Boghoss’ Blog explores the question of meaningful work, emphasizing personal responsibility in creating significance rather than relying on employers. The argument suggests that meaning is subjective, varying between individuals. It challenges the consumer mindset in the workplace and encourages individuals to actively engage in attributing value to their tasks. Continue reading
Tag Archives: Meaning at work
Personal Responsibility in Finding Career Meaning
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Laurent Boghossian’s article emphasizes that meaning at work is not something to be found but constructed by individuals. He argues that personal responsibility is crucial, as meaning is subjective and varies among individuals. By transforming from passive employees to active participants, workers can enhance engagement by attributing personal significance to their roles. Continue reading
Overcoming Managerial Loneliness: Insights for Leaders
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Laurent Boghossian discusses the hidden loneliness faced by managers caught between employee expectations and senior leadership pressure. He highlights the “saviour syndrome,” where managers isolate themselves while solving challenges. Emphasizing collective intelligence, he suggests that collaboration and seeking perspectives from others can alleviate this loneliness and create meaning at work. Continue reading
[PODCAST] New Episode – The Importance of Personalized Employee Recognition
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The discussion emphasizes the importance of genuine, personalized employee recognition over standard compensation practices. It argues that recognition must be tailored to individual preferences, as indifference from management can be more damaging than lack of praise. Feedback is also reframed as a crucial form of recognition, reinforcing employees’ sense of value. Continue reading
The Importance of Personalized Employee Recognition
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Laurent Boghossian emphasizes that employee recognition at work transcends salary, highlighting its individual nature. Personalized acknowledgment is crucial, as different employees value different forms of recognition. Indifference can harm morale more than criticism, while constructive feedback fosters engagement. Ultimately, recognition fosters meaning, belonging, and connection to organizational goals. Continue reading