Latest news with #employeeEngagement
Forbes
4 hours 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.
Forbes
3 days ago
- Business
- Forbes
Forget Work-Life Balance—Whole Human Work Is The Future
Instead of a rigid work-life balance—a polarity that implies conflict—the future is about work-life integration. Watching Severance on Apple TV+ got me thinking—why do we still treat work and life as two opposing forces? The show follows employees at a fictional biotechnology corporation that have undergone 'severance,' a procedure that ensures they have no memories of the outside world while at work and retain no memories of their job when they leave. The dystopian take on work-life balance makes one wonder, what would the utopic opposite look like? In earlier times, we had stronger community anchors such as church, school, and neighborhoods, which allowed the workplace to be cleanly separated from one's personal life. But today, many people live severed from those traditional communities, and as a result, more pressure is placed on work to become a source of connection, identity, and meaning. The modern workplace shouldn't require you to separate who you are at work from who you are at home. Instead of a rigid work-life balance—a polarity that implies conflict—the future is about work-life integration, which allows you to be your whole self in both spaces. This isn't just idealistic thinking; it's good business. Companies that create environments where employees can authentically integrate their work and personal lives see higher engagement, greater retention, and improved innovation. A workplace that embraces the whole human fosters deeper trust, and when people are comfortable expressing their true selves, they're more likely to share novel ideas and provide honest feedback, driving engagement and creativity. Research on the topic concludes that trust facilitates creativity in many ways, from enhancing communication to encouraging collaboration. We all have hard days. We have families, hobbies, hopes, and hangups. It should be okay, within reason, to share those, to show up as humans, not robots. Professionalism isn't about erasing personality. It's about showing up with care, clarity, and consideration for others. Here's what modern, whole-human workplaces are beginning to embrace: Some organizations are scrambling to rebuild those walls. But forward-thinking ones will see this not as a loss, but as an invitation to explore a new way of being—one that doesn't require separation to find productivity, purpose, or professionalism. As these organizations continue to recognize the value of work-life integration, we are witnessing a fundamental shift in how we conceive of the relationship between our professional and personal identities. Unlike the dystopian world of Severance, which splits employees' lives in two, the future workplace invites us to be whole and bring our complete selves to the job. Looking ahead, the question isn't how to balance work and life as competing priorities, but how to design workplaces and careers that honor the wholeness of who we are as humans. This allows us to bring our best selves to both work and life, promising a future preferable to the one depicted in Severance. It may make for entertaining viewing, but as a blueprint for living, it's a dystopian dead end—not a solution. The future is integrated, authentic, and wholly human.
Entrepreneur
23-05-2025
- Business
- Entrepreneur
How AI Agents Are Making Remote Work More Cohesive
Sometimes, remote work is inevitable. At my company, Jotform, our employees generally work from one of our six global offices. But even though I'm a big advocate of in-person collaboration, there are times when it's simply not possible. Maybe your car is in the shop, or you have a sick kid you need to stay home with. The fact is, it's just not practical to be in the office 100% of the time. Part of the reason I prefer our employees to work IRL is the challenges that being remote presents — communication gaps, lack of visibility and decreased engagement can all erode productivity. While I'll probably always want Jotform's teams to be primarily on-site, AI agents are playing an important role in filling the gaps, ironically, by making remote work more human. If you have a remote or hybrid workforce, even if only occasionally, here are four ways agentic AI is helping build strong, engaged teams, wherever they are.
Zawya
22-05-2025
- Business
- Zawya
SISCO Holding recognized as one of the Best Places to Work in Saudi Arabia for 2025
Jeddah, Saudi Arabia – SISCO Holding, a leading investment holding company in Saudi Arabia, has officially been certified as one of the Best Places to Work for 2025. This recognition is a testament to the company's unwavering commitment to building a workplace culture rooted in trust, collaboration, and people-first values. The company was highly rated across key areas including leadership, HR practices, teamwork, and employee engagement. Employees expressed strong confidence in the leadership team's vision and integrity, acknowledged the effectiveness of a transparent and growth-oriented HR framework, and highlighted a culture of trust, collaboration, and mutual respect. Additionally, high levels of engagement reflected a meaningful connection between employees and their work, driven by recognition, opportunity, and alignment with the company's values. In a statement from Maqbool Aswni, HRA Manager of Sisco Holding 'Receiving the Best Place to Work certification is not just a milestone—it's a reflection of the values we live every day. At SISCO Holding, we don't just say we care. We show it—in every conversation, every opportunity, and every success we celebrate together.' These results underscore the company's ongoing commitment to creating a supportive, inclusive, and high-performing workplace culture. By investing in leadership, people-centric practices, and a strong sense of community, the organization continues to position itself as an employer of choice in Saudi where employees feel valued, empowered, and inspired to contribute to a greater purpose. About SISCO Holding SISCO Holding is a diversified investment company operating in key sectors such as logistics, water solutions, and industrial services. Guided by a vision of sustainable growth and operational excellence, SISCO Holding continues to invest in its people as the foundation for future success. For more information, visit For more information about the certification program, please visit LinkedIn: Twitter: Facebook: Press Contact: Grace Kelly Email: grace@
Globe and Mail
21-05-2025
- Business
- Globe and Mail
Outcome over output: Move away from hustle culture to ensure long-term success
Carsten Bruhn is the president and chief executive officer for Ricoh North America. In North America, corporate culture can often glorify overworking and hyper-productivity, expecting employees to be available and connected at all times. However, recent data from a variety of parties including Mental Health Research Canada shows Canadian employees are growing tired of the 'rise-and-grind,' with more than two-thirds (69 per cent) of professionals reporting burnout symptoms. While hustle culture might yield short-term business gains, it is unsustainable and can damage a company's ability to attract and retain talent in the long run. Rather than driving employees to the edge of exhaustion, leaders can promote lasting growth by prioritizing purpose over immediate results and fostering a culture where employees feel a sense of fulfilment from their work. Sounds easy right? Not exactly. Meaningful implementation requires a commitment to seeking, understanding and acting upon the concerns, needs and ideas from your team. At Ricoh, striking the right balance between driving productivity and fostering purpose in the workplace starts with a culture that permeates all aspects of our business – one that recognizes the need for both flexibility and accountability. According to our employee engagement survey, that approach is working, with scores having steadily increased over the past few years. The more you give, the more you get Our new digital workplace has created the opportunity to curate a unique work experience. Traditional 9-5 schedules have given way to greater flexibility, and with it, a greater need for self-discipline. We are better able to focus on things that are meaningful both within and outside of our jobs and we've found that providing some leeway can mitigate burnout and cultivate loyalty. According to a recent Ricoh survey, the 2024 North American Workplace Fulfillment Gap Index, 88 per cent of Canadians said openness to new and better ways of working is important to their decision to stay in their role or at their current company. Fulfilment has an equal impact on retention, according to the same survey, with 84 per cent indicating that feeling fulfilled at work is a main deciding factor as to whether they stay with a company. However significantly fewer (14 per cent) report feeling completely fulfilled at work. Why is that? The onset of a hybrid distributed workforce has made it more difficult to build and maintain a common culture, to regularly engage with one another and collaborate from different locations. Burnout can stem not just from an always-on workforce, but from the roadblocks to connection and collaboration. It is crucial for leaders to engage their teams consistently and provide the tools that allow them to easily engage with one another. Lead the charge and unplug Another approach I encourage is unplugging and that starts from the top down. Setting boundaries between work and personal life is core to fostering wellbeing. When work-life boundaries are blurred, people experience an increase in emotional exhaustion and declining happiness. How do we unplug with phones always on us at home and at the office? I encourage leaders of each business unit to set the tone that's right for each team – perhaps it's a 'no-reply' expectation past working hours and weekends or offboarding projects before an employee takes a vacation so they can fully turn off while on a break. This allows them to enjoy their time away from the office and focus on recharging during much needed rest time. It's important to recognize that what's happening outside of the workplace can also be overwhelming. Many people are struggling to comprehend what's happening in the world today. Things can feel as though they are out of our control, leading to emotional burnout. As leaders, we have the power to set the example and make well-being equally important to business outcomes. There are times to 'hustle' or step up and times to rest. Flexible, hybrid workplaces thrives when we all understand and abide by the personal and business priorities that drive that give and take. By fostering a culture that values purpose, rest and boundaries, companies can create an environment where employees thrive – not just survive. The shift away from hustle culture isn't just about improving work-life balance; it's about ensuring long-term health for both individuals and organizations. 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.
