Throughout my career, I have seen colleagues and peers face a common dilemma: the choice between a higher paycheck and a healthier culture. On the surface, the bigger salary is attractive. But time and again, I have watched talented people burn out or walk away from toxic environments, no matter how competitive the compensation package was. In contrast, those who chose the right culture often found mentors, growth opportunities, and long-term fulfillment that money alone could not deliver. Culture is not just a “nice to have.” It is the environment that shapes careers, builds confidence, and sustains performance. A paycheck can buy comfort, but culture builds resilience, reputation, and well-being. So here is the question I leave with you: In your own career, what has mattered more: money or culture? #culturebuilding #paycheck #careercoaching 

We ask a lot about why people leave. But maybe the better question is: “What made you stay?” When I talk to Finance professionals who’ve been at a company 4, 6, even 10+ years - it’s rarely just about comp. Here’s what they tell me: ▫️ “My CFO listens.” ▫️ “I get pulled into strategy, not just reporting.” ▫️ “They invested in my growth.” Perks fade. Salaries plateau. But feeling heard, challenged, and trusted? That’s what builds loyalty! So, if you’re trying to keep great people - start by listening.

Most employees wait all year for one thing, a salary increase. Money matters, no doubt. Raises can ease stress and boost motivation, but beyond that, lasting happiness at work comes from more than just numbers on a paycheck. It grows from daily respect, support, clear communication and a positive environment where you feel valued and connected. When a workplace prioritizes well-being, fairness, and collaboration, employees thrive every day, not just on payday. That ongoing sense of purpose and belonging helps reduce burnout, increase engagement, and keep energy high long after the raise. A paycheck may open the door, but a healthy workplace is what invites you to stay and grow. True happiness at work happens when both are in place, a fair salary and a healthy environment. One gives you relief. The other gives you meaning. #ProjectManagement #ProjectPlanning #Leadership #ManagerTips #CareerGrowth #BusinessGrowth #ProjectLeadership #WorkplaceProductivity #TeamSuccess  #EdgeBusinessAcademy

80% of employees don’t quit companies. They quit managers. I used to believe salary was the biggest reason behind job changes. But the truth is — people leave when respect, growth, and peace of mind are missing. Because money can buy comfort. But it can’t buy dignity, recognition, or health. 6 silent reasons why people walk away, even from high-paying jobs: 1. Micromanagement ↳ Trust once broken, is hard to repair. 2. Toxic culture ↳ No one thrives in fear and blame. 3. Lack of appreciation ↳ A “thank you” means more than a bonus sometimes. 4. No career growth ↳ Stagnation feels like slow death at work. 5. Poor work-life balance ↳ Peace of mind is worth more than a paycheck. 6. Unfair treatment ↳ Inequality silently kills motivation. Money matters. But it’s never the only reason. People stay where they feel valued, respected, and safe. What do you think — do people leave jobs or do they leave managers? #Leadership #WorkCulture #EmployeeEngagement #RespectAtWork #CareerGrowth #ToxicWorkCulture #WorkLifeBalance #PeopleFirst #Motivation #EmployeeExperience

People often leave toxic managers because the impact goes beyond day-to-day frustration; it affects their well-being, growth, and sense of purpose. Employees don’t just leave because of workload or pressure—they leave when there is a lack of respect, recognition, and empathy. A toxic manager may micromanage, take credit, shift blame, or foster unhealthy competition

80% of employees don’t quit companies. They quit managers. I used to believe salary was the biggest reason behind job changes. But the truth is — people leave when respect, growth, and peace of mind are missing. Because money can buy comfort. But it can’t buy dignity, recognition, or health. 6 silent reasons why people walk away, even from high-paying jobs: 1. Micromanagement ↳ Trust once broken, is hard to repair. 2. Toxic culture ↳ No one thrives in fear and blame. 3. Lack of appreciation ↳ A “thank you” means more than a bonus sometimes. 4. No career growth ↳ Stagnation feels like slow death at work. 5. Poor work-life balance ↳ Peace of mind is worth more than a paycheck. 6. Unfair treatment ↳ Inequality silently kills motivation. Money matters. But it’s never the only reason. People stay where they feel valued, respected, and safe. What do you think — do people leave jobs or do they leave managers? #Leadership #WorkCulture #EmployeeEngagement #RespectAtWork #CareerGrowth #ToxicWorkCulture #WorkLifeBalance #PeopleFirst #Motivation #EmployeeExperience

Your employee took 20 days off. You didn’t cut their salary? That’s the question I get asked most often. The answer is simple: I don’t believe in “penalizing” people for taking a break when life demands it. From the first year I started hiring, I made myself a promise. I’ll build a team culture that people actually enjoy being a part of. A culture where they feel trusted, not tracked Respected, not restricted. Here’s how I do it- 1. Creative freedom Everyone owns their work. They can make decisions, try new things, and yes, make mistakes (I make plenty too) We don’t punish failure here; we learn from it and move on. 2. Access to the best learning tools I sponsor AI subscriptions, books, or any courses they want to take to upskill themselves. 3. Small surprises Cakes on birthdays, random treats after a milestone, these tiny gestures go a long way. people always remember how you made them feel. 4. No salary cuts If someone needs a leave for any reason, they can take it. For longer breaks (>3 days), I just expect it to be pre-informed unless it is an emergency. TBH I’ve never felt the need to cut anyone’s salary, even if they’re away for 2-3 weeks. 5. Flexibility We’re a remote, creative team. Sometimes they just hit a block or feel burnt out. When that happens, I offer them some time off if they think it will help! What I’ve learned over these 4 years is-  You can’t force great work. But you can create the environment for it. That's exactly my job!    To make sure my team feels safe, supported, and free enough to bring their best version to work. #leadership #entrepreneurship

💡 Why do people really leave organizations? (It’s not always about salary 💰) Many believe that doubling someone’s salary is enough to make them stay. But the reality? It’s not money that retains people — it’s respect. Employees don’t walk away just because the paycheck isn’t big enough. They leave because: ✔ Their self-respect feels compromised. ✔ They no longer feel valued, only “used.” ✔ Growth and learning opportunities have stopped. ✔ The environment feels toxic instead of inspiring. ✔ The comfort zone feels safe… but also suffocating. A salary can attract talent, but it cannot buy peace, dignity, and growth. That’s why many professionals choose to move on — not because they have everything figured out, but because they know they deserve better. 👉 Organizations must understand: The real question isn’t only — “Are we paying enough?” The real question is — ✅ “Are we respecting enough?” ✅ “Are we providing growth and learning?” ✅ “Are we creating a culture where people feel proud to belong?” Because at the end of the day, people don’t leave companies… They leave cultures, managers, and lack of respect. 🔑 Money pays the bills. Respect builds loyalty. --- #RespectAtWork #WorkCulture #Leadership #CareerGrowth #EmployeeEngagement #OrganizationalCulture #GrowthMindset #PeopleFirst

The Pay Rise Myth: Why Loyalty Rarely Pays in Today’s Workplace Let me share a truth I’ve seen in my 35+ years of professional life — and it stings: 👉🏼 Loyalty doesn’t always pay. 👉🏼 In fact, it often costs you. We’re taught: “Stick with one company. Work hard. They’ll take care of you.” But here’s the reality no one says out loud: The most loyal employees often get paid less than the ones who leave and return. I’ve watched brilliant, consistent professionals stay for 10–15 years… only to discover that newcomers were being hired at salaries much higher than theirs. Why? Because the market rewarded movement, not loyalty. And the damage is massive: 🔥 Long-term employees feel invisible and undervalued. 🔥 Trust in leadership collapses. 🔥 Companies lose their best people to frustration — not competitors. I lived this in my own career. Years of dedication and consistency gave me stability, yes — but not the growth my effort deserved. It was only when I stepped out of my comfort zone that I realized the truth: sometimes, the biggest raise comes when you walk out the door. Let’s stop sugarcoating it. Loyalty without recognition is exploitation. Stability without growth is a cage. ✨ The truth? A good leader values both newcomers and loyal employees. A weak one takes advantage of loyalty — until it’s gone. So tell me: 🔹 Have you ever felt punished for staying too long? 🔹 Did you see someone new walk in at a higher pay for the same work? 💔 It breaks people. But it can also wake them up. Because sometimes, the bravest thing you can do for your career… is stop waiting for someone else to value you — and start valuing yourself. — #RealTalk #CareerTruths #PayRiseMyth #WorkplaceWisdom #LeadershipTruths #CareerGrowth #DrNeetiKaushik #BreakTheMyth #NotJustAnotherPost

🔍 When companies struggle – and bonuses still flow 💰 
What’s going wrong? From my professional experience, I’ve seen companies fight for survival – while managers in the 2nd and 3rd levels hand out generous signing bonuses. 
Newly hired, with maybe 15 years of experience at most ( but in what?), yet already distributing 13% of the annual salary as a bonus? Two weeks later, employees are let go to fix the deficits these decisions caused. The reasoning:
❌ No results
❌ No progress
❌ Only costs
❌ “Can’t do anything, is nothing” – even though they didn’t cause the damage. Decisions like these are dangerous and can ruin a company overnight. A fixed cost block without any return. A budget gap that should never have existed. Responsibility for this lies with the manager – not the employees. 👉 In a real restructuring case, a “good speaker” like this wouldn’t survive 90 days – often not even 50. In this case, only facts count: performance instead of promises. And here’s the point:
Sometimes the smartest move is to step back for all – to protect jobs, to show unity across all levels, and to come back stronger later. This applies to companies as well as individuals: in savings, pensions, and in building flexibility early. Those who plan ahead gain freedom – and assets that remain with the family, not trapped in rigid systems. 💬 My question to CEOs and decision-makers:
Why do we allow bonuses for promises during tough times – instead of rewarding real results and shared responsibility? 📌 Bonuses without performance are not an incentive.
They are a structural error – at worst, a systemic expropriation of company value. It’s time for honesty.
Time to reconnect responsibility with real performance – across all levels.
Because if employees don’t count, neither does their manager in the 2nd or 3rd level. #Leadership #CEOs #CorporateGovernance #Restructuring #PerformanceOverPromises #Responsibility #Pension #Future #Don'tbeafraidtodiscussthings #Whichpersonwasthemoneystolenfrom