Reno Perry

I stopped asking “What’s the culture like?” in interviews.

I'd get generic, unhelpful answers each time.

I ask these instead:

1) What do new employees typically find surprising after they start?

2) Can you share a story where you supported an employee's personal or professional growth?

3) How does the company handle feedback from employees?

4) How are successes and milestones celebrated within the company?

5) What does your onboarding process look like?

6) How does the company ensure continuous learning and development for its employees?

7) What strategies does the company employ to ensure open and transparent communication at all levels?

8) Could you share an instance where the company's core values directly influenced a business decision?

9) How has the company changed since you joined?

10) What resources or books would you recommend to help me have a shared understanding with the people who work here?

♻ Reshare to help someone find a great work culture

The best workplace perk?

Doesn’t cost a dime.

The most fulfilling workplaces are those where you feel genuinely valued.

Being appreciated at work is NOT about:

• Having a cool office space
• Enjoying frequent happy hours
• Getting free snacks and drinks

Being appreciated at work is really about:

• Being recognized for your efforts
• Feeling your voice is heard
• Experiencing genuine respect

Want to find a job where you feel valued?

Here’s how:

1. Research Phase

↳ Explore the company's website, employee reviews, and social media for signs of employee recognition and appreciation.

↳ Connect with current or former employees on LinkedIn to learn about workplace culture.

2. Application and Interview Phase

↳ Ask targeted questions about how the company values and appreciates its employees, and observe the interviewer's response.

↳ If visiting the office, notice the atmosphere, employee interactions, and visual cues of recognition.

3. Follow-Up and Reflection

↳ Assess the communication quality post-interview and reflect on whether the company's actions align with their stated values.

Prioritize finding a workplace that truly values you.

You’ll be…

A lot happier.
More productive.
And find work more meaningful.

📌 P.S. Looking to work at a company that values you? I help professionals land fulfilling $200K-$500K roles with forward-thinking companies. DM me for info or go to the featured section in my profile to apply to work with me.

Wise words for anyone considering a change.

I took a pay cut to move into a new industry.

Going from consumer goods to tech.

12mo. later I made 3x the salary from my last job.

4 yrs later my earnings increased by 2x.

Worked for world-changing companies.

Met tons of smart, incredible friends, mentors, colleagues, & leaders along the way.

And learned new skills to help me start my own business and help so many others w/ their careers today.

It was a scary decision at first but it was an intelligent risk I thought was worth it and haven't looked back.

That was my choice but there are no “right“ career paths.

If you're thinking about a change or want to try something new, do what's best for you.

Just make sure you're running your own race.

Not someone else's.

🏃

5 questions to help you spot a good or bad boss in your next interview:

1) “Of all the people who’ve worked for you, how many have been promoted and how did you help them get there?“

This can reveal a lot about how they develop and support their people.

The best managers will have specific examples of how they did this.

______

2) “Can you share a time when an employee gave feedback on something that can be improved or changed?“

This can reveal how they accept and implement feedback (or not).

The best managers make people feel heard, understood, and respected when accepting feedback.

______

3) “How do you handle failure or mistakes within your team?“

This can shed light on their attitude towards failure and whether they use it as a learning opportunity or a reason to reprimand.

The best managers understand that mistakes are inevitable and use them as coachable moments.

______

4) “How do you maintain the balance between achieving results and caring for the wellbeing of your team?“

Understand their approach to managing pressure and stress within the team.

Great bosses will strive to achieve the set targets but not at the expense of the team's mental health or overall well-being.

______

5) “What kind of leadership development opportunities exist here?“

This isn't just for you, but it reveals how the company is investing in its leaders.

You'll likely have multiple managers at your company so this is good to know.

--

You're not just choosing a job, you're also choosing a boss.

Choose wisely.

p.s. - ♻ repost to help someone in your network find a great boss

“Cool office perks“ are dying.

Smart companies know where to spend their money.

Here's what I see top companies invest in:

↳ True flexibility (hybrid, remote, async work)
↳ AI upskilling programs for all levels
↳ Mental health & wellness support
↳ Comprehensive family care benefits
↳ Career development budgets
↳ Equity compensation at all levels
↳ Transparent pay scales
↳ Leadership coaching programs

Notice the pattern?

These aren't perks.
They're investments in human potential.

The payoff?
• 47% higher retention
• 3x employee satisfaction
• 2x productivity rates

Smart companies understand:
Happy hours create temporary joy.
Real investment creates lasting impact.

What meaningful investments have you seen at your company?

♻ Share this if it resonates with your experience.
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Friendly reminder: You don’t need to work at companies like Google, Apple, Amazon, etc. to have a successful & fulfilling career. Maybe it makes sense, maybe not. Too many (esp. younger people) tie their self-worth to getting a job at these companies when they shouldn’t.

Instead, seek out opportunities that make you a better professional, align w/ your values, and give you an opportunity to grow.

What else would you add?

The best career advice you’ll see here.

Being successful isn’t just what you know.

It’s how you show up.

1. Raise the energy of the room

Being a positive force is rare. Whether it's a meeting or a casual chat, your energy can uplift everyone. People remember how you make them feel.

2. Be enjoyable to work with

Skills are important, but so is being likable. Teamwork thrives on good relationships. People want to work with those they enjoy being around.

3. Keep your commitments

Reliability is also rare. When you say you'll do something, do it. Trust is built on consistency.

4. Lead regardless of title

Leadership isn't about a title. It's about action. Take initiative. Help others. Make decisions when needed. True leaders inspire and guide, no matter their position.

These skills might seem basic, but they're powerful career accelerators.

Few master all four.

Aim to be in the 1% who do.

And it will set you apart in your career.

♻️ Reshare to inspire others in your network.
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Shout out to my friend Dave Kline for this advice.
If you’re looking for 🔥 leadership advice, give him a follow too.

Growth often means knowing when to let go.

Don't let fear keep you in a role you've outgrown.

As you gain…

New skills
Experience
Clarity on your goals

Roles that once fit perfectly can start to feel restrictive.

That's not bad - it's a sign you're ready for new challenges.

Some thoughts on navigating career transitions:

↳ Regularly check in with yourself. Are you feeling challenged, valued, and fulfilled in your work? If not, explore what needs to change.

↳ Outgrowing a role doesn't mean you've failed. It means you've learned, grown, and are ready for new challenges.

↳ Don't let golden handcuffs (lucrative pay & benefits that keep you in a misaligned role) keep you stuck. Financial stability is important, but so is long-term career satisfaction and growth.

↳ Trust your gut. If a role or company feels misaligned, don't ignore that intuition. Dig deeper.

↳ Leave on good terms. Express gratitude, give proper notice, and support a smooth transition. Burning bridges rarely serves you in the long run.

Remember: As you grow and evolve, your work life will also grow and evolve.

---

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Leaving a job shouldn't turn someone into an enemy.

But it happens all the time.

Like a manager holding a grudge when someone leaves.

Clinging to an old model of corporate loyalty culture.

Employees should feel empowered to pursue opportunities that match their goals, skills and interests.

This may mean moving on.

Equally, employers should aim to leave things on good terms.

Past employees can be the best ambassadors for your company.

(or the opposite)

No one pledges lifelong loyalty anymore, nor do companies guarantee job security.

People moving on is a part of professional growth.

----

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📌 Need some help with the job search?
I'm doing group coaching starting next week. Sign up here and I'll send you more info: https://lnkd.in/eKuwc5Fh

I bombed most interviews when I started looking for jobs.

When I tried networking it felt like nobody ever responded.

The first website I made was so bad random people reached out about all the design issues and typos.

When I first started pitching clients I got nervous and rambled.

My first LinkedIn posts would barely crack 100 views.

Don’t be discouraged if you're not good at something.

Not being good is part of the process.

You learn by doing.

And every successful person you see had a Day 1.

You checked all the boxes.

Salary. Title. The LinkedIn headline.

But something still felt off.

We’ve outgrown the old definition of success.
(And it’s about time.)

After coaching hundreds of professionals into
roles they actually love, one thing is clear:

The most fulfilled people?

They’re still ambitious.

But they’re aiming differently.

Here’s what they prioritize now:

1. Flexibility
→ Control over your time = real freedom
→ Autonomy fuels performance
→ It’s not a perk. It’s a priority.

2. Purpose
→ Your work should mean something
→ Impact > image
→ Purpose keeps you going when it gets hard

3. Work you enjoy
→ Energy is a signal (follow it)
→ Dreading Mondays isn’t normal
→ The everyday matters more than the highlight reel

4. Time for life
→ What’s success worth if you can’t enjoy it?
→ Space creates clarity (and longevity)
→ Your home life deserves your best.
Not your leftovers.

You can still aim high.
But you have to aim smart.

Make sure the target fits your life.
Not someone else’s.

P.S. What does success mean to you?

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Culture drives everything.
 
The late Tony Hsieh (former CEO of Zappos) said it best.
 
Company culture gets talked about a lot.
But good culture is hard to come by.
 
10 hard realities about company culture:
(that needs to be talked about more)
 
1. Culture starts at the top - Leadership sets the tone for values, priorities, and acceptable behaviors that trickle down through the organization. Cultural transformations require their commitment.
 
2. There will always be some disconnect - Even with strong, aligned leaders, variances in departmental and regional cultures are inevitable with scale. Minor disconnects are normal.
 
3. It evolves over time - Company culture isn't static. As strategies shift, the team diversifies, and new leaders emerge, some aspects of culture will change.
 
4. It impacts the employee experience - From engagement to retention to performance, studies show culture is tied to the employee experience.
 
5. It's revealed in times of crisis - When major events or challenges arise, you witness the true character and cultural fabric of a company.
 
6. It's a competitive advantage - Promoting a culture focused on shared values and healthy behaviors can attract better talent and customers.
 
7. It has hard costs and returns - Toxic cultures drive turnover. Positive cultures drive efficiency, innovation, and growth. Both affect the bottom line.
 
8. Systems and policies are culture too - Formal processes, guidelines, and even office layouts reinforce aspects of your culture, for better or worse.
 
9. It's difficult to truly change - Shifting behaviors and mentalities at scale is extremely hard, slow work. Quick culture resets rarely stick.
 
10. It's impossible to perfect - Even the best cultures have opportunities for improvement. The journey is constant.
 
Building culture is tough work.
And a long-term job.
 
But it translates to happier, more productive employees.
 
And better business for everyone.
 
Which of the realities above can you relate to?
Let me know.
 
--
♻ If this resonates, repost to your network.
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And if you want to build your culture with the best talent, give Wiseful a try: https://www.wiseful.co

Don't let 'hustle culture' hijack your holidays.

It's ok to slow down.

So many people I know are exhausted trying to find a new job, handle their current job, get through school, etc.

The work will be there when you return and the world will be fine.

I promise.

♻ Reshare with others to help spread the word

Before you plan the next happy hour, here’s what
(actually) makes employees happy…

A lot of companies still don’t get it.

They obsess over perks people don’t care about:

❌ Swag bags
❌ Office trivia
❌ Happy hours
❌ Pizza parties

But ignore what actually matters to them.

Sure, happy hours can be fun.

But if you aren’t getting the basics right,
your best people won’t stay.

Instead, invest in what your team values:

✅ Flexibility that shows you respect their time
✅ Managers who support, not micromanage
✅ Being treated like people, not resources
✅ Feeling appreciated and supported
✅ Clear, honest communication
✅ Pay that reflects their value
✅ Work that feels meaningful
✅ Real opportunities to grow
✅ Psychological safety

Here’s the real truth...

Every high-performer I’ve coached says
the same thing:

The perks don’t matter if they don’t feel
valued, trusted, and empowered.

P.S. What else would you add to the list?

Reshare ♻️ to help someone in your network.
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Hiring good people is just the start.

Onboarding well is the key to keeping them.

The truth about weak onboarding:

↳ It costs you 2-3x more in the long run
↳ Creates unnecessary imposter syndrome
↳ Breeds preventable mistakes
↳ Kills momentum before it starts

What strong onboarding actually looks like:

1. Structured First 90 Days
• Clear milestones and wins
• Regular check-in rhythm
• Progressive responsibility increase

2. Support System That Works
• Dedicated mentor assignments
• Cross-team introductions
• “Stupid question“ channels

3. Resources Ready Day 1
• Updated documentation
• Tool access pre-configured
• Team processes explained

4. Learning Built Into The Schedule
• Protected learning blocks
• Practice environments
• Feedback loops

Stop expecting people to “figure it out.“
Start investing in their success.

The best companies know:
A slow start beats a false start.

What was your best (or worst) onboarding experience?

♻ Share if you believe in better onboarding

Careers paths look very different today.

What I thought a career would be at 21:

- Get promoted every year.
- Nice company car.
- Parking spot w/my name on it.
- Same company for 20+ years.
- Retire and get a plaque for all my years of service.

Enter the system. Wait my turn.

What it actually looks like:

- Multiple companies over a lifetime.
- Maybe working full-time w/ a side hustle.
- Joining companies that didn’t exist 5 yrs ago.
- Extended time-off to travel or care for family in between jobs.
- Different jobs & passion projects instead of doing the same thing the rest of your life.

Careers today are not always linear.

Could they be? Absolutely.

But if it zigs and zags that's ok too.

Keep doing you.

💪

What Shape Are Your Skills?

Forget fuzzy personality quizzes.

This one can shape your entire career trajectory.

After coaching 100s of professionals into their
dream roles, here’s what I’ve learned:

The way your skills are shaped...

➟ Your depth in some areas
➟ Your range in others
➟ How you focus and lead

...offers powerful insight.

Not into what you should do.
But into what’s already working.
And where you might want to grow next.

Here’s a framework that helps you see it more clearly:

T-Shaped

✅ Broad knowledge
✅ Deep expertise in one area
➡️ Great collaborator, but may hit a ceiling
without leadership depth

M-Shaped

✅ Multiple deep specialties
✅ Spans several disciplines
➡️ Built for systems thinking and leading in complexity

V-Shaped

✅ Deep core strength
✅ Adjacent versatility
➡️ Ideal for pivots and stepping into new challenges

E-Shaped

✅ Creativity + collaboration + communication
✅ Grounded in execution
➡️ Perfect in client-facing and creative roles,
but can plateau without strategic growth

I-Shaped

✅ Deep focus in one area
✅ Specialist status
➡️ Highly trusted (often overlooked for leadership)

X-Shaped

✅ Strategic range
✅ Deep domain + leadership strength
➡️ Think executive-level impact. Rare. In demand.

No shape is better.
But some shapes move faster,
depending on where you want to go.

The key?

Grow into your next shape with purpose. Not by accident.

So…
What shape are you today?
What shape are you stretching into?

👇 Let me know in the comments.
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It’s not the smartest people who get promoted.

It’s the ones who make work easier for everyone else.

The ones who:

➟ Remove friction
➟ Solve problems fast
➟ Don’t need to be chased

1. Get Sh*t Done (Without Being Asked)
↳ Spot the gap. Solve the problem. Don’t wait.

2. Make Your Impact Visible (Without Bragging)
↳ Share progress. Show results. Stay top of mind.

3. Know What Matters (And What Can Wait)
↳ Prioritize what moves the needle. Drop the rest.

4. Be Easy to Work With (No Drama, No Hand-Holding)
↳ Anticipate needs. Share early.
Make others’ jobs smoother.

5. Ask for Feedback (Then Actually Use It)
↳ Listen well. Apply fast. Keep improving.

6. Communicate Clearly (So Work Gets Done Right)
↳ Say what matters. Avoid confusion.
Keep momentum going.

7. Be the One People Trust (To Deliver, Every Time)
↳ Be dependable. Stay ready. Become the go-to.

None of these require a title change.

Just a shift in how you show up.

Which one’s already your strength?
Drop your answer in the comments below 👇

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If you're ever having a bad day, it doesn't have to end that way.

💪

#ifyouhadabadday

Want to see what a company really values?

Watch who gets promoted. (And who doesn’t.)

Every promotion creates a ripple.

It moves through culture, morale, and trust.

Promoting the wrong person hurts more than 
most leaders realize:

1/ It sends the wrong message 
↳ When politics drive promotions, the team 
learns what really counts.

2/ It erodes trust 
↳ Promote someone with bad habits? 
Good people will start to drift.

3/ It plants seeds of future pain 
↳ Bad managers hurt morale today, and 
standards tomorrow.

Want to avoid the fallout?

Here’s what high-performing companies do differently:

✔ Reward leadership, not just results 
↳ Crushing metrics but burning bridges isn't leadership.

✔ Gather 360 feedback 
↳ Third parties often notice what a resume leaves out.

✔ Make expectations visible
↳ If collaboration, humility, and growth matter, show it.

✔ Course-correct early 
↳ Fix a bad promotion before the cost grows.

Promotions don’t just signal success. 
They shape the culture you’re building.

So treat each one like a message to your entire team.

Because it is.

Reshare ♻️ to help someone in your network.
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Want to perform at the highest level?

It doesn’t start with a 5-year plan.

Or a lightning-bolt moment of clarity.

It starts on a random Tuesday.

In between back-to-back meetings.

With one quiet decision:

To do something different…today.

Because real change?

It’s not loud.
It’s not perfect.
It’s just consistent.

It comes from small, repeatable habits that:

✔️ Sharpen your focus
✔️ Boost your momentum
✔️ Make you unrecognizable (in the best way)

Here are 12 micro-habits top performers live by:

↳ You're always learning even when no one’s watching.
↳ You don’t wait for the perfect moment. You just start.
↳ Your calendar reflects your priorities, not obligations.
↳ You get feedback before something goes off track.
↳ You finish the small stuff before it becomes big.
↳ You're focused when everyone else is reacting.
↳ You recognize progress, even when it’s quiet.
↳ You leave meetings with clarity, not confusion.
↳ You end the day clear-headed, not drained.
↳ You build in breathing room (and protect it).
↳ You handle setbacks without spiraling.
↳ You move fast without rushing.

Want to show up like this consistently?

Ask yourself these 5 questions each week:

1. What will I learn this week on purpose?

2. Am I delaying action in the name of perfection?

3. What habit makes the day feel most like mine?

4. Who’s giving me real feedback, not just approval?

5. What would shift with 90 minutes of daily deep work?

The next level isn’t louder. It’s smarter.

And it comes from doing the right things, on repeat.

♻️ Repost to help someone in your network.
👤 Follow me for more actionable career advice.

Highly intelligent professionals don’t tell you they’re smart.

You feel it within minutes.

It’s not the degrees.
Not the fancy words.

It’s how they think, lead, and solve problems.
Quietly and effectively.

Want to be seen as one?

Start with these 17 small moves that get noticed for
all the right reasons:

1. Share what your team needs before they ask.
2. Make people better just by working with you.
3. Focus on what drives results. Nothing else.
4. Ask sharper questions. Skip the ramble.
5. Explain it like a human, not a manual.
6. If the meeting’s pointless, decline.
7. Cut busywork. Defend your time.
8. Ditch what’s not working…fast.
9. Deliver. No nudging required.
10. Mentor the people others miss.
11. Listen longer than is comfortable.
12. Say no without the over-explaining.
13. Spot problems. Solve them. Don’t wait.
14. Earn trust by doing what you said you would do.
15. Give feedback that people can actually use.
16. Track your wins. Share them without the fluff.
17. Stay curious, especially when you're the expert.

Highly intelligent professionals don’t need 
to prove themselves.

They build trust in how they think, how they work, 
and how they show up.

That’s what gets remembered.

Reshare ♻️ to help someone in your network.
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I thought hard work (and doing well) was enough.

I was wrong.

Here are 6 strategies that actually drive career advancement:

1. Be Strategically Visible

- Document your wins
- Build relationships with leaders
- Volunteer for high-impact projects

2. Lead Without the Title

- Solve team challenges
- Mentor colleagues
- Propose solutions proactively

3. Focus on Real Impact

- Target needle-moving problems
- Quantify results (e.g. $250K saved)
- Align what you do with company/team goals

4. Build Door-Opening Relationships

- Connect with key leaders
- Find strong mentors
- Be an ally to others

5. Create Your Own Opportunities

- Identify organizational gaps
- Take stretch assignments
- Pitch ideas to leadership

6. Make Your Manager's Life Easier

- Understand their objectives
- Prevent problems from escalating
- Take ownership without asking

(Remember: Your manager is your biggest advocate for a promotion)

Promotions aren’t just about working hard.

They’re about working smart and making sure your contributions are seen and valued.

Repost 🔁 to help others advance their careers.
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