03 Apr, 2025. Thu Admin

e had an exciting idea for an AI company. But we struggled to hire AI engineers.

The idea was this: We can use AI to help prevent chronic health conditions like diabetes. My cofounder and I developed a company called January AI, raised money from investors, and posted AI engineering jobs. But the candidates we saw were uninspired. They were more interested in the likes of OpenAI, where they could work on flashy tools with broad appeal, and not applications like health.

This problem is common among smaller businesses: Everyone competes for talent against industry behemoths, who can offer the kind of glamour and benefits that we cannot. That means we must get creative, offering things that our larger competitors cannot.

03 Apr, 2025. Thu Admin

My AI data analytics firm once partnered with a large hospital network that had spent millions of dollars on a subscription to a meditation app for nurses, assuming it would help reduce stress and improve retention. Their plan turned out to be a complete waste of money.

After analyzing the hospital's workforce data, it became clear that the meditation app had no impact on nurse stress levels or turnover rates. The real issue was long, back-to-back shifts. Nurses were working excessive hours with minimal rest, leading to exhaustion and job dissatisfaction. We suggested adjusting nurse schedules to optimize rest time and align with nurse preferences. These changes led to decreased turnover and improved quality of life for nurses — and their patients.

The biggest lesson learned? A one-size-fits-all approach — such as simply providing gym memberships — may seem beneficial, but it will have minimal impact if it doesn't tackle the root causes of workplace stress.

Make no mistake, wellness programs can be effective. The World Economic Forum found that for every dollar invested in mental health, there is a four-dollar return from improved health and productivity. These programs often lead to reduced absenteeism, and millennials and Gen Z employees are more likely to commit to companies that prioritize employee wellbeing. Harvard Business Review found that companies are 22% more profitable if employees are highly engaged.

However, a successful employee wellness program is not about offering trendy perks. It's about addressing the real issues that affect employee well-being and making informed decisions that lead to measurable improvements. By taking an employee-centric and data-driven approach, companies can allocate wellness budgets effectively to improve employee satisfaction and create workplaces that support long-term wellbeing.

Where should you start? Before implementing any initiatives, you should first try to understand why employees are stressed in the first place.