Dan Schawbel’s Post

April to July marks a crucial period for salaried professionals with appraisals, promotions, hikes, and possible job changes. Reflecting on this, I believe there are 4 quadrant categories of employees during this time. 1. **Work Smart Earn More:** Those who strike a balance between work and life by making smart moves to achieve their goals. Luck favors them, but their intelligence plays a key role in their success. 👍🏼 Disclaimer: If someone thinks themself smart by the act of manipulation,toxic behaviour,getting credit of other works this quadrant not suitable for you as your growth will not be consistent. 👊 2. **Work Hard Earn More:** Individuals who rely solely on hard work, showing loyalty to their companies, often neglecting work-life balance. They could benefit from learning from the first group in adapting to evolving work environments. 👏🏻 3. **Work hard but never getting recognized:** This group needs to self-assess their communication and soft skills, ensuring they showcase their abilities to management. If recognition is still lacking, it might be time to seek opportunities elsewhere. 🤔 4. **Never mind anything:** A category that flies under the radar, merely occupying a job seat without active engagement. However, their passive presence can sometimes disrupt work culture through gossip. 🫥 Which category do you belong to? Personally, I transitioned from Q2, got stuck in Q3, and finally found my place in Q1! 😊 #Professionals #WorkLifeBalance #CareerGrowth #EmployeeCategories

Great read from Korn Ferry around a recent Workmonitor study. Whilst we know that money, title and promotion drive many, it’s always good to remember that people are motivated by many different aspects of work and work for many different reasons. James Bywater makes mention of a few these, including intellectual curiosity; self expression; making a difference; commitment to service; and innovation and improvement. Alma Derricks adds that opportunities for learning and growth are also top priorities. What is important to keep in mind, is that these drivers change over time for individuals. So…staying in touch with employees’ needs, motivations and preferences through meaningful conversations, is key to both offer support, and get the best from your team. #careers #motivation #flexibility #worklifebalance #motivation #careeranchors https://lnkd.in/dj-rVnru

𝐂𝐚𝐧 𝐖𝐞 𝐒𝐭𝐢𝐥𝐥 𝐑𝐞𝐭𝐚𝐢𝐧 𝐓𝐚𝐥𝐞𝐧𝐭?  Ever wondered why, despite all the perks and incentives, some of our brightest stars decide to leave? Let’s talk about something we all know but rarely work on: creating an environment that makes your team want to stay with you for the long haul. 𝐓𝐡𝐞 𝐔𝐬𝐮𝐚𝐥 𝐒𝐮𝐬𝐩𝐞𝐜𝐭𝐬: 𝐏𝐞𝐫𝐤𝐬 𝐯𝐬. 𝐏𝐮𝐫𝐩𝐨𝐬𝐞 Sure, we’ve got ping-pong tables, free snacks, and flexible hours. But are these really enough? 𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧 𝐎𝐯𝐞𝐫 𝐂𝐨𝐦𝐩𝐞𝐧𝐬𝐚𝐭𝐢𝐨𝐧 Did you know that 79% of employees who quit their jobs cite a lack of appreciation as a key reason? It's not just about the paycheck; it’s about feeling valued and connected. How often are we fostering genuine connections and shared visions within our teams? 𝐆𝐫𝐨𝐰𝐭𝐡 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 Here’s a stat that might surprise you: 87% of millennials rate "professional or career growth and development opportunities" as important in a job. Are we providing ample opportunities for learning and advancement, or are we unintentionally stifling potential? 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐀𝐩𝐩𝐫𝐞𝐜𝐢𝐚𝐭𝐢𝐨𝐧 Recognition matters more than we think. Gallup found that employees who don’t feel adequately recognized are twice as likely to quit in the next year. Are we celebrating the wins and acknowledging hard work regularly? Over to you now. Think about these questions: - How often do you engage in meaningful conversations with your team about their career aspirations? - What steps are you taking to ensure your team feels valued and appreciated every day? -Are your company’s values more than just words on a wall? How do they manifest in daily operations? Let’s transform our workplaces into hubs of inspiration and growth. I'd love to hear from you. What strategies have you found effective in retaining talent? Do you know someone who's a champion of employee engagement? How do they do it? Why not start a conversation with your team about their goals and aspirations today? Together, we can create a culture where talent not only stays but thrives. To your success, Isabel #leadership #employeeretention #coaching

I've been saying it for years - you should not be forced into people management just to be rewarded for your hard work and contributions. ICs can be senior! ICs can have rewarding career paths! ICs are the LIFEBLOOD of your company! People management is hard, and requires a specific skillset that takes a long time to build. No one really ever masters it, you just gotta be open to learning and growing into your own style to find what works. And it IS NOT FOR EVERYONE. I oversee an org with a lot of ICs (120+) and thinking about how to keep them happy and engaged knowing that there will never be enough manager roles for them all is a crucial part of my job. And sometimes that means getting creative. Their value is not derived from their ability to lead people, their value is in how well they serve our company mission... and that comes in a lot of forms. Not wanting to move into management is not a fault, it's a self-aware decision that thoughtful people who are looking out for their best interests consciously make in the same way that choosing a management path is. And if you try management and don't like it? FAIR! Stepping back into an IC role as your next move might be a smart move for you, there's no shame in trying something new, realizing it ain't for you, and changing course. https://lnkd.in/eKjYhf7q

Job/ Career Switch Season: With Industry 4.0, we are now moving towards a skill/ effort based working ecosystem. However, the top 5 circumstances where an individual/ employee strives for Career/ Job Switch may be: 1. *Everyday Leadership* will remain undoubtedly the best skill to acquire irrespective of evolution of time. It would take a month to identify whether your superior is a LEADER or a BOSS. 2. *Work Life Balance* will prevail if the people or processes or both are oriented properly. 7-8 hours on work are more than enough to accomplish your tasks/ deliverables. 3. *Biased System* rewarding employees while discriminating based on race, gender, age, or other factors, creates a toxic atmosphere/ culture and causes irreversible damage to the team/ organization. 4. *Opportunities for growth and development* will reward the people and organization in numbers and value. But when employees are refrained from opportunities be it pay scale, role, upscaling and grade decreases morale. 5. *Resistance to change* may be challenge for 60% of organizations. The processes and systems should evolve from time to time to facilitate a growth oriented and sustainable culture. To summarize above, one should not switch jobs/ career if either of LEARNING or EARNING are sorted.

🚀 Great Place, Great Pay, But Limited Career Progression Pathways 🚀 As professionals, we often find ourselves weighing the many aspects of our job environments. It's not uncommon to land in a position where the company culture is excellent and the compensation is competitive, yet the pathways for career advancement seem narrowly defined or unclear. 🔍 In many organizations, this scenario is all too common. While these companies offer a fantastic work environment and fair remuneration, they might lack structured career development plans that cater to ambitious employees seeking growth. Why It Matters Career progression is not just about climbing the corporate ladder; it's about continuously learning and taking on new challenges that enrich our professional lives and personal satisfaction. Without clear opportunities for advancement, even the most dedicated employees might feel stagnant and undervalued over time. What Can Be Done? Transparent Communication: Companies need to be clear about career prospects and the criteria for advancement. Skill Development: Invest in training programs that not only enhance current job performance but also prepare employees for higher roles. Mentorship Programs: Establish mentorship opportunities that allow for knowledge sharing and career guidance. 📈 For companies to retain top talent, they must balance both the tangible and intangible benefits they offer, ensuring that employees see a future that grows as they do. For all the fellow professionals out there feeling the pinch of limited progression, let’s discuss how we can advocate for ourselves and influence positive changes within our workplaces. Your thoughts? #CareerDevelopment #ProfessionalGrowth #JobSatisfaction #WorkplaceCulture #Leadership

Real Reasons Employees Stay" 🏢✅ ✨ Paid Well 💰 ✨ Mentored 🎓 ✨ Challenged 💪 ✨ Promoted 📈 ✨ Involved 🤝 ✨ Appreciated 🙌 ✨ Trusted 🤝 ✨ Empowered 🔋 ✨ Valued 💖 Creating a workplace where employees feel motivated and satisfied involves addressing key factors that contribute to their decision to stay with the company. Here’s a deeper look at these factors: 1. Paid Well 💰 -Competitive salaries ensure that employees feel financially secure and recognized for their contributions. -Reduces turnover and attracts top talent. 2. Mentored 🎓 -Providing guidance and support helps employees grow professionally. -Builds a knowledgeable and skilled workforce. 3. Challenged 💪 -Offering challenging tasks keeps employees engaged and motivated. -Enhances job satisfaction and innovation. 4. Promoted 📈 -Clear career progression opportunities show that the company values growth. -Increases loyalty and reduces the likelihood of employees seeking external opportunities. 5. Involved 🤝 - Involving employees in decision-making processes makes them feel valued. -Fosters a collaborative and inclusive work environment. 6. Appreciated 🙌 -Regular recognition of efforts boosts morale. -Encourages continued high performance and dedication. 7. Trusted 🤝 -Trusting employees with responsibilities empowers them. -Builds a strong, reliable team culture. 8. Empowered 🔋 -Giving employees the authority to make decisions boosts their confidence. -Leads to greater initiative and proactive problem-solving. 9. Valued 💖 -Ensuring employees feel their contributions are important. -Strengthens commitment and reduces turnover. By focusing on these key areas, companies can create a supportive and rewarding work environment that encourages employees to stay and thrive. 🌟 #EmployeeEngagement #WorkplaceCulture #TeamSuccess

Ever Wondered Why Employees Really Leave Their Jobs 🤷♀️ Well, it’s often said that people don’t leave bad jobs, they leave bad managers. According to Gallup, 75% of employees cite their manager as the reason for quitting. But there’s more to the story. Here’s a deeper dive into why employees walk away and what they truly seek: Reasons for Leaving: 💸 Low Pay: Compensation that doesn’t match their efforts. 👎 Poor Management: Leaders who fail to inspire or support. 🙅♂ Lack of Appreciation: Feeling undervalued and unrecognized. 🚫 No Career Growth: Stagnant roles with no advancement opportunities. ☠ Toxic Work Culture: Negative environments that drain energy. 🔥 Burnout: Overwork and stress without relief. ⚖ Poor Work-Life Balance: Jobs that consume personal time and space. What Employees Desire: 📈 Career Opportunities: Clear paths for growth and development. 🤝 Supportive Leaders: Managers who mentor and motivate. 👏 Recognition: Regular appreciation and acknowledgment of efforts. 🏖 Work-Life Balance: Flexibility to enjoy life outside of work. 🌟 Positive Culture: A healthy, collaborative, and inclusive environment. 💡 Meaningful Work: Roles that provide purpose and satisfaction. 💰 Competitive Pay: Fair compensation that reflects their value. 🗣 Open Communication: Transparent and honest dialogue between all levels. 🛠 Professional Development: Opportunities for continuous learning and skill enhancement. 🤗 Team Spirit: A sense of belonging and camaraderie among colleagues. 🌍 Social Responsibility: Companies that contribute positively to society and the environment. What else would you add ? #EmployeeEngagement #Leadership #WorkCulture #CareerGrowth #WorkLifeBalance #PositiveWorkplace #EmployeeAppriciation #BurnoutPrevention #MeangingfulWork #TeamSpirit

"🌟 **Celebrating Tenure: Nurturing Long-Term Relationships in the Workplace** 🚀 Reflecting on the invaluable contributions of our tenured employees today! 🎉 Their dedication and expertise have played a pivotal role in shaping our organization. Here's a shoutout to the incredible individuals who have been the backbone of our success. 🌐💼 🙏 **Acknowledgment:** Thank you to our long-serving team members for your unwavering commitment and dedication. Your experience is the cornerstone of our achievements. 📚 **Continuous Growth:** Encouraging continuous learning and development to keep pace with evolving industry trends. Your professional growth remains a priority for us. 🤝 **Inclusive Decision-Making:** Involving our tenured employees in decision-making processes. Your insights are invaluable, and your perspective shapes the future of our organization. 🌈 **Flexibility Matters:** Recognizing that needs change over time, we strive to provide flexibility and accommodations that support your evolving work-life balance. 🤲 **Mentorship Opportunities:** Leveraging your wealth of experience in mentorship roles. Your guidance is instrumental in nurturing the next generation of talent. 🌐 **Leadership Avenues:** Providing opportunities for leadership roles and special projects. Your leadership is a beacon for others to follow. 💸 **Competitive Compensation:** Ensuring that your compensation remains competitive. Your hard work deserves recognition and fair remuneration. 🎊 **Milestones Celebration:** Celebrating your work anniversaries and milestones. Your journey with us is filled with achievements, both big and small. 🤗 **Feedback and Recognition:** Establishing feedback mechanisms and recognition programs. Regularly acknowledging your accomplishments contributes to a positive work environment. Here's to the incredible journey we've shared, and to many more milestones ahead! 🥂 Let's continue growing, learning, and achieving together. #EmployeeAppreciation #LongTermRelationships #WorkplaceCulture"

Embracing optimism, gratitiude, and empowerment in your day to day decisions (as opposed to viewing life through the lens of limitation and scarcity) can and WILL shape your career trajectory. Leaders that foster this approach in their businesses and teams will see lower turnover, higher employee satisfaction, and better results overall.