The future of work is changing fast. Future Focus cuts through the noise with three trends each week that matter most to HR and business leaders. When everything else is in flux, stay focused with Future Focus.
Are Therapists to Blame for the Rise of Adults Cutting Off Their Parents? (The Wall Street Journal)
What to Know: A growing number of therapists are advising clients to cut ties with parents or close relatives as a form of self-care. With about 25% of Americans currently estranged from a close family member, critics worry therapists have lowered the threshold for recommending estrangement. The decision isn't without consequences: Research shows long-term estrangement can increase chronic unhappiness and depression.
Where to Focus: Employees navigating family rifts may experience increased stress, isolation, or distraction, affecting engagement and productivity. Support, including access to counseling, flexible leave policies, and manager training on sensitive conversations, can help mitigate these risks.
GLP-1 Drugs Linked to 17% Drop in Worker Sick Leave (CBS)
What to Know: An economic analysis found that GLP-1 medications reduce long-term sick leave by 17%, translating to an average savings of $866 per employee a year. Why? Beyond weight and diabetes management, GLP-1 use correlates with fewer major adverse cardiovascular events, which cuts prolonged absences.
Where to Focus: As employers weigh covering GLP-1 medications, this research suggests the conversation should extend beyond pharmacy costs. Potential savings from reduced sick leave and improved employee health may strengthen the business case for including these drugs in a total rewards strategy. HR leaders should evaluate both the direct costs of coverage and the potential return through lower absence rates, healthier employees, and increased productivity.
Are Your Job Postings Driving Away Creative Talent? (CBS)
What to Know: A study analyzing 10,000 creative job postings and experiments with 2,000 job seekers found that employers overwhelmingly use “genius” language (e.g., “visionary,” “brilliant”) rather than “explorer” language (e.g., “curious,” “experimental”). Applicants, especially those with higher creative achievement, were significantly more likely to apply to postings using explorer language.
Why It Matters: Recruitment language that frames creativity as an innate trait (“genius”) can unintentionally deter diverse and highly creative candidates, including those with proven creative track records. Talent acquisition specialists should audit and revise job postings for creative roles, emphasizing exploration, curiosity, and collaboration to attract a broader, more innovative applicant pool. This low-cost adjustment can directly improve talent quality, diversity, and innovation outcomes without requiring changes to compensation or benefits.
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