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When I first started blogging, I named my blog Well-Being at Work. It felt like a natural fit at the time, emphasizing mental and physical wellness in professional spaces. But recently, I’ve decided to rename it to Human@Work, and here’s why.

A few years back, I read Bring Your Human to Work (by Erica Keswin), a book filled with real-life stories about people showing up authentically on the job. It left me wondering: what does it really mean to “be human” at work? This question has lingered, and it’s gradually reshaped my perspective on workplace well-being.

Earlier this week, a colleague shared a Spotify link with a talk discussing the difference between our “job” and our “work”—and what we hope to be remembered for. It got me thinking about my own motivations. I’m passionate—some might even say too invested in my work. Nearly all my managers have seen me cry at some point, not out of anger, but out of frustration when I can’t do the work I believe I’m here to do. My job title may say HR, but my work is helping people feel good about themselves and succeed in their lives. Whether a problem is work-related or personal, I do my best to help them find solutions that fit their unique situation.

I know not everyone agrees with this approach. Some think I’m too involved. But here’s the thing: you can’t just show up at work and leave your humanity at home. Your whole self is always with you, no matter how much you might try to compartmentalize. Life’s challenges—whether a divorce, family issues, or financial worries—inevitably impact us at work, and vice versa. If someone’s going through a hard time, maybe they haven’t slept well for weeks, and their performance starts to slip. They might snap at a colleague, or start calling in sick. Often, managers or coworkers only see the symptoms without knowing the root cause.

For this reason, I believe workplaces should support people as humans, no matter where their struggles originate. After all, life’s ups and downs impact us all, and at some point, each of us needs someone to help us through. Many companies already recognize this and are doing amazing work to support their people. But some aren’t there yet—maybe they haven’t considered it, or perhaps they think they can’t afford to. But can they afford to deal with the effects of low morale, high absenteeism, or turnover?

So here’s to embracing our full selves on the job, the good and the bad, and creating workplaces where people can bring their human to work.

Here is the Spotify link. https://open.spotify.com/episode/2YEXt6RdgblNn904yHUcIe?si=p8p02qMVS9CvfqtVgT1Jpg&t=834