LinkedIn Top Voice | Marketing @ Clientell | AI-RevOps| Wellbeing partner | Social Eater

Most companies talk about employee wellbeing after burnout has already happened.

By the time surveys show disengagement or attrition increases, the damage is already done.

I believe employee wellbeing should work quietly, daily, and early inside how people actually work.

I am building Wanderfly with a simple but powerful idea.
Understand stress patterns before they turn into burnout.

My work focuses on predictive and everyday wellbeing rather than one off programs, annual surveys, or compliance driven initiatives. Real wellbeing is not an event. It is a system.

Through Wanderfly, I work with organizations to move from reacting to stress to preventing it.
From measuring wellbeing to truly protecting it.
From isolated initiatives to embedded support.

I spend most of my time thinking about

Early signals of burnout that companies miss

How daily work data reflects human stress

How technology can support wellbeing without adding noise

What the future of healthy work should actually look like

If you are an HR leader, founder, or people manager who believes wellbeing should be proactive and practical, we will likely agree on a lot.

Let us build workplaces where people do not have to break down before they get support.

Penchala Tharun 🚀

5 employees on your team are burning out right now.

You just don't know which 5.
Gallup says 76%. WHO calls it an occupational phenomenon. McKinsey puts the global cost at $1 trillion.

But most companies still measure employee wellbeing once a year.

With a survey nobody takes seriously.
That's like checking your bank balance once a year and hoping you're not broke.

I made a video breaking down what burnout actually costs and the 3-step framework to catch it before your best people quietly disappear.

What's one sign of burnout you've seen companies completely ignore?

#EmployeeWellbeing #BurnoutPrevention #WorkplaceWellness #wellbeingmatters #businessmetric #hrleadership #HR

Founder at Wanderfly | Building predictive employee wellbeing to prevent burnout before it starts

At our The Shape of Work awards day, we invited Akshita Tiwari (She/Her) to share a quick perspective on employee wellbeing.

We asked one focused question.

What is the real relationship between employee wellbeing and retention?

Her answer stayed with me.

She said definitely there is a relation and went on to mention something that am going to carry forward is "You need to take care of the employees, for them to take care of company"

What she said next was even more powerful in the context of startups.

In early stage and growth companies, employees are expected to take ownership, move faster, and solve beyond their role. That level of ownership needs support.

That line captures it perfectly. Taking care of people is not separate from building the company. It is how the company is built.

If you are serious about retention, wellbeing cannot be treated as an extra initiative. It has to be part of operating culture.

People leaders and founders how are you linking wellbeing to retention in your teams today?

#employeewellbeing #b2bSaaS #Proactivewellbeing #burnoutprediction #retention 

You don't believe my words, listen from her then

Thank you so much Akshita Tiwari (She/Her) for gracing our booth at TSOW awards.

Sorry for my 123 😁

Your wellness budget just failed.
Again.

You added:
→ Meditation apps
→ EAP programs
→ Mental health webinars
→ Wellness days off
And your best engineer still quit last month.

Here's what the wellness industry won't tell you:
You got sold.
Lie #1: "More programs = Better wellbeing"
False. Access isn't adoption. Your EAP usage is 8%. That's not a wellness program, that's an expensive brochure.
Lie #2: "Employees will speak up when struggling"
False. 80% of burned-out employees stay silent. By the time they ask for help, they already have another offer.
Lie #3: "Apps and resources fix culture"
False. Managers drive 70% of engagement variance. Your toxic manager is undoing every wellness rupee you spend.

The uncomfortable truth?
You can't:

Meditate away 12-hour workdays
EAP away bad management
Wellness-program away burnout culture

What actually works:
❌ More resources
✅ Early detection systems
❌ Waiting for employees to speak up
✅ Proactively measuring team health
❌ Apps that sit unused
✅ Manager accountability for wellbeing

Stop treating symptoms.
Start fixing causes.

Video breaks down all three lies in detail →
(Tag an HR leader who's tired of wellness theater)

#Burnout #EmployeeWellbeing #HRTech #StartupCulture #WorkplaceHealth

Still doing Surveys for wellbeing and culture???

#wellbeing #saas #b2b #HR #humanresources #culture

Tim Davidson 🍉🍍

ABM with Linkedin ads for B2B SaaS | Founder @ B2B Rizz | B2B Doesn’t Have to Be Boring

B2B marketer trying to live to 147 years old (Science will get there)📈 First 50 years as a marketer🦖 Second 50 digging for fossils🪐 Last 50 exploring spaceI’m the founder, VP of marketing, head of customer success, all of it at B2B Rizz. An ABM and LinkedIn ads consulting firm for B2B software companies.I help B2B software companies drive more revenue and pipeline from LinkedIn ads It’s a one person consulting company (me) so you work with me directly 😁After 10+years of digital marketing experience working with SaaS orgs driving revenue and pipeline through ABM and LinkedIn ads, I went out on my own.I am also semi-funny B2B marketing &amp; sales content creator. Mostly for LinkedIn, TikTok and YouTube, if you wanted to check it out 😁Expertise include:-LinkedIn ads-ABM (6Sense, Demandbase, Terminus, Metadata.io)-Google Ads-CRM Automation (Mostly Hubspot and Salesforce)

Strategic Advisor

Leading the Customer-Led Buying revolution. Hands-on product testing that gives buyers confidence, while sellers close more deals faster than ever before.

Tim Davidson

The way B2B ABM advertising is run, may have jus changed (and no it’s not because of Claude code or Lobster bot)

The classic CSV rigmarole of

1. Exporting a CSV from your CRM or data provider

2. Reformating it for LinkedIn's requirements that gets you a 30% to 70% match rate

3. Reformating the same CSV for Meta which gets you a 10% to 30% match rate 🥹

4. In 4 weeks, realizing your list is already outdated

5. Wonder why advertising isn't working

6. Buy a 5senses contract so a black box can do it for you

7. Wonder why your match rates are still terrible and you're targeting the wrong people

8. Accept this is just how it works

Been there, I get it

Clay just launched ad Audiences and wowwww it makes step 1-11 look embarrassing.

Now you can build your target list in Clay from CRM data, intent signals, enrichments, whatever you fancy.

Push it to LinkedIn and Meta simultaneously (YES, BOTH)

Audiences auto-update. Exclusions stay in sync. 

Match rates are >90% on LinkedIn, 60%+ on Meta (Which is unheard of BTW)

No CSV rigmarole. No stale lists burning budget on existing customers and accounts sales hates you for

You can see exactly who's targeted, exactly why, and change it in seconds.

Definitely worth checking out and you’re over the CSV and low match rate chaos

Tim Davidson 

Brand partnership • ABM with Linkedin ads for B2B SaaS | Founder @ B2B Rizz | B2B Doesn’t Have to Be Boring

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The Battle

Penchala Tharun 🚀

Tim Davidson

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Penchala Tharun 🚀's LinkedIn Performance

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