasive adoption across employers, persistent memory across applications, high-stakes consequences, and opacity—properties that create systemic risks candidates cannot see or contest</li><li><a href="https://seramount.com/articles/high-application-volume-is-breaking-early-talent-hiring-why-its-happening-and-what-to-do-about-it/" target="_blank" rel="noopener noreferrer">Application volumes have tripled</a> as AI makes it easier than ever to apply for jobs, creating a capacity crisis that pushes HR teams toward AI screening even as the risks emerge</li><li>Uber is cutting 23% of its HR team while denying it is AI-driven, but the timeline—aggressive AI spending, <a href="https://finance.yahoo.com/sectors/technology/articles/uber-burned-entire-2026-ai-180347400.html" target="_blank" rel="noopener noreferrer">a blown Q1 AI budget</a>, and an <a href="https://www.aibusinessreview.org/2026/05/26/uber-ai-spending-roi-questions/" target="_blank" rel="noopener noreferrer">admission of unclear ROI</a>—makes that explanation difficult to accept</li></ul><p><br></p>
35 total episodes available
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