Wellness Wednesday Issue #119

⚖️ HR compliance = less fun but super important. These tools keep you covered.

💼 Getting laid off isn’t the end—some workers are turning it into purpose and community.

🪑 Your back called and it wants one of these top-reviewed WFH chairs.

🛍️ One woman got real about emotional spending and broke her impulse shopping habit for good.

With the rise in return-to-office mandates, many working moms and caregivers are finding themselves forced to rethink the delicate balance they once managed with remote or hybrid work. Flexibility has been a lifeline for many—allowing them to handle daycare pickups, doctor appointments, or even just be present for their loved ones. So what do you do when that flexibility is suddenly at risk?

First, acknowledge the shift. This isn’t just about going back to an office—it’s a fundamental disruption to the systems you’ve built to care for your family. Give yourself permission to grieve the loss of flexibility and the routines that worked well for you.

Then, get proactive about the transition:

1. Reevaluate Your Support System

Now is the time to assess what (and who) you can lean on. Do you need to enlist part-time childcare, ask for help from a partner, or explore backup care services through your employer? Identify your gaps and brainstorm potential solutions before the transition fully kicks in.

2. Run a trial week

Practice your new routine before the official return date. Try out the commute, organize childcare logistics, and meal prep for the week ahead. Identifying snags now will save you panic later.

3. Advocate with your peers

There’s power in numbers. If you’re not the only one impacted by the policy change, consider teaming up with colleagues to bring your collective concerns to HR or leadership. Shared experiences often carry more weight and could help initiate meaningful dialogue about alternative arrangements.

4. Lean into negotiation

Document how well you performed while remote—project wins, metrics, or feedback from colleagues. Use this as leverage to ask for hybrid flexibility, even if your company has gone “in office.”

5. Revisit benefits

Check if your employer offers Dependent Care FSAs or other family-friendly benefits. Many caregivers don’t realize they can use pre-tax dollars to offset childcare or eldercare expenses.

6. Start a care swap network

If costs are high or care options are limited, coordinate with local parents or caregivers to trade off pickups or share responsibilities. Community matters more than ever.

And most importantly—give yourself grace. Transitions are hard, especially when your time and energy are already stretched thin. You’re not alone in navigating this shift, and while it may feel like a step backward, it can also be an opportunity to advocate for what working parents and caregivers really need in today’s workforce.

If you’re in charge of performance reviews, onboarding, or L&D (👋 hi managers), you already know: feedback isn’t fluff—it’s fuel for growth, retention, and trust.

But to actually make an impact, feedback has to be more than “good job!” Here’s how to make it land:

1. 🗣️ Make it a loop, not a lecture

Try: “I’ve shared my feedback—what would make this project easier or more motivating next time?”

→ Inviting upward feedback builds trust and shows you’re open to improving, too.

2. ✂️ Trim the fluff with “Start, Stop, Continue”

Example: “Start looping in stakeholders earlier, stop waiting for final sign-off to get feedback, continue leading client calls—your communication is strong.”

→ This structure makes feedback quick to say, clear to hear, and easy to act on.

3. 📝 Keep a running list

Feedback shouldn’t rely on memory. Track wins, coaching moments, and patterns in a shared doc or platform.

Example: “Jorge handled a last-minute deck edit under pressure—stayed cool and delivered.”

→ Come review time, you’ll have actual data, not vague vibes.

4. 🚀 Link feedback to next steps

Feedback should feel like momentum.

Example: “You’ve grown in cross-functional work—let’s talk about stepping into a lead role next quarter.”

→ Show the path forward so your team knows what’s possible.

5. 🎯 Be honest, but kind

Clear is kind. Focus on the behavior, not the person.

Instead of: “You’re bad at communication,”

Try: “I noticed the update wasn’t shared before the deadline—can we talk about how to keep everyone looped in moving forward?”

✨ Bonus: Don’t DIY It All

Tools like BambooHR make feedback less of a mental load with templates, real-time tracking, and built-in performance reviews—so the good stuff (and growth areas) never get lost in Slack.

Learn more about BambooHR here >

As a mid-30s girly who recently went through a breakup, I’ve been thinking a lot about fertility. When I was in a serious relationship, I figured I’d have my first kid around 39 or 40 and wasn’t too worried about freezing my eggs. But now, back in the dating pool, I don’t want the pressure of rushing into something just to beat the biological clock.

A friend of mine froze her eggs so she could date without anxiety—and I always thought that was brilliant. Now, standing in similar shoes, I wanted to know what my options actually are. Here’s what I found.

1. What Are the Options?

Traditional Egg Freezing (at a Fertility Clinic)

Also called oocyte cryopreservation, it’s the most common and effective method. It involves hormone stimulation, daily injections, and a quick outpatient procedure to retrieve and freeze your eggs for future use.

Mini-Stim (Low Dose) Egg Freezing

Same process, but with lower doses of medication. It’s gentler on the body and less expensive, but may result in fewer eggs. Best for those under 35 with a healthy ovarian reserve.

Employer Coverage or Fertility Benefits

Some employers offer partial or full coverage through programs like Progyny, Carrot, or WINFertility. If you’re at a startup or tech company, check your benefits!

Cofertility (Egg Sharing)

Cofertility offers free egg freezing if you’re open to donating half of your eggs to a family in need. You keep the other half to use now or later. It’s a unique model worth exploring but seems like you need be under 33 to participate.

Medical Exceptions

In rare cases, health insurance may cover egg freezing if it’s deemed medically necessary (e.g., cancer treatment). It’s worth checking with your provider, but take a look at this map of the US outlining state laws on coverage.

Going Overseas

Clinics in Mexico, Europe, and other countries often offer high-quality fertility services at a lower cost. This route requires research and travel, but can significantly cut expenses.

2. What the Process Looks Like

How Long Does It Take?

The cycle lasts about 2–3 weeks from start to finish. You’ll have daily hormone injections for 8–14 days, frequent monitoring appointments, and then an outpatient egg retrieval under sedation. Most people are back to work in 1–2 days post-retrieval. Reddit has a lot of first hand accounts.

Can You Do It Alone?

Yes! Many women do the injections themselves (tiny insulin-style needles) or ask a friend to help. You don’t need a partner to go through the process but I imagine it can be difficult to do without any support from a loved one.

The Mental & Emotional Side

Hormones can cause bloating, mood swings, and fatigue. It’s intense, both physically and emotionally. You might cry for no reason, feel overwhelmed, or totally fine. Everyone’s experience is different, but having support—emotional or logistical—helps.

3. What It Costs

• Egg Freezing Cycle: $4,500–$20,000 (depends on location)
• Meds: $3,000–$10,000
• Storage: $500–$1,200/year

Costs range based on location and provider. Some women need more than one cycle to get 10–20 mature eggs.

Freezing your eggs isn’t a guarantee—but it can give you peace of mind and the gift of time. I haven’t decided if I’ll do it yet, but I’m glad I understand the landscape. For now, I’m going to check my ovarian reserve and go from there. The most important thing? Knowing your options so you can make the choice that’s right for you.

Thania (TA Content Mgr)

Your admin team is your unsung superhero squad. They keep your calendar from imploding, your team from falling apart, and your life from turning into a logistical mess. So this year, skip the generic “thanks for all you do” and give them the appreciation they actually deserve.

Here’s how to make Admin Professionals’ Day feel legit special:

🎁 Gift Them Something They’ll Actually Want

Ditch the dusty desk plant. These gifts are thoughtful, elevated, and genuinely useful:

• Fellow Stagg Pour-Over Kettle: Sleek, minimal, and the perfect way to upgrade their AM coffee game.
• Port Authority Convention Tote Bag: For carrying all the things.
• 12 oz Cork Camper Mug: Their desk just got 47% cozier.
• Memory Foam Travel Pillow: For long travel days (or sneaky desk naps—no judgment).

🎉 Host a Virtual Moment That Doesn’t Suck

Celebrate your team in a way that brings energy, not eye rolls:

• Virtual Deskercise Class: Stretch it out, laugh a little, reset together.
• Virtual Workplace Gratitude: Give people a moment to actually say “thank you”—and mean it.
• Virtual Coworker Clash: Friendly competition meets team bonding. Custom games, inside jokes, good vibes.
• Virtual Lunch Party: No agenda, no pressure—just food and fun.

🧩 Spark Some Real Connection

Sometimes, it’s the low-key stuff that builds the best team culture:

• Employee Engagement Bundle: Icebreakers, games, and prompts that don’t make you cringe.
• Icebreaker Questions for Teams: Break the ice without breaking a sweat.

Admin Day isn’t just another box to check—it’s a chance to make your right-hand humans feel seen. Go beyond the basics. Make it fun, make it thoughtful, make it count.

👉 Need more inspo? Check out this list for more awesome ways to celebrate Admin Day!

💆 Fight back against frizz in 10 short minutes with a superfood hair mask.

🧳 Keep your tumblers organized with this handy lid organizer.

👖 Cameron loves these Old Navy linen pants—super easy to dress up or down!

💸 Still chasing down invoices and approvals? Bill.com automates the chaos so your AP/AR workflows run themselves—without the paper trail.

• Amira Talent is hiring for a Senior Digital Talent Manager (Los Angeles, CA).
• GyanSys Inc. is hiring for a Vice President of Sales (Carmel, IN).
• Agentio is hiring for an Enterprise Account Executive (Brooklyn, NY).
• IMAGINiT Technologies is hiring for an Account Executive (Denver, CO).
• Bark Media Co. is hiring for a Marketing Associate (Lawrence, KS).

⭐ View more jobs here >

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