CEEK LLC’s Post

For those of you really focused on creating a happy workplace, below is a link to a great read and I pulled out my three fav quotes: 1/ For many of us, our perspective has shifted from what we do for a living to how we want to live. 2/ To encourage behaviors of a happier culture, we all need to communicate when we’re engaging in free time and self-care — like getting fresh air or taking some creative thinking space. Leaders who model self-care establish healthy norms within peer groups. It also reduces unhealthy competitiveness.  3/ Be intentional about what makes someone happy at work, and conversely, what doesn’t. I also love that Laura Fuentes is referenced in the article 🙂 #POVfromPrudence #HBR #Wellbeing #Wellness #EmployeeWellbeing #Happiness #work #shrm #leadership #rolemodels https://lnkd.in/e9zY437p

The Hidden Power of Personal Preferences and Motivations in the Modern Workplace In the bustling landscape of today’s professional world, the nuances of personal preferences and motivations often hold the key to unlocking a harmonious and productive work environment. As organizations navigate the complexities of diverse working styles, understanding these intrinsic drivers becomes not just beneficial, but essential. Consider the tale of two employees: Jane and Jim. Jane, a recognition seeker, thrives on accolades and visible achievements. Her mornings start early, her tasks meticulously planned, each project an opportunity to shine. Jim, on the other hand, is a work-life balancer. His efficiency is unmatched, ensuring his professional duties are wrapped up in time for evening football practice with his kids. Both are exemplary in their roles, yet their paths to success couldn't be more different. Leaders who master the art of recognizing and nurturing these diverse motivations craft workplaces that are not only productive but also profoundly human. As we stand on the cusp of a new era in the professional world, one thing is clear: the future belongs to those who embrace the diversity of working styles. By understanding and leveraging personal preferences and motivations, we can create workplaces that are not only efficient but also deeply fulfilling. In the end, it’s about more than just work. It’s about crafting environments where every individual’s unique symphony can play out beautifully, contributing to the grand concert of collective success. How do personal preferences and motivations shape your working style? Share your thoughts and stories. Let’s continue this conversation and build a more understanding, innovative, and inclusive workplace together. #WorkplaceDiversity #EmployeeEngagement #Leadership #Motivation #WorkLifeBalance #Innovation

Hey LinkedIn community! 👋 We've all been there – that moment when a colleague announces they're leaving the company, and we wonder, "Why did they decide to go?" Understanding the reasons people leave organizations can help us create better workplaces and retain top talent. Let's dive into some common reasons: 1️⃣ Lack of Growth Opportunities: Imagine being stuck in the same role with no chance for advancement. It's a common reason people look elsewhere for opportunities to learn and grow professionally. 2️⃣ Poor Management: We've all heard the saying, "People don't leave jobs; they leave managers." A lack of effective leadership can lead to dissatisfaction and ultimately drive employees away. 3️⃣ Uncompetitive Compensation: While money isn't everything, fair compensation is essential. If employees feel they're not being paid what they're worth, they may start exploring other options. 4️⃣ Work-Life Balance: In today's fast-paced world, a healthy work-life balance is more important than ever. Organizations that don't support this can find their employees burning out and seeking a better balance elsewhere. 5️⃣ Lack of Recognition: Everyone likes to feel appreciated for their hard work. If employees feel their contributions are going unnoticed or unappreciated, it can lead to frustration and disengagement. It's essential for organizations to address these issues proactively to retain their talent. By offering growth opportunities, ensuring effective management, providing competitive compensation, promoting work-life balance, and recognizing employees' contributions, organizations can create a workplace where people want to stay and thrive. What are your thoughts on this? Have you experienced any of these reasons firsthand? Let's discuss and learn from each other's experiences! 🤝 #EmployeeRetention #OrganizationalCulture #Leadership #WorkLifeBalance

Employees plan on staying 2.5 years longer at their organization when their leader is this... Turnover is a reality of the world we live in right now, probably more than ever before, in the history of Corporate America. People are consistently looking at the next thing, the grass always seems to be greener elsewhere, side hustles turn into full-time hustles real quick, and retention is a real struggle. BUT, this ONE thing... This one beautiful, game-changing thing... Will keep your people bought in for at least 2.5 years longer. So, what is this simple, miraculous trait? What IS this one thing? Empathy. When leaders treat their people like actual people, things begin to shift. And although retention is undoubtedly a great result, there's so much more. When leaders take the time to understand an employee's role, career aspirations, and perspectives, there is: ➜ 7x greater odds employees feel a strong connection with their leader. ➜ 3x greater odds employees feel a sense of belonging at work. ➜ 3x greater odds employees rate their workplace community as strong. ➜ 2x greater odds employees feel a sense of fulfillment in their work. ➜ 2x greater odds employees have above-average engagement. When employees perceive both their leader and the overall organization is empathetic, they: ➜ Feel more seen and valued (+64%) ➜ Feel more fulfilled at work (+40%) ➜ Are more satisfied with workplace culture (+40%) ➜ Want to stay longer (+3 years) To break it down for you, empathy is a game-changer for your people and for your entire organization. It is something that not only impacts the bottom line, but arguably much more importantly, it has a massive impact on the employee's LIFE, both in and outside of work. 💰 What is a moment where you've seen empathy displayed at work? 🎬 ➜ I help people be better people. ➜ I help leaders understand the part they play in making this happen. ➜ I help YOU realize that your uniqueness isn't weakness, rather it's your greatest strength.

What Makes a Company a #Great_Place _to_Work ? In today’s fast-paced world, the quest for a fulfilling job goes beyond the paycheck. It’s about finding a place where you can thrive, grow, and feel valued. But what truly sets a company apart as a #great place to work? 1. #Culture of Inclusivity: A workplace that celebrates diversity and fosters a sense of belonging. 2. Opportunities for #Growth: Companies that invest in their employees’ development create a motivated and skilled workforce. 3. Work-Life Balance: Flexibility and understanding that life exists outside of work are key to employee #satisfaction. 4. #Recognition and Reward: Feeling appreciated for one’s efforts #encourages a culture of excellence. 5. #Innovative Mindset: A company that encourages creativity and innovation is a company that stays ahead. 6. Strong #Leadership: Leaders who inspire and lead by example are the backbone of a great company. 7. Employee Well-being: Prioritizing mental and physical #health is essential in today’s work environment. 8. Community Impact: Companies that give back to the community earn the #respect and #loyalty of their employees. 9. Transparent #Communication: Openness builds trust and a strong internal community. 10. #Empowerment: Empowering employees to make decisions fosters a sense of ownership and pride in their work. A company that embodies these values is not just a company you work “for”; it’s a company you work “with” It’s a partnership where every #success is shared, and every challenge is faced together. Was this helpful? Share your thoughts and success #stories in the comments below, and let's continue empowering each other on this journey of leadership excellence. Together, #WeRise! 💪 #GreatPlaceToWork #EmployeeEngagement #WorkCulture #CareerGrowth #WorkLifeBalance #EmployeeRecognition #InnovationAtWork #EmployeeWellbeing #CommunityImpact #WomenLeadership #Empowerment #WomenEmpowerment #Empowerment

In an era where disengagement at work is not just a personal issue but a global economic crisis, we must pause and ponder: Are we just filling seats, or are we truly fulfilling our potential? According to the Gallup State of the Global Workplace 2023 Report, 77% of employed individuals are disengaged, draining nearly $9 trillion annually from the global economy. Why does this matter to you and me? Because disengagement at work means disengagement at life. It's about the silent dissatisfaction that creeps into our lives, making us question our purpose and the impact of our daily grind. I urge you to look beyond the paycheck and job title. It's time to ask the hard questions: Does my work inspire me? Does my organization champion a cause greater than its bottom line? Is there a shared vision that makes me jump out of bed every morning? Leaders and organizations must evolve into Houses of Noble Purpose. Let's evolve and foster an environment where creativity and well-being flourish, where employees engage authentically with their work, imbued with a sense of noble purpose and contribution to something greater than themselves. 🌟 What role does noble purpose play in your journey? How can we collectively nurture a culture of authentic engagement in our workplaces? I invite you to dive into this conversation and explore how we can turn the tide of disengagement together. (Read the full article in the comments section) #OrganizationalCulture #NoblePurpose #GINPI #LeadershipDevelopment

The Power of Mutual Support in the Workplace When a company truly supports its employees, the returns are exponentially greater. This isn't just a written rule—it's a 100% truth observed time and again. 🌟 Think about it: when employees feel valued, respected, and supported, they naturally become more invested in their work. Their dedication, creativity, and loyalty skyrocket, leading to increased productivity and innovation. This, in turn, propels the company forward, creating a positive cycle of mutual benefit. Support can take many forms—fair compensation, professional development opportunities, a healthy work-life balance, and a culture that prioritizes well-being. When employees see that their company cares for them, they're inspired to give their best and more. It's simple: support your team, and they'll support your vision with ten times the passion. Let's build workplaces where everyone thrives! 💼❤️ #EmployeeEngagement #Leadership #WorkplaceCulture #MutualSupport

Let’s get real about why employees leave. 💼 People don’t leave jobs where they’re paid fairly, have clear growth opportunities, and experience a healthy, supportive workplace culture. It’s not about loyalty—it’s about feeling valued. 📈 And here’s the kicker: leadership changes play a massive role. When companies put the wrong people in leadership positions—people who lack vision, empathy, or the ability to inspire—it creates an environment where employees feel disconnected and undervalued. The truth is, companies will always prioritize their own interests. Employees are starting to do the same. If you’re not taking care of your team, they’ll find an employer who will. Retention isn’t about loyalty—it’s about creating an environment that makes people want to stay. So, the question is, are you giving your team a reason to stick around? #EmployeeRetention #WorkplaceCulture #LeadershipMatters #EmployeeEngagement #GrowthOpportunities #HealthyWorkplaces #RetentionStrategy #LeadershipDevelopment #WorkplaceLeadership #CareerGrowth #CompanyCulture #EmpoweredEmployees #LeadWithPurpose #TalentManagement Test

How to Determine If You Are in the #Right #Workplace:- At times, we may find ourselves questioning whether we are in the right workplace. This uncertainty often arises from observing behaviors or practices that don't align with our values or expectations. Drawing from my professional experience, here are some key indicators that might suggest a workplace isn't the right fit: #Overpromising Leadership Leaders or managers who frequently exaggerate or overpromise may create unrealistic expectations, leaving employees disillusioned when those promises aren't fulfilled. #Unrealistic Expectations A workplace where demands exceed the available budget or resources often puts undue pressure on employees, leading to frustration and burnout. #Focus on Minor Mistakes When minor errors are blown out of proportion and used to create unnecessary issues, it can foster a negative and unsupportive work environment. #Management's Infallibility Mindset If management consistently operates under the belief that they are always right, it can discourage open communication, feedback, and collaboration. #Complicated Exit Processes An organization that creates hurdles for employees who wish to leave can make the exit process unnecessarily stressful, reflecting poorly on its culture. #Selective Policy Application Policies that are implemented or interpreted in ways that benefit the organization more than employees can create a sense of inequity and distrust. #Unfair Comparisons Comparing billable and non-billable employees in ways that diminish the contributions of the latter group undermines team morale and collaboration. #Conclusion While no workplace is perfect, these signs can help you evaluate whether the organization's culture aligns with your personal and professional goals. A healthy workplace fosters mutual respect, clear communication, and equitable treatment for all employees. If you find yourself in a workplace exhibiting these traits, it may be time to reassess your career choices. #WorkplaceCulture #CareerTips #ProfessionalGrowth #HRInsights #LeadershipMatters #CareerDevelopment #WorkplaceHappiness #CorporateLife

Quiet Quitting & Its Fixes. 🤫 High EQ Leaders grasp the significance of identifying when employees emotionally disengage. Supporting those quietly checking out is vital as around 59% of employees are merely filling seats, impacting team productivity and overall business success. To combat disengagement effectively, it's crucial to recognize causes, signs, and consequences, implementing necessary fixes: **Causes:** - Lack of managerial support - Overwork and stress - Poor compensation - Other underlying factors **Signs:** - Decreased effort and enthusiasm - Lack of motivation - Tardiness - Reduced engagement - Disinterest in growth **Consequences:** - Loss of talent - Decreased team morale - Increased workload for others - Impaired future planning - Negative team dynamics **Fixes:** - Active listening - Recognition for efforts - Growth opportunities - Positive work environment - Clear, achievable goals Understanding these aspects enables leaders to foster an engaged and motivated team. Proactively addressing disengagement cultivates a positive, productive workplace culture. #LinkedIN #quitquitting #Humanresource #allusers #workculture #opportunities #growth