Changing Work Values

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH

If you’ve ever tried to appreciate someone at work, but it didn’t land the way you intended, you’re not alone. Dr. Gary Chapman found that, just like love languages, we each have appreciation languages, the way we feel valued and seen at work. And when the language we give doesn’t match the language someone receives, it can feel like our effort "missed," even if our intention was heartfelt. Before we dive in, do this with me: Write down the 5 people you interact with most: manager, teammates, direct reports, clients, or collaborators. We’re going to profile them. There are five appreciation languages, and each requires a different expression strategy: 1. Quality Time This isn’t “we were in meetings together.” This is focused, uninterrupted, one-on-one time. Quality-time coworkers feel appreciated when they truly connect, not in group settings, rushed chats, or quick “You good?” check-ins. Ways to appreciate them: • Dedicated 1:1s, not “tacked on at the end” • Learning or planning time together (book clubs, brainstorms, challenges) • Team retreats or shared experiences • Bonus: You can gift them time. For example, “Head out early and take tonight for yourself.” 2. Gifts Not “expensive,” but thoughtful. They love meaningful, personal, “this made me think of you” tokens. This could be: • Their favorite snack • A tiny trip souvenir • A funny desk trinket • Holiday / birthday surprises • Small “inside-joke” objects Spot them: Their desk or shelves are filled with keepsakes they never throw away. 3. Physical Touch (tricky at work, but still real) These people feel reassurance and warmth through appropriate physical contact. Because workplaces are now hybrid or virtual, we must adapt: Ways to appreciate appropriately: • Begin & end meetings with handshakes or high-fives • Supportive shoulder pats (only if welcome) • Eye contact • Consider “indirect touch gifts”: massage chair day, spa / pedicure gift vouchers 4. Acts of Service (my personal #1) These people show and feel appreciation through helping, finishing, anticipating, and removing friction. “I handled that for you” = emotional gold. Ways to appreciate them: • Take tasks off their plate • Handle details before they ask • Send updates proactively • Mental acts of service count too (“I’ve been thinking ahead on next month. Here are three ideas”) 5. Words of Affirmation They need to hear or read it. “Good work” is fine, but specific praise is what nourishes them. Ways to appreciate them: • Verbal praise (1:1 or group) • Thoughtful emails or Slack messages • Public recognition • LinkedIn recommendations • End-of-call acknowledgements: “I love working with you. This was great.”

Want to know Google’s secret to employee motivation? It’s so simple, any founder can start using it today: At Google, I’ve seen firsthand how recognition fuels engagement, collaboration, and retention. And surprisingly, it doesn’t take much—just a simple system called Peer Bonus. Here’s how it works: STEP 1 — Nomination Anyone can nominate a colleague for going beyond their core role. STEP 2 — Reward It comes with a small financial reward, but the real power is in public appreciation—managers, teams, and leadership see the impact. STEP 3 — Magic happens A ripple effect starts—when people feel valued, they contribute more. I’ve seen this in action countless times. A Googler helps another team solve a problem outside their immediate scope. Their contribution gets recognized with a peer bonus. Soon, others step up to do the same. Recognition becomes a habit, and collaboration follows. Why this matters (beyond Google): ✔ Motivation thrives on appreciation When people feel valued, they don’t wait to be told to go the extra mile, they just do it. ✔ Recognition builds culture No expensive perks required. Just a commitment to making great work visible. ✔ Startups can do this today No need for a formal system. A quick shoutout at a weekly meeting or a Slack highlight can have the same effect. 3 ways founders can build a culture of recognition: 1 — Start every meeting with a shoutout Take 2 minutes to acknowledge great work from the past week. It sets the tone for a culture of appreciation. 2 — Make recognition public Whether it's a Slack message, an email, or a team-wide announcement, make sure others see and celebrate contributions. 3 — Give specific feedback Don’t just say “Great job!” Be specific: “Avi helped us achieve X by doing Y. The total impact was Z.” Founders: How do you make sure your team feels seen and valued? #LifeAtGoogle

Recognition isn’t a “nice to have.” ⚡ It’s the invisible currency that determines whether your top talent stays or leaves. If you're facing high turnover or disengaged teams, start here: How to build a recognition-rich culture (in 5 steps): Step 1: Make it specific and timely ✔️ Recognize wins as they happen ✔️ Name what impressed you (“Your presentation closed the deal” > “Nice job”) ✔️ Tie recognition to company values Step 2: Mix up your approach ✔️ Public shoutouts (for extroverts) ✔️ Private notes (for introverts) ✔️ Peer-to-peer recognition = community boost ✔️ Thoughtful tokens > generic swag Step 3: Build systems—not just moments ✔️ Set regular rituals (weekly, monthly) ✔️ Train managers to spot and celebrate effort ✔️ Use tools to track recognition and avoid blind spots ✔️ Normalize appreciation, not just performance reviews Step 4: Link it to personal growth ✔️ Use recognition as a springboard for development ✔️ Highlight strengths—and show what’s next ✔️ Reward consistency, not just big wins ✔️ Invest in the people showing up, day after day Step 5: Measure the impact ✔️ Check engagement scores pre/post changes ✔️ Track turnover before vs. after implementing systems ✔️ Collect feedback on how seen your team feels ✔️ Compare recognition ROI vs. recruitment costs When people feel valued, they give you their best. When they don’t, they give you their notice. Recognition is the most underused zero-cost driver of retention and performance. 💬 What’s one recognition moment that made you feel truly valued? Connect with me here https://lnkd.in/gPevGFGD LinkedIn Guide to Creating LinkedIn News India LinkedIn

There's a wealth of wisdom to be gained from those who have lived long and rich lives. What I find most awe-inspiring is their curiosity and quest for lifelong learning. Research consistently shows that lifelong learning improves cognitive function, greater life satisfaction, and even potential protection against age-related mental decline. I've witnessed this up close with the elders in my family. My aunt has learnt to read, write and speak a new language in her 70s; my dad, in his 80s, is learning Sudoku; My uncle, now in his 90s, has been reading a book a day and says to me - "It is helping me to clarify my own thinking, which is so essential at this age!" Most charming story is of the well known Grandma Moses, who began a painting career at 78. They remind us that it's never too late to pursue our passions. Inspired by their journeys, here are the unique life lessons I have learned from seniors on how to be an effective lifelong learner: 1. 𝗘𝘃𝗲𝗿𝘆 𝗱𝗮𝘆 𝗶𝘀 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁. But, if it's worth doing, it's worth doing every day. Whether the day is pleasant or unpleasant, painful or happy, sticking to a routine gives momentum, energy, and a sense of balance. A study in the Journal of Cognitive Neuroscience (2019) found that consistent, long-term learning activities can lead to structural changes in the brain, improving cognitive function. 2. 𝗧𝗵𝗲𝗿𝗲 𝗰𝗼𝗺𝗲𝘀 𝗮 𝗽𝗼𝗶𝗻𝘁 𝗼𝗳 𝗻𝗼 𝗿𝗲𝘁𝘂𝗿𝗻. Another way to say it - choose achievable goals. While learning has no age limit, some pursuits do become challenging over time. Focus on achievable goals that allow for tangible progress. This is called the goal-setting theory in psychology, and it is known to lead to greater satisfaction and continued motivation. 3. 𝗟𝗲𝘁 𝘆𝗼𝘂𝗿 𝗲𝗻𝗲𝗿𝗴𝘆 𝗯𝗲 𝘆𝗼𝘂𝗿 𝗴𝘂𝗶𝗱𝗲. Do what energizes you because you learn best what is personally meaningful to you. Exposure to diverse topics and practicing various skills improves our cognitive flexibility. It not only helps us learn new topics more easily, but also helps us in adapting to new life challenges. This reflection has really taught me that no matter the age or career stage, opportunities for growth are always present. By investing our time wisely and approaching life with curiosity, we can continue to evolve throughout our personal and professional lives. #LifelongLearning #PersonalDevelopment #ProfessionalGrowth

Knowledge is not a destination. It’s a lifelong pursuit. 25 years ago, I thought I had “𝐦𝐚𝐝𝐞 𝐢𝐭” as a Chartered Accountant. Back then, I believed knowledge was static... a checklist. Something you could finish. What I didn’t realize was that formal education would only account for 10% of what I’d need to truly lead. The rest? Came from: 🔹Failing fast 🔹Listening deeply 🔹Adapting constantly 🔹Learning relentlessly Today, I know better after building consulting firms, leading finance, navigating product, marketing, stakeholder management, and now steering the vision of Pearson India as the Country Head. I see how rapidly the world is evolving, specifically AI, agentic systems, hybrid models, and entire industries being disrupted overnight. And there’s only one trait that will matter across all roles, generations, and technologies: the willingness to learn. Whether you're a fresh graduate, a teacher navigating digital classrooms, or a CXO facing transformation, lifelong learning isn't optional. It's survival. This talk is my story, but more importantly, it’s a call to action for everyone navigating the unknown. 🎥 Watch the full TEDx talk here: https://lnkd.in/g2npg385 Do share your thoughts in the comments below. Jagan Institute Of Management Studies(JIMS Rohini) | TEDxJIMS Rohini #TEDx #LifelongLearning #Adaptability #Leadership #FutureOfWork #ThoughtLeadership #Pearson

𝑻𝒉𝒓𝒆𝒆 𝒕𝒚𝒑𝒆𝒔 𝒐𝒇 𝒍𝒆𝒂𝒅𝒆𝒓𝒔 𝒘𝒊𝒍𝒍 𝒓𝒆𝒂𝒅 𝒕𝒉𝒊𝒔. 𝑶𝒏𝒍𝒚 𝒐𝒏𝒆 𝒘𝒊𝒍𝒍 𝒎𝒂𝒔𝒕𝒆𝒓 𝒓𝒆𝒄𝒐𝒈𝒏𝒊𝒕𝒊𝒐𝒏 𝒕𝒐 𝒖𝒏𝒍𝒐𝒄𝒌 𝒕𝒆𝒂𝒎 𝒍𝒐𝒚𝒂𝒍𝒕𝒚. 𝑻𝒉𝒆 𝑮𝒆𝒏𝒆𝒓𝒊𝒄 𝑷𝒓𝒂𝒊𝒔𝒆𝒓 → Drops "Great job!" emails. No specifics. No impact. → Team feels unseen. Motivation flatlines. → 𝘍𝘪𝘹: Give specifics - “Your data dive yesterday uncovered the risk we avoided. That saved us weeks." 𝑻𝒉𝒆 𝑺𝒑𝒐𝒕𝒍𝒊𝒈𝒉𝒕 𝑯𝒐𝒈 → Takes credit publicly. Praises privately (maybe). → Top talent starts updating their LinkedIn profile. → 𝘍𝘪𝘹: Tag them first—"Thanks to [Name]'s insight, we pivoted before the deadline." Here's what happened when a manager did neither: His top performer quit. Not for more money. For feeling invisible. "I delivered results. He took credit. I was done being his ghost writer." 𝑻𝒉𝒆 𝑹𝒆𝒄𝒐𝒈𝒏𝒊𝒕𝒊𝒐𝒏 𝑨𝒓𝒄𝒉𝒊𝒕𝒆𝒄𝒕 (You?) → Builds systems: Weekly wins in standups. Peer shoutouts. Milestone celebrations. → Result? 2x retention. Innovation surges. → 𝘛𝘩𝘦 𝘴𝘪𝘮𝘱𝘭𝘦𝘴𝘵 𝘴𝘺𝘴𝘵𝘦𝘮: Name one person's contribution every day - Out loud, With specifics. 𝑻𝒉𝒆 𝒕𝒓𝒖𝒕𝒉: Generic praise is noise. Specific recognition is signal. People don't leave because you didn't recognize them. They leave because you made them invisible. 𝑹𝒆𝒇𝒍𝒆𝒄𝒕: → Who on your team deserves specific recognition today—and what exactly will you say? → Which type are you today—and who will know you've shifted by tomorrow? Next week: 𝑮𝒓𝒐𝒘𝒕𝒉 𝑴𝒊𝒏𝒅𝒔𝒆𝒕 — fostering learning that sticks. 𝘗.𝘚. 𝘞𝘢𝘯𝘵 𝘮𝘰𝘯𝘵𝘩𝘭𝘺 𝘳𝘦𝘧𝘭𝘦𝘤𝘵𝘪𝘰𝘯𝘴? → Subscribe on LinkedIn 𝑻𝒉𝒆 𝑰𝒏𝒏𝒆𝒓 𝑬𝒅𝒈𝒆 https://lnkd.in/gi-u8ndJ #TheInnerEdge #Recognition #LeadershipCoaching #ExecutiveDevelopment

Lifelong Learning for the Time-Starved Professional ⏳📚 In today’s fast-changing world, learning isn’t a one-time event—it’s a lifelong habit. But what does lifelong learning actually mean, and why is it so important? 📌 Why is Lifelong Learning Important? Stay Relevant & Future-Proof – McKinsey reports that 50% of today’s workforce will need to reskill by 2025 due to automation and AI. Continuous learning ensures you stay ahead. Career Growth & Adaptability – Harvard Business School research shows that professionals who engage in lifelong learning are more likely to advance in their careers. Personal Fulfillment & Confidence – Learning new things stimulates the brain, keeps you curious, and improves problem-solving abilities. 📌 What is Lifelong Learning? Lifelong learning goes beyond formal education. It’s about developing a mindset of continuous curiosity, where you actively seek new skills, knowledge, and experiences. It could be: ✔ Picking up a new skill relevant to your work ✔ Exploring topics outside your domain for fresh perspectives ✔ Engaging in self-reflection and learning from experiences 📌 How Can Busy Professionals Engage in Lifelong Learning? 🚀 Learn in the Flow of Work – Podcasts during commutes, audiobooks while working out, or short articles between meetings. 📚 Microlearning Matters – 10-minute videos, daily newsletters, or bite-sized courses keep your growth on track. 🎯 Apply as You Learn – Learning isn't about hoarding knowledge; it's about action. Try something new today. 🤖 Leverage AI & Communities – Use AI-powered tools for quick insights and engage with peers to learn socially. 🔍 Stay Curious – Ask questions, challenge assumptions, and explore beyond your domain. Growth starts with curiosity! How do you make time for learning in your busy schedule? Share your hacks! 👇 #LifelongLearning #BusyButLearning #ProfessionalGrowth #NeverStopLearning

Why Success at 45 Looks Different Than at 25 What was satisfactory and worth pursuing at 25 isn't it anymore – because success changes as you do.   At mid-career, many professionals experience a shift in how they view success. Early in our careers, we often focus on achievement—promotions, salary, titles. By mid-life, success is more about fulfillment—purpose, balance, and leaving a legacy.   Researchers like Hermans & Oles (1999) and Levinson et al. (1978)  highlight three key drivers behind this transition: 1️⃣ Finding previously satisfactory goals now dissatisfactory. 2️⃣ Recalibrating goals due to a change in temporal perspective. 3️⃣ Reinterpreting the future.   These shifts align with six key dimensions of mid-life transition, as shown in the diagram: 1️⃣ Postformal Thinking (Piaget, Integrating Complexity): Moving beyond black-and-white thinking to embrace ambiguity and contradictions. 2️⃣ Authentic Living (Yalom, Existential Choices): Living in alignment with personal values and making conscious life choices. 3️⃣ Eudaimonic Goals (Aristotle, Fulfillment-Based Success): Shifting from external achievement to inner growth and purpose. 4️⃣ Reframing Life Story (McAdams, Narrative Identity): Reshaping your narrative to make sense of past experiences and envision meaningful futures. 5️⃣ Role Reassessment (Super, Life Roles Realignment): Reevaluating life roles (e.g., professional, personal) to reflect current priorities. 6️⃣ Legacy and Contribution (Erikson, Generativity vs. Stagnation): Focusing on leaving a lasting impact and contributing to others.   Shaping success today starts with three exercises: 1️⃣ Reviewing Values: Coaches have many tried-and-tested exercises to help clients clarify what truly matters to them. Values are the compass guiding decisions and priorities. Revisiting them periodically ensures your actions align with your current self. 2️⃣ Auditing Your Career: A Critical Career Review is an excellent tool for assessing where you stand and identifying areas for growth or change. If you're interested, there's a link in the comments. 3️⃣ Setting Holistic Goals: Goal-setting doesn't have to focus solely on career milestones. The domain harmony approach helps integrate professional, personal, and relational aspirations, ensuring balance and synergy between all aspects of life.   Here's a caveat: Over the years, I've noticed that clients rarely address these transitions without guidance. Struggling to articulate the shift yourself is like trying to tickle yourself. A coach can facilitate unpacking these dimensions to uncover new clarity and meaning.   When did you last review your definition of success? Success isn't static—it evolves with your values, experiences, and aspirations.   #CoachRisto #CareerPerceptions   #Success #Careers  

Why Career Growth Doesn’t Always Lead to Happiness A big part of my job is speaking with young people about their hopes, dreams, and ambitions. Most people are told to chase success, often assuming it means landing the right job, the best salary, and the biggest title. But is that really the key to happiness? Arthur C. Brooks, a Harvard professor and happiness researcher, argues that success alone doesn’t lead to happiness. Instead, long-term fulfilment comes from balancing three key elements in your career: 1️⃣ 𝐄𝐧𝐣𝐨𝐲𝐦𝐞𝐧𝐭 – Work should energise you, not just pay the bills. It’s not about the prestige of the job but whether you find the challenges engaging. What tasks make time fly? When do you feel most immersed in problem-solving or creativity? 2️⃣ 𝐒𝐚𝐭𝐢𝐬𝐟𝐚𝐜𝐭𝐢𝐨𝐧 – Achieving goals feels good, but the high is temporary. If you’re always chasing the next milestone without appreciating progress, you’ll never feel “successful.” Define success on your own terms, not just by external rewards. 3️⃣ 𝐏𝐮𝐫𝐩𝐨𝐬𝐞 – You don’t need to work in philanthropy to find meaning. Purpose comes from solving problems, contributing to a team, or building something bigger than yourself. What impact do you want your work to have? I admit enjoyment can be hard to find early in your career, especially without the luxury of choice, however these three ‘career macronutrients’ serve as a valuable compass at every stage of your career. If one is missing, it might be time to reassess where you’re headed.