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Forbes
3 days ago
- Business
- Forbes
3 Ways To Reignite Fulfillment When Recognition Stops Feeling Good
Articles are abundant online that teach you how to position yourself in the workplace to receive a promotion, maintain your value in the company, and attract the recognition in your career that you've been striving for. However, what happens when the goals you previously had have all been accomplished? How do you manage the guilt of seeming "ungrateful" if you no longer experience satisfaction from your accomplishments like before? One example of how leaders can rediscover meaning in their professional lives is by identifying specific aspects of their careers that bring them fulfillment and joy. A study conducted by Perceptyx aimed to address this, as it found that only 29% of employees experience all 8 out of the 10 attributes that make a career fulfilling. This statistic suggests that many individuals are pondering this question and are seeking a more profound sense of purpose beyond what others have defined as success. Research studies have also proven that when professionals feel fulfilled in their careers, they are less likely to leave organizations. The 2023 Global Culture Report supports this notion, finding that highly fulfilled employees stayed three years longer at their organizations compared to their counterparts who expressed feelings of unfulfillment. This statistic underscores the crucial role that fulfillment plays in the longevity of your career and its impact on long-term engagement in the workplace. One reason recognition stops feeling fulfilling for leaders is that it often focuses more on the outcomes they produce rather than on who they are as individuals. This reward system usually leaves people feeling commoditized and objectified for the results they deliver rather than the perspective and integrity they bring to their work. A recent Canva study supported this sentiment, finding that only 48% of employees reported that their workplace acknowledges and celebrates their unique qualities as individuals. These findings highlight the significance of reconnecting with fulfillment driven by personal values, rather than just professional recognition. In this article, we'll explore three emotional skills leaders can use to redefine what success means to them and rediscover joy in their work, even when recognition fades. There is often an unspoken shame that accompanies no longer feeling fulfilled by the things that once brought you success, especially when those things were highly praised or recognized by others. This disconnect often arises when we expect ourselves to maintain the same level of performance without considering how much we've grown, changed, or struggled. Fulfillment fades when your definition of success stays stuck in a past version of you. That's why it's essential to ask: What does success look like to me now, even if no one else is clapping for it? Reconnecting with your version of success, as opposed to the one that receives the most recognition, is a powerful way to reignite a more profound sense of fulfillment. 'Success can come in many forms, and it's up to us to define what success looks like based on our core values and the goals we've set,' says Miguel Echols, a corporate leadership consultant and trainer. 'We create success by being willing to put in the personal and professional development work consistently, and part of how we view success should factor in the current season and our efforts.' Have you ever heard the quote, "Don't turn your passion into a prison"? That sentiment applies here. When recognition no longer feels fulfilling, it's often because you've become disconnected from what originally made the work feel joyful. If the validation you're getting isn't lighting you up anymore, it's time to reconnect with the parts of your work that feel rewarding, regardless of whether they get acknowledged or not. By revisiting what you loved before the applause, you shift your focus to other aspects of your work that fuel you and give your work meaning. That's where real fulfillment starts to return. One way to rediscover fulfillment in your career is to recognize the impact your work is having on the people you serve. When you feel disconnected from the recognition that your job is receiving, this is often due to feelings of apathy and dissatisfaction. These emotions are a sign for you to expand your definition of what impact means. Impact is about more than financial outcomes, stakeholder approval, media features, or awards. Your expertise has also led to client breakthroughs, shifts in perspective, cultural changes, and a sense of psychological safety within your organization. The legacy you're building encompasses these micro and macro shifts that can't be measured and may not consistently be recognized. Measuring your impact through the lens of impact, instead of validation, is what helps you feel fulfilled in your work again. Now that you understand the emotional strategies that will help you rediscover fulfillment in your career, here's what you can do next. The next time you notice that the recognition you're receiving is no longer rewarding, integrate one of these skills into how you reflect on your work. Shifting your perspective on what constitutes success will help you reconnect with the aspects of your career that feel more meaningful, even if they aren't the elements that receive the most recognition.
Yahoo
14-05-2025
- Business
- Yahoo
Employers should be mindful of the mid-life development crisis, report warns
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Employers may be overlooking middle-age and mid-career employees in their development efforts, according to a Perceptyx report released May 7. Career growth and development are especially important to retention and engagement this year, Perceptyx said, noting that four of the top five drivers of intention to stay measured in its latest benchmark 'relate directly to career growth.' For example, employees who plan to stay with their employers are three times more likely to believe they can achieve their career goals and more than twice as likely to see 'a clear path forward' at their companies, the report said. But perception of those career opportunities 'declines steadily' from Generation Z to baby boomers, with training satisfaction reaching its height with Gen Z workers, indicating a lack of investment in development for workers beyond their early careers, Perceptyx said. Additionally, mid-level employees want to know not only that these opportunities exist but how exactly they can access them. 'Career trajectories become much more unpredictable and obscure at middle age,' Lisa Sterling, chief people officer at Perceptyx, said in a statement. 'These workers – many of whom are managers with a significant scope of influence – have valuable skills and experience, but are left wondering what success looks like in this next stage of life.' AI may also prompt further concern from middle-aged and mid-level employees about their future place in their organizations, Sterling noted. Other studies have also pointed to anxiety around the status of AI training, particularly; nearly half of employees surveyed by TalentLMS said they felt AI is advancing faster than a company's ability to train them, according to a report released earlier this year. More generally, employers looking to improve their leadership training programs may want to ensure those programs focus on what is relevant for their companies and their 'unique circumstances,' according to a McLean & Co. report released in January. Overly broad training can make it difficult for leaders to apply their new knowledge, the report said. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
