The monday.com weekly

 

December 16, 2025

monday.com’s take on the latest work trends - sent on Tuesdays.

Inside this issue Workplace trends The AI corner Fostering relationships across your team Water cooler chatter Question of the week Just for laughs Follow the monday.com weekly on LinkedIn

Workplace trends

Wellness Employee well-being hits lowest point despite increased benefits spending Worker well-being has declined to its lowest level since 2019, despite employers expanding benefits programs. Research from Johns Hopkins University analyzing 1.3 million employees found young workers and non-management staff were hit hardest, with a dramatic gap emerging between executives and regular employees. Executive well-being scores rose to 4.55 while employee scores dropped to 4.05, according to HR Brew. Researchers suggest the shift away from remote work weakened the personal support employees received during the pandemic, when managers were more understanding of childcare and eldercare responsibilities. Experts recommend companies focus on flexibility and individual worker needs rather than broad-based benefits alone, particularly as return-to-office mandates reshape workplace dynamics.   Inclusion South African company embeds sign language into workplace programs A South African telecoms company is becoming the first in the country to fully integrate sign language throughout its operations. The company partnered with the National Institute for the Deaf to offer employees a visual sign language dictionary and 12-module training course starting in January. The initiative addresses barriers that keep approximately 600,000 sign language users unemployed, as job interviews are often inaccessible and recruiters lack proper training to accommodate Deaf applicants, according TechNation News. The telecom company's CEO hopes other businesses will follow, as the Deaf community is integral to the workforce and the customer base. Similar efforts have emerged in the US, with a major retailer offering sign language training at one distribution center to create a more inclusive environment.

The AI corner

Entertainment AI is creating Hollywood's first digital actress A former actress turned producer, Eline Van der Velden, has created Tilly Norwood, an AI performer designed to star in movies without human limitations. Van der Velden spent six months with a 15-person team creating 2,000 iterations to perfect the digital star, drawing on her experience trying to break into Hollywood. The project sparked fierce backlash when it went viral in September, with major directors calling it "horrifying" and actors warning it could eliminate jobs and erode cinema as an art form. Despite the outcry, Van der Velden says she's signed about 60 NDAs for projects ranging from $10 million to $50 million featuring Tilly or similar AI actors. She argues AI will drastically cut production costs and create "a whole new creative renaissance.”   Retail Bookstores grapple with AI-generated literature Major bookstores are deciding whether to stock AI-generated books as the technology transforms the publishing industry. Some retailers say they would sell AI books if clearly labeled, though industry leaders doubt customers will actually want them. More than half of published authors fear being replaced by AI, while two-thirds say their work has been used without permission to train AI models, according to the BBC. Booksellers say readers want a connection with real authors, meaning AI-generated works would need clear labeling instead of masquerading as human-written. The debate reflects broader tensions in publishing as AI tools are increasingly used for research, editing, and even producing full-length works, with retailers caught between technological advancement and preserving the human craft of writing.

Fostering relationships across your team

By monday.com

AI may increase productivity, but it will never replace the collaboration and excellence that come from genuine team connections.   Strong coworker relationships are still one of the most powerful drivers of engagement and performance. In fact, Gallup finds that having a best friend at work is linked to higher productivity, stronger psychological safety, greater innovation, and improved retention. But as AI becomes more embedded in daily workflows, many employees are spending more time talking to tools than to their teammates. If communication becomes overly digital, people might start to feel isolated, and isolation can quietly drain motivation and increase burnout.   As a leader, building real connections is one of the most meaningful ways you can support your team. And while you're encouraging AI adoption, make sure you’re also encouraging relationship-building. When teams feel connected to both their work and each other, collaboration becomes easier, productivity rises, and everyone feels more supported.   So, how will you build better relationships on your team?   Find common ground Friendship often starts with a shared interest, experience, or personality trait. And by understanding what lights up each of your team members, both inside and outside of work, you can be a catalyst for connection between coworkers. Try to take time to learn about each of your employees and see if you notice any natural overlaps. Maybe this is two people who love hiking or two who get energized while brainstorming ideas. Help them connect by giving them a project to work on together, or even just a small suggestion like “You both should chat about...”   Key question: “Are there two employees you think would genuinely enjoy getting to know each other?”   Create moments of connection Connection doesn’t always happen organically; sometimes you need to engineer the moments where friendships can start. That’s why off-site activities are so important. Maybe once per quarter or a couple times a year, invite your team to pitch ideas for a fun group activity, then vote on the favorite. Whether it’s a pottery class, a softball game, or a casual lunch, the goal is to create shared experiences that feel memorable and low-pressure. These moments are often the times people build connection and trust with one another, which carries back into the workplace.   Key question: “How will you create intentional opportunities for your team to connect?”   Foster understanding Misalignment often stems from misunderstanding, not disagreement. As your team works together on big projects, some team members may have different priorities or definitions of success. Without context, those differences can create friction. As a leader, you can bridge that gap by actively explaining each person’s point of view when the project begins. For example, a product marketer might prioritize technical accuracy, while a content marketer focuses on narrative flow – and each side might feel their objective is most important. This is when you articulate what each team member is looking for and stress the importance of everyone working together to achieve both objectives. When both sides hear their own perspective clearly articulated, it becomes easier to appreciate each other’s strengths.   Key question: “What steps can you take to help your team understand one another more fully?”   Model appreciation Appreciation is contagious. When you regularly acknowledge people’s contributions, big or small, you set the tone for the entire team. Make gratitude visible in your rituals: call out wins in meetings, write quick thank-you notes, or highlight moments of collaboration in your all-hands. When people feel seen and valued, they naturally extend that same energy to others, creating a more supportive culture. And over time, this kind of visible appreciation strengthens trust and encourages team members to show up for one another in meaningful ways.   Key question: “How will you incorporate appreciation into your daily, weekly, and monthly workflows?”   Keep it consistent Connection isn’t a one-time initiative; it’s a muscle you build. Think about what consistency looks like at different intervals. Daily warmth shows up in the way you communicate. Weekly might mean a short appreciation recap or a quick team sync that feels personal, not just tactical. Monthly could include a team lunch or office event. Annually, consider an offsite or retreat to reset, reconnect, and celebrate. When connection becomes part of your operating system rather than an occasional gesture, your culture becomes stronger and more resilient.   Key question: “How can you create a plan for continuous connection?”   Practice good relationships yourself Leaders feel isolation, too. When most conversations flow upward or downward, it’s easy to forget that you also need peers. Building your own internal network that includes people you can talk to openly, collaborate with, or simply lean on, will strengthen your resilience and model healthy relationship-building for your team. These relationships not only make leadership more sustainable; they also give you perspective and support during challenging moments. Also, when you invest in your own connections, you’re better equipped to guide your team with empathy and clarity.   Key question: “Which of your peers can you build a better relationship with?”