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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.
Globe and Mail
14-05-2025
- Business
- Globe and Mail
Welcome to the workplace: How leaders can champion Gen Zers to drive future success
Carsten Bruhn is the president and chief executive officer for Ricoh North America. For most Gen Zers, new return-to-office mandates are the first time they have ever stepped foot into a physical office. For older generations who began their careers before the pandemic, return-to-office is not as jarring, in fact it's a return to a familiar setting. For Gen Z, however, entering the workplace has come with some challenges, including differing communication styles, values and career expectations. According to a recent Ricoh survey, 55 per cent of Gen Zers report they feel less fulfilled at work versus five years ago. The fulfilment gap presents a great opportunity for leaders across all generations to champion and nurture Gen Z as the next group of leaders. Leverage experience According to LinkedIn, 76 per cent of Gen Z believe learning is key to a successful career, so as Gen Zers enter your workplace for the first time, it can be helpful to lean on more tenured employees across generations to support the transition. One way to guide Gen Z's success in-office is by pairing them with experienced colleagues through a 'work buddy' system. More experienced employees can bring a wealth of knowledge about office dynamics and mentor Gen Z employees on how to navigate workplace culture, communication expectations and the subtleties of day-to-day office life. I regularly encourage all team members to have a best friend at work – someone you can turn to for everything from administrative processes to emotional support. If members across the organization can become people champions for one another, it helps every generation feel a sense of belonging and purpose. Host sessions by generation I find it valuable to hold listening sessions to better understand the distinct needs of employees across generations. These sessions allow employees at all levels a safe place to express their ideas while providing critical input for leadership looking to attract and retain the best talent. It can also reinforce the kind of culture that values transparency and open, honest communication. Each year I meet with our summer interns to present our Culture of Excellence – a framework for purpose, attributes and behaviours that enables our business strategy and underpins our success. This ensures our newest team members get an in-depth understanding of our culture from the start. We also look at results of our employee engagement surveys by generation to better understand the differences among our team members about how they see fulfilment. Seek unexpected outside counsel Beyond listening to next-generation professionals at Ricoh, I often find inspiration from my own children, who are also Gen Z, as they offer an honest, unfiltered perspective on what motivates and fulfills the new generation entering the workplace. I've learned that this generation is willing to come into the office if there is strong culture, cutting edge technology and flexibility around expectations for in-office policies. My daughter was shocked to learn that I used to come into the office everyday by 9 a.m., with a 1.5-hour train commute each way, five days a week in a pre-pandemic world. Our shared prosperity relies on thriving employees across all generations. As Gen Z quickly becomes a major force in the labour market, the challenge will be for leaders to think about how they can connect and engage with young professionals. No one can underestimate the level of experience and expertise that will leave the work force as this new generation steps in. The need for thoughtful succession planning and knowledge transfer is critical, as is creating an environment where people are self-disciplined, engaged and motivated. Whether through holding regularly scheduled team calls, setting weekly targets or other means, make sure activities are meaningful, have purpose and inspire action. By fostering an inclusive, supportive and adaptive workplace, organizations can ensure that Gen Z employees not only integrate seamlessly but also thrive. Bridging the gap between generations through mentorship, open communication and a shared commitment to growth will create an environment where every employee – regardless of tenure – feels valued and fulfilled. As leaders, we have a unique opportunity to champion the next generation, shaping workplaces that are both innovative and deeply connected to the evolving needs of today's work force. By doing so, we can build stronger, more resilient teams that drive success now and in the future. This column is part of Globe Careers' Leadership Lab series, where executives and experts share their views and advice about the world of work. Find all Leadership Lab stories at and guidelines for how to contribute to the column here.
