Ranjana Sharma’s Post

𝗧𝗵𝗲 𝗛𝘂𝗺𝗮𝗻 𝗘𝗹𝗲𝗺𝗲𝗻𝘁: 𝗪𝗵𝘆 𝗜𝗴𝗻𝗼𝗿𝗶𝗻𝗴 𝗜𝘁 𝗖𝗮𝗻 𝗛𝗮𝗿𝗺 𝗬𝗼𝘂𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 In the pursuit of efficiency and results, it’s easy to overlook the human aspect of the workplace. Neglecting the human side can have serious repercussions for leaders, teams, and organizations: 📉 𝗗𝗲𝗰𝗿𝗲𝗮𝘀𝗲𝗱 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁: When employees feel like a cog in a machine, motivation, commitment, and productivity plummet. 🔄 𝗛𝗶𝗴𝗵 𝗧𝘂𝗿𝗻𝗼𝘃𝗲𝗿: Ignoring employees’ emotional and social needs leads to dissatisfaction and burnout. This drives higher turnover rates, increased recruitment costs, and loss of valuable knowledge and experience. ⚖ 𝗣𝗼𝗼𝗿 𝗧𝗲𝗮𝗺 𝗗𝘆𝗻𝗮𝗺𝗶𝗰𝘀: Ignoring employees’ needs erodes trust, respect, and open communication. This can cause conflicts, misunderstandings, reduced collaboration, inefficiency, and errors. ⬇ 𝗦𝘁𝘂𝗻𝘁𝗲𝗱 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻: When employees feel undervalued or misunderstood, they are less likely to share ideas, take risks, or seek creative solutions. ☣ 𝗨𝗻𝗵𝗲𝗮𝗹𝘁𝗵𝘆 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝘂𝗹𝘁𝘂𝗿𝗲: Without a positive, human-centered culture, a toxic work environment can develop, affecting morale, performance, recruitment, and retention. Fostering a human-centered workplace through supportive and empathetic leadership can create a more engaged, innovative, and resilient workforce. Prioritize the human element and watch your organization thrive. #Leadership #WorkplaceCulture #EmployeeEngagement #HumanCenteredLeadership #TeamDynamics #OrganizationalSuccess #EmpathyInLeadership #OrganizationalDevelopment

Psychological safety is a critical yet often overlooked component of a thriving workplace. It’s the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. When employees feel safe, they are more likely to collaborate, innovate, and excel. Here are a few ways to foster psychological safety in your organization: 1.Encourage Open Dialogue:Create a culture where employees feel comfortable sharing their thoughts without fear of retribution. 2.Embrace Mistakes:Treat mistakes as learning opportunities rather than failures. This approach can lead to greater creativity and problem-solving. 3.Promote Inclusivity:Ensure that all voices are heard and valued. Diverse perspectives can lead to more comprehensive solutions. 4.Provide Constructive Feedback:Offer feedback that is supportive and aimed at growth, not criticism. Leaders who prioritize psychological safety set the stage for a more engaged, innovative, and resilient workforce. How does your organization promote psychological safety? Share your experiences and thoughts in the comments! #PsychologicalSafety #WorkplaceCulture #Leadership #Innovation #EmployeeEngagement

𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐬 𝐚 𝐂𝐚𝐭𝐚𝐥𝐲𝐬𝐭 𝐟𝐨𝐫 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐇𝐞𝐚𝐥𝐭𝐡 In today's dynamic business landscape, organizational health is a critical determinant of success. Effective leadership plays a pivotal role in fostering a thriving work environment. By cultivating a culture of learning, active listening, engagement, and empowerment, leaders can significantly enhance the overall well-being of their teams and organizations. 𝑲𝒆𝒚 𝑷𝒓𝒂𝒄𝒕𝒊𝒄𝒆𝒔 𝒇𝒐𝒓 𝑶𝒓𝒈𝒂𝒏𝒊𝒛𝒂𝒕𝒊𝒐𝒏𝒂𝒍 𝑯𝒆𝒂𝒍𝒕𝐡 👉 𝐅𝐨𝐬𝐭𝐞𝐫 𝐚 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐨𝐟 𝐜𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠: Encourage a culture that prioritizes ongoing professional development. Equip employees with the necessary skills and knowledge to excel in their roles and adapt to evolving industry trends. 👉 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞 𝐀𝐜𝐭𝐢𝐯𝐞 𝐋𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠: Create an environment where employees feel valued and heard. Actively engage in open communication, seek diverse perspectives, and respond thoughtfully to feedback. 👉 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐳𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Cultivate a strong sense of connection and belonging among employees, especially in remote work environments. Implement strategies to foster engagement and ensure employees feel valued and appreciated. 👉 𝐏𝐫𝐨𝐦𝐨𝐭𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐖𝐞𝐥𝐥-𝐛𝐞𝐢𝐧𝐠: Invest in the health and well-being of employees. Offer comprehensive wellness programs, flexible work arrangements, and support for mental health to create a positive and supportive work environment. 👉 𝐄𝐦𝐩𝐨𝐰𝐞𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬: Delegate tasks, provide autonomy, and recognize achievements to foster a sense of ownership and empowerment. This approach can drive innovation, improve job satisfaction, and enhance overall organizational performance. How can leaders in your organization create a more positive and productive work environment? Share your thoughts and experiences in the comments below. #OrganizationalHealth #leadership #activelistening #employeeengagement #employeewelbeing

Until you ask, you don't know what you don't know about your employees. Jazzy Jasiulek , Dr Daniel Jolles, Nikita ., and Dr Grace Lordan asked over 1,400 professionals about their top anxieties and share how leaders can address them and create more resilient and productive teams in 2024... "...The number one anxiety for employees in 2023 was the ability to meet the specific demands of their job. "Many felt burdened by the complexity of their work or simply questioned their ability to perform the job effectively. Lack of autonomy and being ‘forced’ into tasks for which they hadn’t developed the right skills prevented many from meeting role expectations or delivering for their customers. "Many professionals say that 2023 has left them fearful of being stuck doing a job they simply do not enjoy... "Rather than simply expecting leaders to redesign their jobs for them, employees said they wanted the trust and opportunity to find their own way. "This echoes the trend towards ‘job crafting’, which involves leaders working collaboratively with their teams to turn “the job [an] employee has into the job they want“. "Tweaking a person’s job role to align with the work they find most impactful and engaging can ease anxiety by removing complexity and increasing autonomy, improving both wellbeing and professional development..." (Source: https://lnkd.in/ePTid_ZS) #jobcrafting #wellbeing #professionaldevelopment #employeeengagement #autonomy #jobperformance #resiliency #productivity #leaders #skillsets #roleexpectations #jobdescription

𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆: 𝗔 𝗖𝗼𝗿𝗻𝗲𝗿𝘀𝘁𝗼𝗻𝗲 𝗼𝗳 𝗧𝗵𝗿𝗶𝘃𝗶𝗻𝗴 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲𝘀 𝘍𝘳𝘪𝘥𝘢𝘺 𝘱𝘰𝘴𝘵 4-10 Psychological safety is more than a buzzword; it’s about creating an environment where employees feel safe to express ideas, voice concerns, and take risks without fear of ridicule or retaliation. The reality? Leadership attitudes play a pivotal role in building this safety. When leaders prioritize empathy, transparency, and respect, they foster trust and collaboration. Employees are more likely to speak up, share creative solutions, and admit mistakes. But when leadership is dismissive, overly critical, or unapproachable, it can lead to fear, silence, and missed opportunities for growth. A few ways leaders can enhance psychological safety: 1- 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘃𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Share your own challenges, admit mistakes, and demonstrate that it’s okay to be human. This sets the tone for openness and mutual trust. 2- 𝗖𝗿𝗲𝗮𝘁𝗲 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝘀𝗽𝗮𝗰𝗲𝘀: Actively invite and encourage diverse opinions during meetings, and ensure every voice is heard and respected. 3- 𝗥𝗲𝘀𝗽𝗼𝗻𝗱 𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝘁𝗼 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Focus on understanding and problem-solving rather than assigning blame or reacting defensively. 4- 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗲𝗳𝗳𝗼𝗿𝘁 𝗮𝗻𝗱 𝗰𝗼𝘂𝗿𝗮𝗴𝗲: Celebrate not just successes, but also the bravery it takes to share new ideas or take calculated risks. 5- 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁 𝘀𝘂𝗽𝗽𝗼𝗿𝘁: Show employees they can rely on you by addressing concerns promptly and following through on promises. 6- 𝗦𝗲𝘁 𝘁𝗵𝗲 𝘁𝗼𝗻𝗲 𝗳𝗼𝗿 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴: Emphasize a growth mindset, where failures are seen as opportunities for improvement rather than setbacks. 7- 𝗕𝗲 𝗮𝗰𝗰𝗲𝘀𝘀𝗶𝗯𝗹𝗲 𝗮𝗻𝗱 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵𝗮𝗯𝗹𝗲: Maintain open lines of communication to show employees they can come to you with questions, ideas, or concerns. By fostering psychological safety, leaders empower their teams to perform at their best, fueling innovation and resilience. After all, workplaces flourish when people feel heard, valued, and supported. 𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝘀𝗲𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗮𝘁𝘁𝗶𝘁𝘂𝗱𝗲𝘀 𝗶𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗶𝗻𝗴 𝗽𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝘀𝗮𝗳𝗲𝘁𝘆 𝗶𝗻 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲? 𝗜’𝗱 𝗹𝗼𝘃𝗲 𝘁𝗼 𝗵𝗲𝗮𝗿 𝘆𝗼𝘂𝗿 𝘁𝗵𝗼𝘂𝗴𝗵𝘁𝘀! #Leadership #PsychologicalSafety #WorkplaceCulture #HR #Innovation

𝗙𝗼𝘂𝗿 𝗸𝗲𝘆 𝗽𝗿𝗶𝗻𝗰𝗶𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗰𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗶𝗻𝗴 𝘄𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴, 𝗴𝗿𝗼𝘄𝘁𝗵, 𝗮𝗻𝗱 𝗲𝗾𝘂𝗮𝗹 𝗰𝗮𝗿𝗲 𝗳𝗼𝗿 𝗮𝗹𝗹 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿𝘀 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝗮 𝘁𝗵𝗿𝗶𝘃𝗶𝗻𝗴 𝗲𝗻𝘁𝗲𝗿𝗽𝗿𝗶𝘀𝗲 ⤵ At the core of any successful organisation lies a commitment to equal care for all stakeholders - employees, customers, investors, partners, and society. Supporting both mental and physical health is essential to this commitment; something that leading organisations are becoming acutely aware. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗔𝗰𝗵𝗶𝗲𝘃𝗲𝗺𝗲𝗻𝘁𝘀: Recognising individual and team successes boosts morale, cultivates a culture of excellence, and motivates continuous improvement. 𝗘𝗻𝗴𝗮𝗴𝗲 𝗣𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲𝗹𝘆: Leaders should observe signs of disengagement and intervene early, ensuring timely support to maintain a high-level of employee engagement. 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘀𝗲 𝗠𝗲𝗻𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵: A structured approach to mental health support is key. HR initiatives focused on mental wellbeing create a resilient workforce capable of tackling challenges. 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Providing opportunities for growth encourages continuous learning and improvement, benefitting both employees and the organisation as a whole. These simple but crucial principles ensure a balanced, forward-focused environment that values the well-being and growth of every individual while fulfilling responsibilities to all stakeholders. 💡𝗛𝗼𝘄 𝗶𝘀 𝘆𝗼𝘂𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗮𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝘄𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴 𝗮𝗻𝗱 𝗴𝗿𝗼𝘄𝘁𝗵 𝗳𝗼𝗿 𝗲𝘃𝗲𝗿𝘆 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿? ____ Follow me Sven Fredriksson - Authenticity Coach for authentic leadership insights. P.S. Please repost ♻ if you found this useful. #leadership #authenticleadership #selfleadership #culturematters #consciouscapitalism

Executive Disconnect: Key Mistakes Driving Employee Turnover and How to Fix Them 🚀 In today's competitive job market, retaining top talent is more challenging than ever. Many executives unintentionally drive employees away due to common management mistakes. Let's explore these pitfalls and how to address them effectively. #Leadership #EmployeeRetention 1. Lack of Clear Communication 📢🗣️ Communication breakdowns lead to misunderstandings and frustration. To foster a positive work environment, establish clear, open channels for feedback and dialogue. Regular check-ins and transparent updates can bridge the communication gap. #Communication #WorkplaceCulture 2. Absence of Recognition and Appreciation 🌟👏 Employees who feel undervalued are more likely to seek opportunities elsewhere. Implement a system of regular recognition to celebrate achievements and contributions. A simple "thank you" can go a long way. #EmployeeRecognition #Motivation 3. Micromanagement and Lack of Trust 🤝🔒 Over-controlling management styles stifle creativity and reduce morale. Empower your team by giving them autonomy and trust. Encourage initiative and innovation to boost morale and productivity. #Trust #Empowerment 4. Stagnant Professional Development 📈🚀 Without growth opportunities, employees may feel stuck. Offer training programs and clear career progression paths to keep your team motivated and engaged. #CareerDevelopment #Growth 5. Toxic Company Culture ⚠️🏢 A negative work environment can drive employees away. Promote a positive, inclusive culture where everyone feels valued and respected. Encourage diversity and open-mindedness. #CompanyCulture #Inclusivity Conclusion: By addressing these common mistakes, executives can create a more supportive and engaging workplace, reducing turnover and fostering long-term success. Let's build a future where employees thrive. 🌟 #LeadershipDevelopment #SustainableSuccess

💡Is your team constantly struggling to keep up with constant change and fatigue?   The answer lies in creating a culture of #psychologicalsafety.   📊 According to #Gartner report, organizations face an average of 10 major changes per year, which is a fivefold increase since 2016.   This rising change often leads to #fatigue & #resistance among employees, making them less willing to adapt.   🚨Only 36% of employees feel comfortable taking risks in their organization.   Since 2016, employees’ willingness to change has dropped by 42%, significantly increasing the risk of change fatigue.   🔑 One of the best ways to address this issue is by fostering #psychological safety.   Employees need to feel #empowered to engage with change, experiment without fear of #failure, and even challenge leadership decisions when necessary.   By doing this, companies can reduce change fatigue by up to 29%, increase employee buy-in and improve performance.   What’s holding your team back from #embracingchange? 👇 Let’s discuss in the comments and explore solutions!    #EmployeeWellbeing #ChangeManagement #PsychologicalSafety #WorkplaceFatigue #EmployeeEngagement #ChangeFatigue #HRLeadership #WorkplaceResilience #OrganizationalChange #EmployeeEmpowerment  #CultureTransformation #BusinessStrategy

🌟 The Cost of Favouritism: A Barrier to Organizational Success 🌟 I recently came across some thought-provoking insights on favoritism, and it got me thinking: How often do we underestimate its impact? Favouritism isn’t just about unfair preferences—it’s a silent disruptor of trust, productivity, and growth.  Here’s why it matters: 🔹 Erodes Trust and Morale When employees perceive favoritism, trust in leadership diminishes. This isn’t just about feelings—it disrupts team cohesion and creates disengagement. Over time, it leads to higher turnover and a toxic work environment. 🔹 Reduces Productivity Favoritism sends the message that hard work and merit don’t matter, demotivating employees. Teams with perceived favoritism showed 20% lower productivity compared to others (Harvard Business Review, 2019). 🔹 Hinders Talent Development When only a select few receive growth opportunities, organizations limit their potential. A company’s over-reliance on favored employees for leadership roles led to stagnation and loss of market share (MIT Sloan Management Review, 2022). Diverse perspectives were overlooked, resulting in poor decision-making. 🔹 Creates Toxic Culture Favoritism undermines merit-based systems, fostering resentment and workplace conflict. Cultures perceived as unfair are 10times more likely to experience HR grievances and employee disputes (McKinsey & Company, 2021). 💡 How do you think organizations can tackle favoritism and ensure fairness?      Share your thoughts below! Let’s explore how fairness fuels success. 💬 #trust #success #fairness #culture #opportunities #Organizations

I've heard people opine that the caustic behavior of a profitable employee should be overlooked or condoned due to the bottom line. I strongly disagree with this viewpoint. While financial performance is crucial, the long-term health and culture of a company are equally important. A toxic employee can erode team morale and create a hostile work environment, leading to decreased productivity and higher turnover rates. The Short-term gains from a difficult employee can be overshadowed by the long-term costs of replacing talent and reputational damage. We should strive to create workplaces where respect and professionalism are prioritized. After all, a truly successful organization is one where all employees can thrive, not just the ones who bring in the most revenue. There are ways to address the behavior and improve the situation. Coaching, punitive measures or mediation should be considered before resorting to termination. What are your thoughts on balancing profitability and workplace culture? #LadyMercedes #leadership #workplaceculture #productivity #humanresources #organizationaldevelopment #teambuilding #management