Vishal Manocha

When I feel lost or low-energy at work, I stop trying to “force” motivation. Instead, I zoom out. I ask myself: What kind of work gives me energy? What’s draining me? Then I make small shifts - saying no to one task, volunteering for another. I also talk to people I trust (ex-bosses, old colleagues) - not for advice, just to hear myself out loud. Most times, clarity follows. Passion isn’t a switch. It returns slowly when your work starts aligning with who you are.

Your team’s best ideas and skills might be hidden beneath routine tasks. When you unlock and leverage their diverse talents, you don’t just build a productive team—you create a culture of growth, innovation, and engagement Acknowledge contributions beyond traditional performance metrics—innovation, collaboration, and creativity matter too! A simple "Great job on that unique approach!" can go a long way in motivating team members Run a monthly Gratitude Meeting for 15-20 mins

Meetings should drive action, not just conversation. When communication is structured, inclusive, and efficient, cross-functional teams collaborate with clarity and impact Keep It Concise—No More Meetings That Could Be Emails! Limit updates to 2-3 key points per speaker. If it doesn’t require discussion, send it via Slack/email instead Use a common framework like P.O.P. (Purpose, Outcome, Process) to structure updates

First and foremost, A remote work model shouldn’t limit career growth—it should expand it! Companies that invest in structured development for remote teams build stronger, more loyal, and highly productive workforces. Tip No. 1 - Creating mentorship circles, buddy systems, and cross-functional collaborations ensures employees learn not just from managers but from their peers Tip No. 2 - Remote employees often fear being “out of sight, out of mind.” Regular career growth discussions help them see their true potential within the organization and stay motivated.

A casual interview isn’t about lowering the bar—it’s about adapting the experience to bring out the best in the candidate while ensuring alignment with the company’s needs. If a candidate prefers an informal setting, it’s about creating a relaxed yet structured conversation—keeping it comfortable while still evaluating skills and cultural fit. It requires clarity in your head before you get into an interview. What indirect questions do you need to ask? May be 3-5 of them will make you clear

Reinforce the “Big Why” Employees don’t just work for paychecks—they work for purpose. Reconnecting the team with why they joined, the impact they’re making, and the mission they are driving re-energizes motivation. Transparency Builds Trust We as Leaders must communicate openly—share the real challenges while also reinforcing the company’s vision and the role each team member plays in overcoming hurdles Coming from my experience as I faced this as uncertainty