Future Job Security

Employee retention is not about bean bags or pizza Fridays. 🍕 It’s about how people feel at work. In 2025, with all the uncertainty—layoffs, AI replacing jobs, and pressure to do more with less—people don’t stay because of perks. They stay because they feel respected, trusted, and valued. As HR professionals and leaders, here’s what really helps people stick around: ✅ Give them real chances to grow—upskilling, promotions, meaningful projects ✅ Communicate with honesty—especially during changes ✅ Show up as a human, not just a manager—listen, guide, support ✅ Don’t just talk about work-life balance—make it possible ✅ Recognize the effort, not just the result—both matter ✅ Be consistent and fair—favorites destroy trust ✅ Create a culture where belonging is real—not just on a poster ✅ Protect their mental space—cut the unnecessary pressure ✅ Stand by your team—especially during tough times People leave bad environments, not bad jobs. And they stay where they are seen, heard, and supported. Retention doesn’t need to be expensive—it needs to be empathetic. What’s one small action that helps your team feel valued? #employeeretention #leadership #workculture #HR #peopleFirst #workplacewellbeing #bestadvice #careers

𝐘𝐞𝐬𝐭𝐞𝐫𝐝𝐚𝐲 𝐦𝐲 𝐜𝐨𝐮𝐬𝐢𝐧 𝐭𝐞𝐱𝐭𝐞𝐝 𝐦𝐞: “𝐍𝐞𝐡𝐚, 𝐈 𝐠𝐨𝐭 𝟑 𝐨𝐟𝐟𝐞𝐫𝐬… 𝐛𝐮𝐭 𝐬𝐭𝐢𝐥𝐥 𝐰𝐚𝐢𝐭𝐢𝐧𝐠 𝐟𝐨𝐫 𝐭𝐡𝐚𝐭 𝐨𝐧𝐞 𝐨𝐟𝐟𝐞𝐫!” That “𝐨𝐧𝐞 𝐨𝐟𝐟𝐞𝐫” was from an MNC. It made me wonder - why do freshers chase MNCs first when startups can shape their early career much better? 𝐄𝐱𝐩𝐨𝐬𝐮𝐫𝐞: In my first year at a startup, I wasn’t just doing HR. I was also sitting in marketing calls, drafting sales pitches, even helping with ops. That’s how you discover what you’re really good at. 𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐬: I’ve seen interns pitch directly to Blinkit’s senior managers - and close the deal. In startups, hierarchy is flat, so you end up talking to CXOs and leaders much earlier than you would in an MNC. 𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐂𝐮𝐥𝐭𝐮𝐫𝐞: While my friends were counting “casual leaves,” I was working out of cafés and brainstorming campaigns at midnight. Startups may not have fancy offices, but the trust and freedom are unmatched. 𝐁𝐞𝐢𝐧𝐠 𝐚 𝐕𝐚𝐥𝐮𝐚𝐛𝐥𝐞 𝐀𝐬𝐬𝐞𝐭: In a team of 15, your absence is felt instantly. Founders often go the extra mile to retain even freshers because every contribution truly matters. MNCs bring stability and bigger cheques. But if you want ownership, fast learning, and growth in your 20s, startups are the real action zone. So tell me - what would you pick first: a startup or an MNC? 🚀 #CareerGrowth #Startups #Freshers #EarlyCareer #LearningCurve #MNCvsStartup #WorkCulture

If I was desperate for a job, I wouldn’t waste time applying on job portals. Instead, I’d focus on positioning myself where there’s less competition and a real eagerness to hire. Where’s that? Freshly funded startups. Here’s my step-by-step plan, and why it works: Why It Works: Startups move fast – They don’t have the luxury of drawn-out hiring processes. [A] They need talent now – Many freshly funded startups have urgent hiring needs as they try to scale quickly after receiving investment. [b] Less competition – Fewer people apply directly to startups, especially if you catch them early. [3] Flexible for hustlers - Many startups are hiring for multiple roles, and they’re more open to taking chances on people who can help them grow fast. It’s a much better strategy than waiting for a response in your inbox! [1] Find Freshly Funded Startups Check out media sources like YourStory's weekly funding reports, TechCrunch, or Crunchbase. These startups have just received funding and are often eager to grow their teams quickly. [2] Do Your Research Take time to understand the industry the startup is in, the problems they’re trying to solve, and where they’re headed. This way, you can position yourself as someone who “gets” what they’re about. [3] Create Your Unique Selling Point (USP) Based on your research, figure out how your skills fit into their growth. Make your pitch tailored to their specific needs, so they see you as someone who can add immediate value. [4] Network on LinkedIn Start connecting with key people at the startup, such as recruiters, hiring managers, and team leads. Personalize your connection requests, mentioning why you’re interested in their company. [5] Pitch Yourself Once you've made those connections and done your research, pitch yourself directly. Explain why you're excited about the company, how your skills can help them solve specific challenges, and why you're a great fit for their current phase of growth. Do this if you are are struggling to get a job!

It’s time to advance the AI debate beyond binary, zero sum analyses and take lessons - and encouragement - from the emergence of a flexible, capable, AI-savvy workforce segment in real time: freelancers. A recent The New York Times article explores a growing question in the age of AI: Are junior roles most at risk of automation, or are experienced, high-paid employees more vulnerable, especially if they’re slow to adopt new tools? The answer has big implications for how companies build teams. On Upwork, we’re seeing an alternative future emerge: companies hiring at an increased clip — specifically expanding their hiring of AI-capable freelance talent to supplement existing FTE teams and turbocharge their business evolution for the AI era. Freelancers represent a growing segment of the labor force (already more than a third of US knowledge workers) — and are disproportionately AI-savvy. There were a quarter of a million of these AI expert freelancers earning on our platform in the last year alone - and they represent an important talent pool that is supplementing traditional employment with more flexible talent models. In sum: companies’ AI strategies are not simply trading off employees for AI — they are creating net new hiring opportunities that cater to a different, more flexible, and AI-educated population. These freelancers are using their AI expertise to help companies move faster and adapt smarter. According to our research, 88% of freelancers say AI has positively impacted their careers. They’re combining human expertise with AI tools to deliver value where it’s needed most. And business demand reflects this shift. In the first quarter of 2025, AI-related work on our platform grew 25% year over year, with growth not only in technical roles like AI development but also in non-technical areas like design, project management, and corporate law. These freelancers are not only in demand—they’re earning a premium for their skills. Our discourse needs to move beyond choosing between junior or senior talent or debating who’s most at risk. We are seeing the emergence of a more adaptive and resilient workforce in real time. Freelancers are modeling that future—AI-enabled, flexible, and built for what’s next. Check out the links to the New York Times article and Upwork research in comments. #FutureOfWork #Freelancers #AI #WorkforceTransformation #UpworkResearch

10 Industries That Will Grow with India’s Semiconductor Rise 1. Automotive & Electric Vehicles (EVs) Modern cars use 1,000–1,500 chips, while EVs require even more for battery management, sensors, and inverters. India’s EV market is projected to reach $110 billion by 2030, and local semiconductor supply will cut costs and ensure security of supply. 2. Telecommunications & 5G Infrastructure 5G base stations, routers, and optical fiber systems are highly semiconductor-dependent. With India investing over $30 billion in 5G rollouts and digital infrastructure, chips for networking and edge computing will see a sharp rise in demand. 3. Consumer Electronics India imports over $65 billion worth of electronics annually, most of which depend on semiconductors. A domestic fab ecosystem will enable local smartphone, laptop, and smart TV production, reducing import dependence while fueling exports. 4. IoT, Smart Devices & Smart Cities By 2030, India will have an estimated 2 billion IoT devices across homes, industries, and cities. Every sensor, meter, and controller needs chips, making IoT one of the fastest-growing adjacent industries. 5. Defense, Aerospace & Security Strategic sectors like radar, avionics, secure communications, and satellites depend on chips that India currently imports. Indigenous semiconductor production ensures national security and self-reliance, reducing vulnerability in defense supply chains. 6. Healthcare & Medical Devices The Indian medical device market is expected to reach $50 billion by 2030. From MRI machines to wearable health monitors, semiconductors power diagnostics and telemedicine, enabling local innovation and affordable healthcare technology. 7. Research, Design & IP Development India already contributes to 20% of global chip design talent. As fabs come up, demand for design services, EDA tools, and IP cores will expand, creating high-value engineering jobs and positioning India as a design-to-silicon hub. 8. Equipment, Materials & Chemicals Semiconductor fabs require ultrapure gases, specialty chemicals, photoresists, and cleanroom systems. The global semiconductor materials market is $60+ billion, and India can capture a share by localizing consumables and equipment manufacturing. 9. Power & Renewable Energy Systems Solar inverters, wind turbines, and smart grids need high-efficiency power semiconductors like SiC and GaN. India’s renewable energy capacity target of 500 GW by 2030 will fuel demand for these devices, linking energy growth with chips. 10. Software, Embedded Systems & AI As chips evolve, demand for embedded firmware, real-time OS, and AI accelerators will rise. India’s software industry—already $250+ billion—will integrate more tightly with semiconductor hardware, especially in edge AI, robotics, and cybersecurity. What will you add to the list? ~~~~~~ If you are looking to invest in semiconductors and need expert consulting, drop us a DM.

Starting your career at a startup can be a massive career accelerator. Problem is, starting it at the wrong one can be a career hindrance. Of course, I'm not saying you need to pick a future billion dollar company when they are just starting out. Not even the best investors in the world can do that 100% of the time. But many of the best startups have similar characteristics, and even if they don't become that unicorn you are hoping for, they can still be a great starting point for your career. So, how should you choose? Here's how I think about it: 1. Talent brand — are the people at the company exceptional? If so, even if the startup doesn't work out, that network and brand will still be valuable. 2. Strong leadership — are the leaders at the company people you trust? Are they deeply committed? Do they have a pattern of success in their career? Are they people you are excited to learn from? Btw, just because they have a fancy company on their resume does not mean this box is checked. 3. Stage — pre-revenue, pre-PMF, and post-PMF companies are all very different. Be mindful of the trade-offs and take stage risk when you are passionate about the product and the team is exceptional. 4. Intensity & pace — does the company move quickly, not just for speed's sake, but because they know that is the best way for them to be successful? Btw, that doesn't mean they have to work 24/7 (although some startups do), but they should move with urgency and have a healthy paranoia. 5. Team size & ownership — companies with <30 employees are more chaotic, but that also means there's more opportunity to have an outsized impact and thus end up with outsized ownership. 6. Financial health — is the company well-funded or are employees being paid in IOUs? Of course, raising venture capital does not solve all problems, but you don't want to be stressed that the company is always about to die. Historically, when college students would reach out to me about finding great companies to start their career at, I would always refer them to the Breakout List and Wealthfront's Top Companies List. Unfortunately, both went away in the past few years. Glad to see Tyler launch his new "Exceptional Startups List" today: https://lnkd.in/gMc_PWDc Check it out. Would imagine many of these companies are hiring. #startups

US Sectors: Growth vs. Valuations The US equity market leads the world. But the real story is in the sectors. Here’s what you need to know: 1. InfoTech: The AI Boom AI is driving massive growth. The sector has the highest growth expectations over the next three years. But valuations are at record highs. Will this momentum last? Or is a correction coming? 2. Healthcare: Balanced Growth Healthcare stands out for its balance. Growth expectations are strong. Valuations are reasonable. It’s a solid pick for steady, defensive returns. 3. Financials: Policy-Driven Upside Financials benefit from favorable policies. Banks are enjoying structural tailwinds like credit growth. Valuations are high, but the sector has momentum. 4. Energy: Undervalued Opportunity Energy looks cheap. Valuations are low. Expectations are modest. But this sets the stage for surprises if demand improves. 5. Hidden Gems Communication Services: Growth in streaming and connectivity. Industrials: Positioned for gains from infrastructure spending and supply chain shifts. Key Takeaways Valuations are high, but growth expectations are pulling them up. Sectors like InfoTech and Healthcare lead the pack. Energy and Industrials could surprise with undervalued potential. Now’s the time to dig deeper. Which sectors do you think are most promising? #Investing #Markets #Growth #AI #Energy #Finance #Healthcare #Industrials #Communication

After joining three Town Halls this week, talking to the incredible teams of Gina Mastantuono, Russ Elmer, and Jon Sigler, I’m reminded that top tech talent has more options than ever. To compete, companies need to rethink retention - because a salary alone won’t cut it. The most compelling organizations understand that a few things are key: First, purpose drives performance. Engineers and developers don’t just want to write code - they want to solve meaningful problems in a culture that invites fresh thinking. Whether it’s streamlining emergency response systems or simplifying global HR operations, connecting their work to real-world impact is what keeps people engaged for the long haul. Second, continuous growth is non-negotiable. The best technologists are lifelong learners who crave new challenges (sound familiar?). Upskilling in AI, rotating into stretch roles, or leading cross-functional projects - these opportunities create momentum. Stagnation, on the other hand, is the fastest way to lose your brightest minds. But perhaps most critical? Fostering a culture where innovation thrives. Flexibility matters, but so does psychological safety. The most dynamic teams operate in environments where experimentation is encouraged, failing fast is treated as learning, and ownership is rewarded. When people feel trusted to push boundaries, they’re far more likely to invest their talent - and their future - in your organization. Here’s the truth: Retention isn’t about ping-pong tables or signing bonuses. It’s about building an ecosystem where top performers choose to stay - and grow. At ServiceNow, I’m proud to say we see this play out every day. What’s YOUR secret to keeping great talent? Share your thoughts below. #TechTalent #Leadership #EmployeeExperience

“Degrees alone won’t protect your career anymore.” That sounds dramatic — but the data agrees. According to the Future of Jobs Report by the World Economic Forum, about 44% of the skills people use at work today will change by 2027. That means nearly half of what makes someone employable right now will look different in just a few years. Meanwhile, insights from LinkedIn show hiring demand for AI, data, and analytics skills growing significantly faster than general job growth. And McKinsey & Company projects that AI could add trillions to the global economy and reshape dozens of professions. This isn’t hype. It’s structural change. Traditionally: 🎓 Get a degree ➡️ Get a job But now: 🎓 Get a foundation ➡️ Build skills that employers actually use What the market wants today isn’t just certification… It’s application + relevance. That’s why programs focused on data, AI, analytics, and real projects are getting attention — not because of branding alone, but because they help you speak the language of today’s jobs. Here are two options many serious learners are exploring: 👉 Certification in Data Science & Artificial Intelligence — E&ICT, IIT Roorkee Live online + portfolio projects + placement support 🔗 https://lnkd.in/gXKzzMZD 👉 Business Analytics & AI Program — IIM Ranchi Live online + industry networking + placement partners 🔗 https://lnkd.in/gSYyAQjJ What they actually bring you (not just a certificate): ✅ Structured learning (no random tutorials) ✅ Real data projects you can showcase ✅ Interaction with experienced faculty ✅ Placement support with hiring partners Important: These aren’t direct admissions. There is a simple aptitude-based entrance test (₹99) and seats are limited. 2026 rewards adaptability, not just degree names. Don’t just upgrade your resume. Upgrade your capability. 🚀

If CEO, would you choose a hybrid model or four-day workweek? Why? Do you agree hybrid models aren’t generally well planned and executed? Would a four-day workweek typically not offer hybrid flexibility? The comparison is misleading about what these two models require. BOTH the Four-Day Workweek AND Flexible Hybrid models: - involve a mindset shift and thoughtful transformation process. - need leaders to define goals and metrics carefully. - depend on trust-based relationships and clear communication. - discover HOW each person and team work best. - design workflows for individual and group tasks and roles. - include learning asynchronous methods to improve meeting management. - require testing and iterating to tweak and optimize. -incorporate flexible working principles. These two frameworks overlap extensively. They do not differ in the thought, definition, design, planning, and iterations needed to execute and evolve them properly. Both models enable organizations to up-level working practices to adjust for current digitalized business demands. A four-day workweek optimally uses ALL levers to ensure every worker can perform their best work, including taking advantage of offsite work options. The objective of flexible hybrid is to improve performance overall where ONE of the many levers is location. Many flexible hybrid models have evolved from pandemic and early post-pandemic policies, emerging through incremental adjustments. If policies have changed frequently, a lack of trust between employer and employees may be undermining beneficial communication and cooperation. Insufficient emphasis on performance (over presence) frequently hurts successful execution as well. Over the summer, consider a strategic step back and update to your company’s fixed or flexible hybrid model supported by data/research, a carefully designed plan, well-framed trials and rollouts, and ongoing iterations to refine and optimize how everyone works. #hybridwork #hybrid #futureofwork #newwaysofworking #leadership #trust #empathy #planning #design #flexibility #flexibleworking #fourdayworkweek #4dayworkweek #workplaceflexibility