Motivating Team Members

Leading change isn't just about having a compelling vision or a well-crafted strategy. Through my years as a transformation leader, I've discovered that the most challenging aspect lies in understanding and addressing the human elements that often go unnoticed. The fundamental mistake many leaders make is assuming people resist change itself. People don't resist change - they resist loss. Research shows that the pain of losing something is twice as powerful as the pleasure of gaining something new. This insight completely transforms how we should approach change management. When implementing change, we must recognize five core types of loss that drive resistance. * First, there's the loss of safety and security - our basic need for predictability and stability. * Second, we face the potential loss of freedom and autonomy - our ability to control our circumstances.  * Third, there's the fear of losing status and recognition - particularly relevant in organizational hierarchies.  * Fourth, we confront the possible loss of belonging and connection - our vital social bonds. * Finally, there's the concern about fairness and justice - our fundamental need for equitable treatment. What makes these losses particularly challenging is their connection to identity.  When change threatens these aspects of our work life, it doesn't just challenge our routines and who we think we are. This is why seemingly simple changes can trigger such profound resistance. As leaders, our role must evolve. We need to be both champions of change and anchors of stability.  Research shows that people are four times more likely to accept change when they clearly understand what will remain constant. This insight should fundamentally shift our approach to change communication. The path forward requires a more nuanced approach. We must acknowledge losses openly, create space for processing transition and highlight what remains stable. Most importantly, we need to help our teams maintain their sense of identity while embracing new possibilities. In my experience, the most successful transformations occur when leaders understand these hidden dynamics. We must also honour the present and past. This means creating an environment where both loss and possibility can coexist. The key is to approach resistance with curiosity rather than frustration. When we encounter pushback, it's often signaling important concerns that need addressing. By listening to this wisdom and addressing the underlying losses, we can build stronger foundations for change. These insights become even more crucial as we navigate an increasingly dynamic business environment. The future belongs to leaders who can balance the drive for transformation with the human need for stability and meaning. True transformation isn't just about changing what we do - it's about evolving who we are while honouring who we've been. #leadership #leadwithrajeev

Here’s how you can manage a remote team like a pro. Remote teams can be 25% more productive with proper management and tools. Mayank and I have managed hundreds of developers remotely. Here are key strategies that we at Supersourcing have discovered to boost productivity and foster a thriving remote culture: - Define clear communication channels. This will help avoid misunderstandings and keep your team aligned. -Set up virtual team-building activities to foster connections and camaraderie, even from afar. -Implement Regular check-ins. Very important to ensure everyone stays on track and feels supported. -Use the right collaboration tools and streamline workflows to boost efficiency. -Establish clear goals and metrics to measure progress and success. -Promote a culture of trust and autonomy by encouraging team members to take ownership and deliver results. -Invest in continuous learning and development to support skill growth and stay updated with industry trends. Creating a successful remote team goes beyond just hiring the right talent. It's about creating an environment where your team can excel, no matter where they are. Effective communication, team-building, regular check-ins, and the right tools can transform remote work from a challenge into a strength. What’s your top challenge in managing remote teams? Share your experiences and let’s discuss how we can overcome them together.

Digital-first doesn't mean "never in person." Teams are more #distributed than ever. Every week, I talk to leaders who are grappling with a formula that's flipped: the vast majority of their teams have people who work from multiple locations. Atlassian is putting data behind what GitLab and Automattic told us during the pandemic: there's no such thing as a "fully remote" organization. Well-run #flexible work programs have minimum guardrails: people need to get together with their teams and cross-functional peers 3-4 times a year to build #connection. This shifts how we think about the role of "place" at work. You might have cities with enough employees who need or want an office to provide one. But you also need regional, on-demand access to spaces for the monthly Sales regional meeting, the cross-team gathering, or the local culture session. Investing behind that pays off: the boost in connection lasts 3-4 months, and it's really important for new hires and especially new grads. I'm talking with a lot of #People and #Workplace leaders who get the need, and are working to shift their thinking from facilities to facilitation. Check it out, more here: https://lnkd.in/gEppkYsn Great stuff Molly Sands, PhD, Annie Dean and team! #Connection #HybridWork #hybrid #remote #remotework

It is ten years since my first book 📚 'Sustaining Change in Organizations' was published by Sage. So in celebration of so many years writing about change here in no particular order are ten practical things to consider when implementing change: ✅ Engage stakeholders. Engaging stakeholder in change means shifting the power and agency of change from employer to employee. ✅ Ask people for their views, ideas, hopes and fears about change. The process of planned change will be much smoother if people are engaged early with it and are asked for input on issues that will affect their work. ✅ Focus on what will not change. Build in sources of stability by identifying and articulating which elements of the status quo will remain the same because people need to know what wil remain stable and not change as well as what will change. ✅ Power and politics affect all transformations. Map the political landscape of who will be affected, who can impact and who can influence the change and devise an action plan for engaging these different stakeholders. ✅ Change is an emotional process. Recognize and acknowledge the complexity of emotions that arise with a major change. ✅ Conversations are the engines of business transformations. Engage in and encourage dialogue throughout a change process. ✅ Failure is a necessary part of change. Recognize the learning from failure and share lessons learnt. ✅ Make change meaningful. For change to stick it has to be made personal by aligning it to what is of value to key stakeholders and highlighting what it means for them. ✅ Reduce the negative impact of change on wellbeing and mental health. Build wellbeing initatives into business transformations from the start and assess them: how many individuals are actively involved in them; what impact are the initiatives having; and are people applying the tools/techniques and sticking to them. ✅ Build a culture that embraces people-centric change. Process is important but people are more important when it comes to organizational change - put them at the heart of any transformation. Give them space to voice their concerns, fears, hopes and ideas. Listen and acknowledge their voices. #peoplecentricchange #leadingchange #managingchange

For meaningful change to take root, implementation efforts must be meticulously tailored to each organisation's unique context. Honestly, the notion that a one-size-fits-all solution can catalyze transformation across the board is a myth. Enter the Change Kaleidoscope, a brilliant framework Julia Balogun and Veronica Hope Hailey developed. This model serves as a beacon for managers, guiding them towards crafting a 'context-sensitive' approach to navigating organisational change. 🔍 The Change Kaleidoscope consists of three concentric rings, each playing a pivotal role in the change management process: ➡ The Outer Ring: This layer encapsulates the broader strategic change context, setting the stage for a holistic understanding of the environment in which change is to occur. ➡ The Middle Ring: Here, we delve into the specific contextual factors that are critical to consider when devising a change plan. This layer demands a nuanced appreciation of an organisation's unique challenges and opportunities. ➡ The Inner Circle: At the heart of the kaleidoscope lies a repertoire of choices and interventions ('design choices') available to change agents. This core selection empowers managers to select the most appropriate strategies and tactics in alignment with the broader context and specific nuances of their organisational landscape. 💡 Embracing the Change Kaleidoscope means acknowledging the complexity of change and the necessity of a bespoke approach. It's about moving beyond generic solutions to foster change that is not only strategic but also profoundly resonant with each organisation's unique fabric. 🔔 Please remember to follow me if you like content like this 🙏🏻

I was recently speaking to someone about my technical capabilities and the projects I’ve worked on. While explaining, I caught myself subconsciously saying “we”; we worked on a deployment, we built the security controls, we implemented the monitoring solution. Halfway through, I realized, the question wasn’t about what we did, it was about what I did. So, I quickly adjusted and highlighted my specific contributions. I know sometimes it feels uncomfortable, almost like self-promotion. But here’s the thing: if you don’t own your contributions, no one else will. 🔹 Instead of saying “We built a cloud security framework,” say “I designed the IAM policies and implemented least privilege access.” 🔹 Instead of “We deployed a SIEM solution,” say “I configured log sources, set up correlation rules, and built dashboards for threat detection.” 🔹 Instead of “We automated security controls,” say “I wrote Python scripts to automate compliance checks and reduce manual effort by 50%.” There’s a difference between teamwork and erasing yourself from the narrative. You can acknowledge collaboration while still making your impact clear. When it comes to job interviews, performance reviews, or career conversations, be intentional about highlighting your role. Because when opportunities come, they won’t be handed to the team - they’ll be given to the individual who can articulate their value. Share this to your network for others to learn. ♻️ #CybersecurityCareerGrowth

Hybrid work isn’t just a logistics challenge anymore, it’s a leadership one. While AI tries to equalize presence with auto-transcriptions and virtual whiteboards, the real imbalance runs deeper: → Who gets access to real-time decisions? → Who builds informal trust at the watercooler? → Who gets seen and who gets sidelined? This is the new frontier: In-person equity. In 2025, the true test of hybrid success lies in how fairly you empower contribution, regardless of geography. 📍 The playing field is no longer just about hours or output - it’s about visibility, opportunity, and influence. What forward-looking firms are doing differently: ✔️ Designing team rituals that travel across time zones ✔️ Decoupling performance reviews from “face time” ✔️ Training managers in proximity bias and silent exclusion ✔️ Prioritizing inclusion over mere connection AI can support, but it cannot replace human responsibility in how equity is lived across hybrid models. If your hybrid setup silently favors the office, it’s time to redesign, not just digitize. What does in-person equity look like in your team today?👇 #PASH #HybridWork #WorkplaceEquity #FutureOfWork #TeamLeadership #ProximityBias #RemoteInclusion #PeopleAndCulture #EmployeeExperience #OrganizationalDesign #HybridLeadership #WorkplaceStrategy #EquityInAction #WorkplaceWellbeing #InclusiveLeadership #TeamDynamics #MidSizedFirms #ProfessionalServices #TalentManagement #TrustInTeams #WorkplaceInnovation #RemoteTeams #InPersonBias #HRLeadership #ManagerExcellence #CulturalTransformation #WorkplaceReset #DigitalCulture #FutureReadyTeams

𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗥𝗲𝘄𝗮𝗿𝗱𝘀 𝗮𝗻𝗱 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻: 𝗕𝗲𝘆𝗼𝗻𝗱 𝗣𝗮𝘆𝗰𝗵𝗲𝗰𝗸𝘀 💡 If there's one thing that today’s workforce is clear about, it's this: 𝘁𝗵𝗲𝘆 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗺𝗼𝗻𝗲𝘆. Sure, paychecks matter, but there’s so much more that fuels their drive—𝗯𝗲𝗶𝗻𝗴 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲𝗱 𝗳𝗼𝗿 𝘁𝗵𝗲𝗶𝗿 𝗲𝗳𝗳𝗼𝗿𝘁𝘀. This is something I’ve come to learn deeply, especially after joining the BNI Exclusive community. With over 3 lakh+ entrepreneurs coming together, what’s fascinating is how so many of them take up responsibilities voluntarily, without expecting financial compensation. Why? It all comes down to 𝗥𝗲𝘄𝗮𝗿𝗱𝘀 𝗮𝗻𝗱 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻. 🎖️ BNI shows us that when you create a culture that appreciates effort, people stay committed, engaged, and go the extra mile. This is a key takeaway I applied at 𝗥𝗲𝗰𝗲𝘅. We designed an 𝗶𝗻𝗰𝗲𝗻𝘁𝗶𝘃𝗲 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 that rewards our top performers consistently—not just with money, but with appreciation, recognition, and acknowledgment for their efforts. 🏆 If your organization is struggling with 𝗵𝗶𝗴𝗵 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗮𝘁𝘁𝗿𝗶𝘁𝗶𝗼𝗻 𝗼𝗿 𝗱𝗶𝘀𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁, here are some actionable steps to turn things around: 𝟭. 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸: Start by recognizing small wins and contributions across the team. Create a space for appreciation beyond just yearly bonuses. 𝟮. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗣𝘂𝗯𝗹𝗶𝗰𝗹𝘆: Ensure recognition happens in front of the whole team—whether through an announcement in meetings or on your internal channels. It makes a world of difference when people know their contributions are seen by others. 🎉 𝟯. 𝗧𝗶𝗲 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝘁𝗼 𝗠𝗶𝗹𝗲𝘀𝘁𝗼𝗻𝗲𝘀: Make recognition part of reaching important company goals. Whether it's a team celebration or personal shout-outs, make it known that success is valued. 𝟰. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗳𝗼𝗿 𝗣𝗲𝗲𝗿 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻: Sometimes the best recognition comes from colleagues. Encourage a culture where teammates can recognize each other for their efforts and contributions. 𝟱. 𝗥𝗲𝘄𝗮𝗿𝗱 𝗘𝗳𝗳𝗼𝗿𝘁, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: Understand that results take time. Consistent effort should be recognized too! At Recex, these principles have led to happier teams and more engaged employees. If you're facing high turnover or lack of motivation, it might be time to rethink your reward and recognition system. 💡 𝗔𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Start today. Introduce one small change in how you recognize your team’s efforts, and watch how it changes your company culture for the better. Recognition isn’t just a nice gesture—it’s a powerful motivator that drives long-term success. Swipe through the pictures to see some of our recognition moments! 🌟 #Leadership #TeamBuilding #RewardsAndRecognition #EmployeeEngagement #CultureOfAppreciation #Recex #BNIExclusive

Your remote team isn’t disengaged. Your leadership is.💻 When Microsoft mandated 50% office days in 2022, engineering teams saw 22% attrition in 6 months. Why? Leaders confused presence with performance—and forgot remote work isn’t a perk. It’s a paradigm shift. The Hidden Costs of "Hybrid Chaos" – Inconsistent presence: Half the team in-office, half on Zoom = two classes of employees. – Proximity bias: 78% of remote workers feel excluded from promotions (Gallup, 2023). – Meeting fatigue: 63% of hybrid teams waste 8+ hours/week on redundant syncs (Slack). Fix the System, Not the People → Silent Mondays No meetings. Async updates only. Let deep work thrive. → Outcome-based KPIs Track deliverables, not screen time. Example: “Code shipped” > “Hours logged.” → Over-rotate on inclusion – Rotate meeting times to accommodate time zones. – Record all decisions in shared docs (email doesn’t count). The Data-Driven Win Teams with async-first cultures report 40% higher engagement (GitLab). Companies using “virtual watercooler” tools see 31% less turnover (2024 Owl Labs Study). 92% of employees say flexibility directly impacts loyalty (Upwork). Remote work isn’t the problem. Outdated leadership is. #FutureOfWork #RemoteLeadership #EmployeeExperience

जैसे Wi-Fi का सिग्नल हर कोने तक पहुंचाना जरूरी है, वैसे ही टीम को हर जगह से जुड़े रखना भी उतना ही ज़रूरी है! (Just like it’s important to ensure Wi-Fi signals reach every corner, keeping your team connected from everywhere is just as crucial!) Hybrid work isn’t a phase—it’s the future. But let’s be honest: keeping a team connected when half are remote and half are in-office? Not exactly easy. So how do we build a hybrid team where everyone feels included, supported, and part of the same mission? Here are 5 practices I swear by: 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝟭: 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗖𝗹𝗲𝗮𝗿 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 Miscommunication is the silent killer of team cohesion. Use tools like Slack and Teams for transparency, and make sure meeting notes are always shared. The rule? Over-communicate—always. 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝟮: 𝗠𝗮𝗸𝗲 𝗖𝗵𝗲𝗰𝗸-𝗜𝗻𝘀 𝗠𝗮𝗻𝗱𝗮𝘁𝗼𝗿𝘆 One-on-ones aren’t just about work—they’re about people. Ask your team about their day, their challenges, or the latest Netflix drama they’re binging. Sometimes, the *small* talk is the big stuff. 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝟯: 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿 𝗥𝗲𝗺𝗼𝘁𝗲 𝗧𝗲𝗮𝗺𝗺𝗮𝘁𝗲𝘀 𝗶𝗻 𝗠𝗲𝗲𝘁𝗶𝗻𝗴𝘀 Hybrid meetings are tricky—don’t make remote team members feel like ghosts. Call on them, encourage them, and make sure they’re as involved as those sitting in the room. 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝟰: 𝗛𝗮𝘃𝗲 𝗙𝘂𝗻, 𝗛𝘆𝗯𝗿𝗶𝗱-𝗦𝘁𝘆𝗹𝗲 Trivia nights? Virtual coffee chats? A shared Spotify playlist? Hybrid teams need bonding moments just as much as in-office ones. (Bonus: they’re even more fun when they’re creative.) 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝟱: 𝗕𝗲 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗮𝗻𝗱 𝗔𝗹𝘄𝗮𝘆𝘀 𝗔𝘀𝗸 𝗙𝗼𝗿 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 Every team is different. What works for one might flop for another. Check in regularly and adjust your approach based on what your team *actually* needs. 𝗕𝗲𝘁𝘀𝘆 𝘀𝗮𝘆𝘀: A hybrid team’s strength isn’t in where they work—it’s in how they connect. What’s your best tip for keeping a hybrid team connected? P.S. If you found this helpful, drop a 👍 or hit repost ♻️! Follow me for more #BetsySays wisdom. #humanresources #hybridwork