Mohit Gundecha’s Post

"The research doesn’t show a link between workaholism and greater productivity. In fact, oftentimes it shows a negative relationship." In my own experience, providing team members with the opportunity to disconnect, rejuvenate, and recharge yields superior outcomes. A well-rested and engaged team produces higher-quality work, ultimately contributing to enhanced productivity. As leaders, it's so important to shift away from the 'always on' culture and dispel the myth of workaholism as an effective strategy. I've discovered that I perform at my best when I prioritize rest, take vacations, and fully enjoy maternity leave—an opportunity for which I am immensely grateful. Leading by example and allowing our teams to do the same fosters a healthier and more productive work environment. This doesn't imply avoiding hard work or occasional late nights, especially in demanding fields like healthcare. However, sustained peak performance is achievable when we refrain from making workaholism an everyday norm. Currently on maternity leave, I've had the longest period of disconnection from work. This break has allowed me to focus on my family, refresh my mind, body, and spirit, and has proven to be the most mentally rewarding time of my career. I am about halfway through my leave and can already feel that this pause will result in increased vitality and effectiveness upon my return. To the people leaders, I encourage you to listen to this insightful podcast, which discusses effective leadership strategies to combat workaholism, promote a balanced life, and ultimately enhance the well-being, quality, and productivity of your team and organization. https://lnkd.in/gYM2PRGh #leadership #healthcare #employeewellbeing #maternityleave #workaholism #burnoutprevention

Why Do Employees Really Leave? Insights for a Healthier Workplace ? Did you know? According to Gallup, 75% of employees leave their jobs due to factors directly linked to their work environment, not just the roles themselves. It's not about bad jobs; it’s about unmet needs: ❌ Low Pay ❌ Lack of Appreciation ❌ Limited Career Growth ❌ Toxic Work Culture ❌ Burnout ❌ Poor Work-Life Balance What do employees truly want? ✅ Career Advancement Opportunities ✅ Supportive Leadership ✅ Recognition and Appreciation ✅ Healthy Work-Life Balance ✅ Positive and Inclusive Culture ✅ Meaningful Work ✅ Competitive Pay ✨ What else would you add to this list? ♻️ Repost if you agree! #EmployeeRetention #WorkplaceCulture #Leadership #EmployeeEngagement #CareerDevelopment #WorkLifeBalance #EmployeeWellbeing #OrganizationalCulture #WorkplaceHappiness #TalentManagement #PositiveWorkplace #EmployeeExperience #BurnoutPrevention #CareerOpportunities #SupportiveLeadership

LEADERSHIP & WORK: Feeling appreciated, getting along with coworkers, and having a good work-life balance. A decade ago, these were the three workplace characteristics that people most valued. As time went on, having a good relationship with one’s superior grew in importance. In 2021, amid the pandemic, people still cared about relationships and work-life balance, but financial compensation gained importance, because income became less reliable for many workers. How Work Preferences Are Shifting in the Age of GenAI: https://lnkd.in/eDQPCQZZ #GenAI #bcg #leadership #postcovid #jobsecurity COSMO CONSULT - the power of people

The nature of work is changing, and so are employees’ needs. Companies that recognize these shifts and respond with intention will create environments where people thrive. Here are four key areas to focus on: Health Matters 🩺: 71% of workers report feeling tense or stressed during the workday (American Psychological Association). Supporting holistic health—physical, mental, and financial—is no longer optional; it’s essential. Appreciation Goes a Long Way 🏆: Feeling undervalued is a top reason people leave their jobs (McKinsey). Companies with strong recognition programs not only see better business outcomes but also attract top talent (Willis Towers Watson, Deloitte). Regular, meaningful recognition keeps employees engaged and committed. Growth Is Non-Negotiable 📈: The desire for upskilling and development is strong (PwC, LinkedIn Learning). Employees are more likely to stay with companies that invest in their growth. Incorporating learning opportunities into recognition programs boosts retention and satisfaction. Flexibility Wins 🗓️: Flexibility in where and when we work is now a major priority. Integrating flexible options like “flex weeks” or half-day Fridays into your culture can reduce stress and improve work-life balance. Takeaway: Addressing these evolving needs requires rethinking traditional approaches. The companies that get this right will be the ones that thrive. #EmployeeEngagement #Recognition #Wellbeing #Growth #Flexibility #Leadership #Retention #FutureOfWork

As we have now reached towards the end of 2024, there are certain perspective on how Leadership in Today's Era for the youngsters joining the workforce should be: As we navigate the modern workplace, let's prioritize: Work-Life Balance: Respect employees' personal time and space. Trust & Autonomy: Empower teams to make decisions, ditch micro-management. Emotional Intelligence: Understand and support employees' well-being. Open Communication: Foster transparency, active listening, and constructive feedback. And let's be real... 12-hour workdays are unsustainable. 1-day holidays are laughable. A healthy work culture values rest and rejuvenation. Anything less is exploitation. A great manager: Inspires, not dictates Supports, not controls Empathizes, not judges Remember, happy employees = productive employees. Let's create a culture that values people, not just productivity! #Leadership #WorkLifeBalance #EmployeeWellbeing #ManagementBestPractices #SustainableWorkCulture #newleadersip #newstrategies #newworkforce #managementchanges #empathy #saynotomicromanagement

𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲𝘀 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗯𝗲 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗷𝘂𝘀𝘁 𝗽𝗹𝗮𝗰𝗲𝘀 𝘁𝗼 𝗴𝗿𝗶𝗻𝗱. The recent events at EY serve as a stark reminder: when companies neglect their employees' well-being, the consequences are dire. Burnout, disengagement, and high turnover become the norm, but it doesn’t have to be this way. 🔍 Research from Garg and Rani (2015) shows that work-life balance (WLB) isn’t just a nice-to-have—it’s a key driver of performance. When companies foster environments that harmonize personal and professional lives, the benefits ripple across the entire organization. 🌱 Imagine a workplace where you: 1️⃣ 𝘼𝙧𝙚 𝙘𝙝𝙖𝙡𝙡𝙚𝙣𝙜𝙚𝙙 𝙩𝙤 𝙜𝙧𝙤𝙬—𝙗𝙪𝙩 𝙞𝙣 𝙖 𝙬𝙖𝙮 𝙩𝙝𝙖𝙩’𝙨 𝙨𝙪𝙨𝙩𝙖𝙞𝙣𝙖𝙗𝙡𝙚. 2️⃣ 𝙁𝙚𝙚𝙡 𝙨𝙚𝙘𝙪𝙧𝙚 𝙖𝙣𝙙 𝙫𝙖𝙡𝙪𝙚𝙙, 𝙣𝙤𝙩 𝙤𝙫𝙚𝙧𝙬𝙝𝙚𝙡𝙢𝙚𝙙. 3️⃣ 𝙀𝙣𝙟𝙤𝙮 𝙛𝙡𝙚𝙭𝙞𝙗𝙞𝙡𝙞𝙩𝙮 𝙩𝙝𝙖𝙩 𝙝𝙚𝙡𝙥𝙨 𝙮𝙤𝙪 𝙗𝙖𝙡𝙖𝙣𝙘𝙚 𝙥𝙚𝙧𝙨𝙤𝙣𝙖𝙡 𝙘𝙤𝙢𝙢𝙞𝙩𝙢𝙚𝙣𝙩𝙨, backed by studies like Maszura and Novliadi (2020), which show how perceived organizational support (POS) reduces stress and increases job satisfaction. Life is about more than just work! 🌟 What we do in our downtime—whether reading a good book, enjoying a movie, or planning our next adventure—contributes directly to our overall well-being. When we champion workplaces that respect and promote downtime, we don’t just benefit employees—we enrich families, communities, and organizations. 💬 Ready to build a workplace where employees thrive? Are you ready to build a workplace where employees thrive? Let’s start embracing the necessity of downtime and make a lasting impact! #WorkLifeBalance #EmployeeWellbeing #FlexibleWork #Leadership #RemoteWork #WorkplaceCulture #Productivity #EmployeeEngagement #Downtime #Growth

In my experience, there’s a peculiar behaviour in corporate world that often goes unnoticed—the reluctance to take leave. I've seen many employees hesitate to take time off, even when they’re entitled to it. Some feel guilty, others worry about being seen as less committed, and many end up taking leave but staying connected, turning their so-called "break" into just another workday. This isn’t necessarily about strict policies or manager’s pressure. It’s a deeper, unspoken cultural norm where guilt overshadows the need for self-care and balance. I believe this mindset has serious consequences. Employees who continually deny themselves rest are at risk of burnout, diminished creativity, and lower productivity. Ironically, in their attempt to show commitment, they often end up reducing their overall effectiveness. As leaders, I think we need to ask ourselves: Why does this happen? Are we rewarding tireless work without considering the importance of breaks?  Are we modelling the behaviour we want to see in our teams? For me, it's clear that we need to rethink how we approach leave. Rather than viewing time off as a disruption, we should see it as an investment in both well-being and long-term productivity. A well-rested employee brings fresh energy, renewed purpose, and creativity—qualities that any organization should value. To shift this culture, we need to take deliberate action: As leaders, we must set the example by taking and respecting our own time off. Employees should feel supported and guilt-free when they request time away from work. In today’s chaotic world, rest is no longer a luxury; it’s a necessity. By shifting the focus from "working harder" to "working smarter," we can foster a culture of balance, self-care, and greater productivity. I believe a thriving workforce is built on policies that prioritize people, allowing employees to take the time they need to recharge. I'm committed to making this the new normal in my own work and hope others will join me in fostering a healthier, more sustainable approach to work. What are your thoughts on creating a work culture that truly supports well-being? #Leadership #SustainableLeadership

The Generational Crescendo: This generational shift reflects broader changes in workplace expectations. Younger workers are less willing to sacrifice personal well-being for professional success. They prioritize mental health, work-life balance, and meaningful work over traditional markers of achievement like promotions and pay raises. This change in values is reshaping organizational cultures and compelling employers to rethink how they engage and retain talent. Quiet quitting isn't a solo act; it’s a movement resonating across generations, particularly driven by Gen Z. social media amplifies its reach, allowing employees to share their experiences and insights. Empowered by the Great Resignation, where many seek better work-life balance and job satisfaction, this movement gains momentum. It’s a direct assertion of personal priorities, with employees clearly stating, “This is my life, too.” This generational shift reflects broader changes in workplace expectations. Younger workers prioritize mental health, work-life balance, and meaningful work over traditional achievements like promotions and pay raises. This change in values is reshaping organizational cultures and compelling employers to rethink engagement and retention strategies. Drivers of Quiet Quitting 1.    Generational Differences: Younger workers, especially Gen Z, demand supportive and flexible work environments. 2.    Social Media Influence: Platforms like LinkedIn and TikTok amplify the discourse on workplace dissatisfaction and balance. 3.    Pandemic Impact: COVID-19 shifted perceptions of work, highlighting the importance of flexibility and autonomy. 4.    Mental Health Awareness: Growing recognition of mental health’s importance prompts employees to seek supportive workplaces. 5.    Work-Life Integration: Employees desire integrated approaches that allow them to balance work and personal life. Organizational Implications Businesses must reassess their strategies for employee engagement and retention by focusing on: 1.    Culture and Values Alignment: Promote a culture of respect, inclusivity, and support. 2.    Flexible Work Arrangements: Offer remote work, flexible hours, and job-sharing. 3.    Mental Health Support: Provide counseling services, wellness programs, and mental health days. 4.    Meaningful Work: Offer growth, development, and purpose-driven opportunities. 5.    Transparent Communication: Ensure open, honest communication and regular feedback. The Guerilla Leadership Coaches are here to help. #Guerillaleadership #Flow #SAFe #Leadership  #agile #digital #change #leaders #transformation #digitaltransformation #globalteams #work #design #leadership #management #learning #people #lean #consultants #CEO #COO #CFO #CIO #CTO #LeadershipMindset #PerspectiveMatters #AI Post 1: https://lnkd.in/efkYCyTC

Gen Z isn’t just entering the workforce they’re reshaping it. They’re changing the game entirely and for the better. Their priorities, energy, and perspectives are driving positive changes that impact all of us. They place purpose above all else, inspiring organizations to align roles with passion and impact. They prioritize balance, pushing businesses to offer flexible policies that value life outside of work as much as within it. Influencing companies to adopt programs that support holistic health, from mental health apps to wellness benefits. Remote work and global hiring have been game-changers. What’s the most inspiring change you’ve seen in the workplace recently? Let’s celebrate the positive shifts together ⬇️ Follow me for more insights on how workplaces are evolving. #futureofwork #genzeffect #workplaceinnovation #leadership #employeewellbeing #worklifefulfillment #personalgrowth #careerdevelopment #diversityandinclusion #workplacetrends #teambuilding #employeeexperience #remotework #flexiblework #healthandwellness

We heard all the reasons checking on employee happiness wouldn’t work until leaders tried it… and it worked! Concerns like: "Won’t happiness health checks take up too much time?" — could be as simple ONE question like “What’s this weeks Win 🏆 , Wow 🤩 , and Woe 😞 "Isn’t asking people if they’re happy opening a can of worms for a barrage of complaints?" — better to know now than at an exit interview "Won’t focusing on employee happiness make it harder to maintain authority and control?" — it’s 2024, swap those for #authenticity and #connection to get the best results. "Aren't happiness health checks too touchy-feely for a serious business environment?" — in this post-pandemic world the F-word is finally ok at work 🤔 #Feelings And the worst one: “It’s their personal problems, why do I need to deal with it?” — 🤦🏽♀️ just watch the news clip 🤷🏽♀️ Truth is, leaders who embrace happiness health check-ins are PLAYING TO WIN with these undeniable benifits: 🏆 Proactive Problem Solving: Address issues before they escalate, creating a more positive and responsive work environment. 🏆 Enhanced Retention: Identify and mitigate factors contributing to turnover, fostering a more stable and loyal team. 🏆 Increased Resilience: Support teams to build resilience by ensuring emotional needs are met, promoting trust and mutual respect. 🏆 Better Performance: Happy employees are productive employees, driving higher levels of performance and innovation. As a result of working with me senior leaders and their teams reap these benefits and so much more. I’m looking for a few good leaders who are ready to disrupt #burnout and transform their leadership to a coach’s approach. Who do you know? Share this with them and stay tuned for part 3 tomorrow, where I'll share how to make this shift effectively.