High-performance leadership starts with your own energy and commitment. The truth is, your team can only be as engaged as you are – your mindset is contagious. As a senior leader, you set the tone for your entire team. Your engagement is not just a reflection of your own career satisfaction – it’s a driving…
For mid-to-senior-level professionals, work is no longer just a means to an end—it’s an expression of values, identity, and ambition. Yet, compensation remains a powerful force. This article explores the psychological mechanisms behind pay satisfaction and how money shapes motivation, self-worth, and job enrichment. We’ll dive into the balance between high salary and fulfilling work,…
Today’s most talented professionals just can’t seem to stay in one place. Blame it on boredom, on the ease of finding a new opportunity, or just a desire for something new: companies all over the world are wondering why good employees leave, in search of new careers. Many employers underestimate the importance of employee engagement. It’s too easy to think that a worker’s loyalty to a company will keep him from looking for other job opportunities. But without a strong focus on the corporate culture, your best and most valued employees may get stolen away by other more competitive firms. For some insight on mastering employee engagement, consider the following tips.
Do you still regularly read the classifieds and job postings, even though you’re satisfied with your current job? You’re not alone. A study conducted by Kelly Services, a European recruitment firm, found that almost half of all satisfied employees still continue to look for alternatives. In fact, 60 percent have the intention of looking for a new position sometime in the next year. So why are even the happiest and most engaged employees leaving, and more importantly, what can you do as a manager to hold on to your top talent? To keep your best employees right where they belong – in your office! – work on fostering a positive work environment, and making them feel appreciated.
When I quit my day job and took up independent writing as a career, I was terrified. The reason was when I weighed against what I was earning at the day job versus what would give me individual satisfaction, I realized that the rewards that are more intrinsic in nature mattered more to me than the a very welcome salary packet. I followed through on sage advice by a mentor who said: Do the work you would do for free. What do you work for?
Do you have a job or do you have a career? If research is to be believed, the situation seems bleak. According to Deloitte’s Shift Index survey, 80% of people are dissatisfied with their jobs.
