The Changing World of Employee Rewards and Recognition

Motivating Employees to Work at Their Full Potential is the premise of Successful Management. -Eraldo Banovac

Motivation is important, and the best form of motivation that one can receive is Appreciation and Acknowledgment.

Recognizing an employees efforts and rewarding them appropriately is the key to a happy workplace. Many organizations today fail to acknowledge that their most valuable asset is their employees.

When an employee works tirelessly on a daily basis, it is appreciation and rewards that fuel his efforts and keep him moving forward. A well-motivated employee contributes to increased productivity with his high-quality deliverables.

Significance of employee rewards and recognition

Everyone wants to feel valued, recognised and acknowledged for all the contributions they make through their life.

As rightly said by Ben Eubanks, Principal Analyst of Lighthouse Research and Advisory, ?A positive corporate culture motivates employees by offering career advancement combined with recognition.?

It takes a significant amount of time and money to find new talent and train them for a specific job. Failure to acknowledge and incentivize their contributions to the company makes them feel undervalued, which leads to increased employees quitting over time.

53% of the people said that they would stay longer at their company if they felt more appreciation from their boss.

Rewards and recognition help retain the top talent in the organization. 

How rewards differ from recognition?

Though used interchangeably, rewards and recognition do not mean the same.

Rewards are monetary or monetary related benefits that are tangible in nature. Rewards are used to attract and retain the talented employees in a company.

Recognition is more of an emotional event that is intangible in nature. Recognition helps build an emotional connect between the employees and the employer. It further helps in empowering the employees by taking pride in their job.

According to Deloitte, there is a 14% increase in employment engagement, productivity and performance on recognition.

Recognizing employee at least once per week is best for employee recognition according to another survey of employees.

What works in today?s organizations?

Appreciating an employee by gifting them a plaque or giving them a handshake used to work in the past, but it no longer does in todays work environment. The present Gen Y employees are unique so what works for one may appear to be obsolete for another.

According to Forbes, the millennials value experiences over owning things.

A peer-to-peer recognition program using the right platform would make the world of difference for such a crowd. The platform is a company network that all employees have access to. Being recognized not only by the leader, but also by ones peers, helps to boost employee morale.

Gamification is applying game playing to encouraging the employees to achieve their goals. Gamification is another excellent method of employee recognition that has been shown to benefit both employees and employers. It gives employees an attainable goal, which keeps them engaged in the learning environment.

Survey has shown more that 88% of employees were happy after the introduction of gamification strategies.

Wishing your employee, a happy birthday, recognizing punctuality, appreciating creativity and celebrating employee milestones are other ways of recognizing. Some of the rewards like vacation incentives, free tickets for events, personalized rewards, lifestyle rewards are also being actively used by employers now a days.


To maintain a great workplace culture, it is very important to constantly recognize and reward employees to maintain high productivity and high employee morale.  As said by training guru Dale Carnegie ?People work for money but go the extra mile for recognition, praise, and rewards.?

Innovative Approach to Reduce The Great Resignation Trend:The Rewards and Recognition Strategy

In a changing world, organizations are driving hard towards making the workplace culture better to their employees by recognizing superior benefits and schemes to keep them intact with the company. Amid this, the resignation rates are heating up, signalling to a new culture called the "great resignation". Not that it is a single business that is being hit with this trend; it covers a wide variety of industries, especially in the high-tech and healthcare industries and also with employees having different level of experiences.

Let us go back and check the reasons that drive an employee to leave an organization:

  • Voluntary turnover (like job/career advancement, pregnancy, education and others)
  • Dissatisfied with the work
  • Work culture or unsatisfied relationship with colleagues
  • Better alternatives

These reasons look customary. However the trend data for 2021 shows that mid-career workers and managers are most likely employee sectors whose resignation rates are increasing. So how are businesses managing to retain their employees to make them work for the organizations ? a million dollar question!

Rewards and recognitions that benefits employees

Bringing smile on employee face is a hardcore affair for the organisation. As is known, being respected and valued makes them feel happy. Happy employees work towards the betterment by being more creative. By spreading good vibes among themselves and across teams the productivity jumps several fold. This might not only happen by providing them a good pay but also by giving them challenging work that truly value their contributions.

On the other side of the coin lies the biggest task. Not acknowledging a person?s inherent values will become costly affair for an employer especially when an employee is thinking of leaving the job. Appreciation is the least thing an employee expects when they have done an exceptional work. Likewise providing recognition in the form of positive feedback on their performance also matters equally. A study by CareerBuilder found that 50% of employees would stay if they are rewarded tangibly.

Rewards, recognition, employee benefits, appreciation and recognition are interlinked. All these put together by the manager yields to the betterment of the organisation. Following are the ways to improve employee recognition:

  1. Formal recognition: It is without doubt that every employee expects rewards once the given task is dutifully completed either by hard work or by smart work. Rewards are intended to motivate employees to perform effectively and efficiently towards achieving organizational goals. Subsequently, motivation is the partnership approach linking between management and employees. Reward distribution maybe done by means of compensations and bonus along with the appraisal.
  2. Group and individual impact: To complete a given task, group decision will be more efficient because they almost always outperform an individual. Whereas an individual efforts can be seen assuming personal responsibilities to achieve outcomes. In both the cases employee will be judged for the amount of work satisfaction to provide recognition.
  3. Appreciation: 40% of employees who feel they are not meaningfully recognized will turn back with their responsibilities. This can be avoided only in the form of appreciation. An employer can appreciate an employee who is an effective contributor for the given task, by honouring them through awards like star performer award or by providing retention bonus.

Bottom line

Unassumingly employees urge for some kind of benefits that gives thrust to work for the employer, stay focused with the job given to them and remain in the same organization. The benefits maybe provided in the form of rewards, bonus, hike in the salary or maybe promotions. When these benefits are in-line with the employee needs, then the employer can be rest assured that the ?great resignation? drift which is happening in the recent past will not bother them anymore.

Telltale Signs an Employee is looking for Jumping Ship and How to Retain Them

48 percent of employees are actively looking to make a change.

Employee churn or turnover is costly for any business. The tangible and intangible effects aren?t just detrimental, they are long lasting too.

The swift change or shift during the pandemic had an effect on shift in priorities. It even impacted the morale of the fellow employees.

Businesses spend lot of time, energy, and money to attract and hire right people. It pays price to replace a new employee. According to a study, the average cost to hire an employee is over $4,129 and the timeframe to replace a quit employee is around 42 to 52 days.

To practically retain an employee, start by looking for patterns among how people quit. Below are five key factors that give a sign that an employee is likely to quit the job.

  • Taking more time off than usual
  • Fall in productivity
  • Changes in dressing sense
  • Decreased work engagement
  • Increased activity on social media especially LinkedIn

If all the above signs are noticed in an employee, then it is likely that they have made their mind to quit the job. Nevertheless, if these signs are caught up earlier enough, manager might be able to do something to retain them. If they are valuable employees, talking to them will be more effective.

Also, from an employer point of view, workplace culture and managers or senior leaders? interactions also plays a major role for an employee to think of leaving the job.

How to motivate employees?

Employee retention and engagement is the second biggest human capital challenge the employers face; first being the leadership gaps.

One of the decisive facets of companies is building strong relationships with its employees. For businesses to sustain, companies must invest in nurturing and prioritising employee experience.

Getting feedback on improvement areas from employees can analyse what made an employee to go in search of new opportunities. This can potentially help identify the areas of improvement as well as ideas to retain the employee.

In addition, team motivation helps in employee retention. Following are few tips to help motive the employees.

  1. Providing goals are always challenging. Set realistic ones.
  2. Creating communication opportunities with disengaged employees.
  3. Managing to win the trust of the employees.
  4. Appreciating the hard work of employees by felicitating the good work with rewards and recognitions.
  5. Giving constructive feedback.
  6. Coming up with virtual or in-person team building activities.
  7. Creating a psychologically safe work culture.

How to retain employees?

The process of retaining an employee requires creating an atmosphere that facilitates them to thrive.

Open communication between the management and the employees boosts relationships. It allows employees to share their viewpoints at ease.

Respecting employees? talents, finances as well as skills ensures they do not leave the job. Being an empathetic and nurturing leader so that the employees fulfil the given tasks, gives the perception of a comfortable environment.

Positive mindset directly impacts the employees. Positive workplace culture that comprises beliefs, values, attitudes, and employee traits shifts the focus on personal development of any employee, while retaining them with company.


It is always a plus point to retain employees. Numerous vital circumstances may provoke employees to leave the company. It becomes fundamental to understand what those circumstances are, and know how to moderate them. Perhaps the convincible way to keep hold on an employee is to create a well-organized and comfortable atmosphere where employees can work efficiently and effectively for a long-term.


As per Statista, 89% of employees indicated in a 2019 study that they would likely be more productive and achieve more remarkable outcomes if their job were more game-like.

155% Growth in Performance.

75% Reduction in Employee Turnover.

56% Fewer Absences.

These are just a handful of the benefits of high employee engagement obtained by gamification, according to Gartner. Although the benefits are obvious, less than half of CEOs are aware of how to enhance it.

Just imagine conducting a weekly hour-long Trivia Tuesday to test staff on the companys core principles and mission statement. Employees that are the most engaging could be eligible to win rewards!

If this seems like the sort of fun your employees crave, you must read on to learn why you should seriously explore gamification throughout the workplace.

Why Does Gamification Work in the Workplace?

As per this Medium Blog, gamification increases employee productivity by 90%, and 72% of individuals feel that gamification motivates them to work more. Furthermore, this study shows that employing game-based incentives may increase engagement by 48%!

The statistics speak for themselves. Gamification, when done correctly, has been shown to increase employee productivity and engagement. So how exactly can gamification increase employee engagement in the workplace?

To be honest, it all comes down to fundamental human psychology. When was the last time you won a trophy in a school-sponsored national athletic event? Are you able to recall how energized you felt? Naturally, infusing some enjoyment into any activity is going to be stimulating. And this is something that can simply be used by your staff members in order to increase employee engagement.

Motivated and engaged employees result in more productive work that contributes to your businesss success. Doesnt that seem like simple mathematics?

To be truthful, it is not that straightforward. Forbes study states that "Successfully using gamification in the workplace requires tapping into a superpower that many executives and internal communications experts overlook."

According to Gabe Zichermann, a gamification specialist, "People may be driven by the prospect of receiving a gift card, but what truly motivates them is recognition and prestige."

Once you understand what motivates your employees, you can design incentive compensation programs that will excite and encourage them to improve their work performance.

When Is Gamification Most Effective?

Obviously, gamification can be used in nearly any circumstance where outputs can be easily measured?to track connections, complaints, performance, or efficiency. However, in our opinion, there are two other critical areas where gamification may benefit your business: Training and Mobility.

In terms of training, businesses have the opportunity to go beyond required?and sometimes tedious?webinars to more engaging approaches that reinforce rules and culture on a daily basis. Employees can be kept on their toes with pop quizzes. Teammates can be paid for adhering to workplace policies, which emphasizes the importance of such policies.

The second area where we see significant room for gamification is the increasing mobility culture. Since many supervisors no longer have a direct line of communication with employees in an office setting, gamification enables managers to effortlessly track, communicate, and reward teammates regardless of their location. Employees?and their objectives?will no longer be out of sight with the managers.

To Sum Up

The key to successfully implementing gamification inside the workplace is to first understand why youre doing it. Also, pay attention to your employees specific requirements and inclinations so that you can develop the appropriate reward schemes to incorporate into your gamification process.

When appropriately implemented, gamification has the potential to significantly improve workplace culture and employee engagement. The trick is to begin with modest goals and gradually increase them. What are your thoughts on this?

Why do we need HR Analytics for Employee Engagement?

The last few years have changed the employee-work relationship. By 2025, 75% of the global workplace will be occupied by millennials and they want to find companies irresistible. Retention and engagement seem to be a worry for employers. 

Fortune 500 Companies spend nearly 50-60% on labor and turnover which cost them USD 1 trillion a year. Replacing one employee alone can cost one-half to two times that employee?s annual salary.

Companies cannot afford to lose their employees, specifically, talent to competitors. 

In April 2020, Microsoft CEO Satya Nadella said that the pandemic has seen two fields pick

 up speed to reshape HR and the future of the workplace: Employee Engagement and People Analytics

What is Employee Engagement?

Employee Engagement is a concept in HR that defines an employee?s drive and enthusiasm to work in a company. Engaged employees do not work in a company just for monetary gains.

Engagement can be critical to foster job satisfaction and productivity amongst employees and ultimately improves the company?s performance. 

?There?s incredible power in knowing how you?re inherently, incredibly motivational?- Stefan Olander, VP of Digital Sport at Nike

Employers have adopted ways to study employee sentiments and engineer connectivity and engagement among employees to render innovative, creative, and collaborative workplaces. 

Understanding employee sentiments can also help employers understand how employees perceive their roles and designations in the company and employee experience and make improvements.

Employee engagement is vital for talent retention and remaining competitive. In the next five years, talent professionals say People Analytics will be a major priority for companies without which employee engagement can be hard to implement.

What is People Analytics?

HR Analytics, popularly called People Analytics is the geeky part of HR where data is used to understand and analyze people?s problems, behavior, and perception of the company. This helps employers and managers to make decisions based on data alone.

Josh Bersin, HR writer defines People Analytics as data that allows organizations to understand their operations, improve productivity and performance, reduce turnover and make work better for people. 

According to Harvard Business Review in 2019, more than 70% of companies were considering People Analytics while Global Talent Trends reported an 85% spread of People Analytics in 2020. 

How do Employee Engagement and People Analytics go together?

When employee engagement is quantified it makes engagement activities more effective. A Harvard Business Review suggested that using People Analytics engagement is more ?evidence-based, talent-centric and meritocratic?. HRM becomes intentional and organized.

People Analytics measures people?s interactions, behaviors, sentiments, and attitudes passively or actively and uses the data to make decisions. 

Anecdotal interviews and traditional surveys are an effective way to actively attain data on employee engagement. But, survey results can be hindered by the quality of questions, limitations to responses, employees? moods or events of the day, etc.

Passively, employee engagement can be studied from their interactions among peers and colleagues in communication systems which can yield more accurate data and insights. 

These insights give opportunities for improvement.

For instance, when employees feel a lack of connectivity and collaboration morale and productivity break. This gives employers the ability to fix these issues before they begin to wreck damages. 

Final thoughts

When companies use People Analytics with Employee Engagement, they can access data predicting or indicating turnover rates, absenteeism, quantity and quality of recognition and gratitude they cater to employees. 

The metrics not only motivate employers to do better but also helps them address underlying problems and accurate, unbiased decisions. 

As rightly said by Lord Kelvin, ?If you cannot measure it, you cannot improve it?. 


Employee Experience in Today's workplace

Employees, especially millennials today have changed work culture. Companies have begun working for their employees instead of the other way around. 96% of HR and hiring professionals found that Employee Experience (EX) is a very important factor to attract and retain talent.

This is evident from observations that employees today, expect more than just monetary gains from their employers. Job satisfaction and EX are dependant on several factors that are not confined to seasonal bonuses or yearly appraisals. 

These changes in employee behavior and traits point to 2 things:

  1. Employee experience is critical for talent acquisition and retention.
  2. People Analytics is the need of the hour. 

What is Employee Experience and why is it important?

There can be confusion between Employee Experience (EX) and engagement. While EX is how an employee feels, behaves, or interacts with being part of a company, Employee Engagement is the final result of an EX. 

?Employee experience is about doing things with and for your employees, not to them.? - Mark Levy, Former Head of Employee Experience at Airbnb and Allbirds.

EX has a direct impact on a company?s performance and results in higher productivity with lower attrition rates. EX is one of the top 4 trends that is pivotal to talent acquisition and retention in companies today. 

EX is a very broad spectrum and is impacted by a number of key factors. An easy way to view EX is using the four Ps:


EX with respect to employees and their relationships with managers, peers and colleagues, teams, and their interactions. It also includes customers and other third parties employees interact with.


This defines the physical workplace itself and its environment, work hours, and work-life balance. 


Employees and their attitude towards the work itself and how it inspires them. We can also take into account their skill level and knowledge to perform tasks efficiently. 


The tools and technology used by employees to get things done in the workplace. It also includes the rules and regulations of the company that defines processes and norms for recognition and rewards. 

These four Ps simplify the areas that are vital for positive EX. But, out of 68% of companies who reported changes in their EX in the past 5 years, only 52% witnesses a positive EX. 

There are 2 reasons why EX programs fail:

  1. Feedback is taken lightly

Employers do not take enough actions based on employees? feedback and forms a gap. Employers are hearing but not listening.  By allowing employees to express their grievances and actively taking measures to address them can make a huge difference. 

Managers and employers taking accountability will make employees feel confident about their contributions to the company?s performance and feel heard. 

  1.  EX needs to be quantified

For long-lasting and effective EX programs, EX must be measured using data analytics and these insights must be applied to make improvisations to EX. Data analytics in HR can be used in many ways to shape EX and deliver better retention rates, increase productivity, and effective talent management.

EX made easy with People Analytics

People Analytics is a game-changer for EX. It offers a close view of EX and other HRM with accurate data that helps employers understand employees and various dimensions for EX improvisations. 

People Analytics has the potential to enable leaders and talent pros to get actionable insights and enhance several areas like employee recognition and rewards, compensations, simplifying processes, intuitive tools and technology, training and knowledge acquisition opportunities, company culture, work-life balance for employees, and so on. 

Using People Analytics can simplify EX and help employers understand factors that drive performance using robust data and truly serve their employees, ultimately leading to profitable talent acquisition and retention. 


7 Ways Employee Recognition Software can Benefit HR

HR is bestowed with the responsibility of ensuring that every member of its workforce is validated and appreciated, to keep them in a healthy and happy state of being. 

A study by SHRM showed that the top workforce challenge from an HR perspective was Recognition (47%), Culture Management ( 34%), and Recruitment (36%). 

Why is employee recognition necessary?

Employee recognition today has shifted from structured recognition like years of service awards, and occasional awards which were more top-down initiatives to peer-to-peer unstructured recognition initiatives where employees are recognized in public and are non-monetary in nature. 

Internal rewards or perks especially pertaining to additional time off were favored by employees in several businesses. 35% of millennials seemed to value company perks and culture.

Employee Recognition Software (ERS) can make life of an HR professional easier in 7 ways:

#1 One-stop solution

Using ERS, you can easily track multiple things all under one roof. The software helps you track the allotted reward and see employee performance and conduct reviews. 

Managers can also understand the recognition programs? efficiency and track its ROI. 

#2 More Accessibility 

Workforces have moved to remote locations and intend to remain this way for a long time. Less than 10% preferred to work in an office for important tasks to be done.

Managers find it challenging to keep a track of employees? achievements. 

Using ERS, managers can track employee performance as long as they have access to a WiFi network. 

#3 Ease of use

With offline methods, employee recognition can be challenging and time-consuming. There is always a risk of communication gaps and visibility issues. 

The ERS is flexible and does not take much time to get accustomed to it once it is set up. HR and managers can track and manage everything. They can control the level and designation of rewards easily and quickly.

#4 Less load on the management

73% of people agreed that recognition can come from any employee. Using ERS, employees can see how their peers and colleagues are performing and give recognition without waiting for the management.

This allows for 3 things:

  • Employees shift to a more giving attitude and the culture of appreciation grows among peers and colleagues. 
  • Employees trust the management and increase staff participation.
  • Load on the management for recognition is reduced

#5 Data-driven and Transparency

An ERS gives you insights into several data. The data is transparent and can be seen by peers and teams. This eliminates any bias and makes it easier for timely structured and non-structured recognition initiatives to take place.

#6 Boosts productivity and morale

As mentioned earlier, public recognition is preferred by employees subconsciously than cash rewards in private.

Small pats in the back can push employees to perform better and encourage others to do so. Extensive need for unstructured recognition where peers recognize peers or even employers recognizing managers boosts morale.  

#7 Much faster

Studies showed that the younger generation required frequent and timely recognition for their contributions. With Employee Recognition Software HR does not have to sift through hundreds of profiles and endless sign-offs to grant recognition, thereby making the process easier and faster. 

Employee Recognition Software simplifies HRM

ERS not only lets you ditch the excel sheets and connect with your employees. Moving recognition online enriches HRM and makes this thankless task worthwhile.  It comes with a plethora of functions that let you give employees active recognitions that increase profits, employee retention, and of course, happy and healthy employees.


  • Added
    27 Sep 2021
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    #Employee Engagement #coaching

Using Employee Listening to Support Wellbeing

Listening to your employee or any individual sounds like a fairly easy task. But is that necessarily the case? When was the last time you remember listening to your employees at your workplace?

In huge corporate labyrinths, it is easy to get lost in the cog work from Monday to Friday. Soon enough, everything starts to centre around the work at hand. The talks are about the work at hand. Your next lunch is around the meeting scheduled. Even catharsis is only occurring about the employers and the structure of work.

Today, 61% of employees are already burned out at their job and could use catharsis.

So how can you turn this situation around and use it to your organisation?s benefit?

The Key Difference Between Hearing & Listening

Most employers today will only have conversations with their employees about the work that is being done. This makes it very difficult for them to feel at ease in their talks. An employee themselves will never take the initiative to talk unless they feel comfortable.

As an employer, being approachable is not always an easy task. It is thus upon you to take extra efforts to show that you care enough. By going out of your way to empathise with an employee, you show that you care.

Most importantly, whenever an employee comes to you, be sure to actually listen to what they are saying. If they have a suggestion or a complaint. Don?t just hear them out and send them packing. Ask them follow up questions so that they feel truly heard.

Digital Distance Creates Real Distance

Chances are that most of your employee communications happen over the phone or on a screen these days.

By having employees that have their voices heard, you get a 4.6 times higher motivation for them to perform their best work.

Your meetings and your newsletters are key moments when communication should be established. You could simply begin your morning meetings with a session about everyone?s weekend. It is important to give feedback when an employee talks and not to simply say ?next? so that you?re done with your bunch.

Optionally, you should also make the most out of your digital time with your employees. You may not interact with them a lot anymore, but your limited interactions can have added meaning to them. When you shoot a text about a deadline or have a quick briefing, you could start off or end on a casual note enquiring about what they had said.

92% of employees at the workplace today feel that empathy is undervalued and can be worked upon better.

Do Not Limit Yourself to Listening

Listening is certainly key to understand what your employees are going through. It is also equally important for you to show that you care. When the organisation takes certain steps towards their employees, they feel appreciated and heard.

For example, if you know that an employee has been going home and cooking or has their child coming in from school in the evening, you could choose certain days when the workload is less and tell this employee to leave earlier by about 30min to an hour.

Such empathetic reflexes will support your employees and encourage them to open up to you as well as others in the workplace.

Support the well-being of employees by also recounting similar instances when they are troubled. If you know that their emotional situation is a delicate one, you need not specifically try to give them solutions. In fact, it is more advisable to simply give them an empathetic nod and tell them that you can only imagine their troubles and appreciate them for staying strong.


Employee wellbeing is critical to your workplace culture and it can thrive with an active environment where people are heard out. Without active engagement as a two-way street, this is difficult to accomplish. Remember to look out for non-verbal cues and to be approachable and neutral at all times.

  • Added
    27 Sep 2021
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  • Category
    #Employee Engagement #coaching

Appreciation in the Workplace: Why it matters?

Appreciation is not just an important element in people?s lives, for many, it is the driving factor that gives them a sense of purpose and belonging.

In general, appreciation is nothing but the mere acknowledgement of work done in a positive light. When one appreciates another, they acknowledge the task that the other person did or is doing and says something positive about it. Most commonly, appreciation also involves a little gratitude that invokes a positive sense in the recipient.

Today, only 50% of the employees say that their CEO is empathetic.

At the end of the day, the most important thing at a workplace is to have a happy workforce. A good mentality can rub off on everyone.

The Significance of Impactful Appreciation

In a workplace, the core value of your team is reflected in the work that they do. Timely appreciation should be a culture that is inculcated and spread positivity. With such a positive culture, the work rate is impacted and productivity is boosted.

With a happy and productive team, workplace morale will also spike. This will lead to fewer employee-related problems and troubles in the future. Better morale is good for everyone and creates a safe and healthy environment when the focus will always be on the work and not on what is lacking.

A positive minded workforce will also be more loyal in the longer run. This will save your business the trouble of routinely finding new employees.

The ?How? of Appreciation is Quintessential

There is a huge difference between praising someone for the sake of appreciation and genuinely doing so. When trying to appreciate an employee for their hard work, always try to empathise with their work first.

For example, if an employee spent overtime for 2 hours to complete a task, you can reflect on how thoughtful it was for them to do so despite not being able to have dinner with their family on time. You can further ask them if they found it difficult to reach home later at night possible having taken public transportation.

It is always important to be specific with your appreciation. If you resort to simple statements like ?Good job yesterday? or ?Good work guys?, it is probably worse than not giving any appreciation at all. Specific appreciation mentally helps the person.

Working in a company can often feel monotonous. This can result in a loss of identity for an employee. By giving a specific compliment, this individuality is restored and they are motivated to work.

The Psychology of Appreciation

It is important to understand appreciation as an investment that can open doors for you. When a positive work culture is established wherein appreciation is rolled out timely and effectively, the employees are more empathetic towards their employers. They will be more perceptive of the troubles around them and will be more cooperative as a result.

When the work culture is inclusive of gratitude and positivity, the employees are more vocal about their feelings. They are also more helpful to their colleagues and are likely to reflect on the company positively in the future. This makes it easier for the company to proceed with logistics and recruiting in the future.

61% of employees are already burned out on their job. Appreciation can go a long way in helping them.

When you want the workforce to act as a unit, you also want them to think as a unit. By having a positive work culture where appreciation is given, the employees form a sense of unity with the company and begin to personally work together towards the common goal of the company.


Overall, having a positive attitude in the workplace is good for all employees on a mental as well as a physical level. This kind of work environment also sows its own seeds for a brighter future. There are fewer depression-related accidents and on a whole scale, people are generally happier to come to work every day.

The Power of Gratitude in the Workplace

Four-Fifths of all employees believe that they will work hard when they have a grateful boss or are part of an organization that fosters a culture of gratitude.

In fact, research has shown that a simple ?thank you? or ?well-done? has the potential to boost the morale and the productivity of employees by over 50%. Despite gratitude being so easy give, and exceptionally impactful, only 10% of leaders intentionally exhibit gratitude to their teammates, peers and colleagues.

One factor that could possibly contribute to this is that many employees and organizations are simply unaware of the benefits of gratitude.

Benefits of Gratitude in the Workspace:

Gratitude in the workspace creates a win-win situation for the employers and employees alike. It fosters goodwill and creates a positive vicious cycle.

Some of the benefits that gratitude as in the workspace for employees are:

-> It improves the energy level among employees and causes a spike in both engagement and productivity.
-> It helps employees be more mindful, rest better and feel less stressed.
-> Most employees who feel a sense of gratitude report having less hypertension. Additionally, the incidence of lifestyle disorders is also low in these people.

For the organization too the increase in gratitude, as mentioned earlier boosts productivity, culminating in a boost in revenue. This also boosts employee engagement and makes people feel more loyal towards the organization.

This, in the long run reduces employee turnover and absenteeism. It also impacts the spend the organization has to put into retraining employees owing to turnover.

Let us now see four ways in which we can foster gratitude within the organization.

Create Opportunities to Celebrate Successes and Contributions

Employees feel grateful to the organization when their successes and contributions are acknowledged and appreciated. Celebrating their successes particularly creates a ?feel good factor? and makes them express more gratitude to the organization.

For instance, if an employee or a team completes a milestone, either cut a cake or appreciate them in the group meeting. You can also choose to highlight the contributions of the employee on the organization?s bulletin. Be sure to look out for successes and ensure that no contribution goes unappreciated or underappreciated.

Customize the Recognition of Gratitude

Each and every employee is different, and brings to the table an entirely different set of skills. Just like the offering of the employee to the organization is different, the medium of showing gratitude should also be customized for every employee. It is also extremely crucial that organizations recognize the fact that different employees have different strengths, and organizations should assess the employee as a whole.

Every workspace comprises a mélange of people belonging to different backgrounds, cultures, genders and so on. It is the duty of the organization to recognize the strengths of the employee and express gratitude, even if those strengths are unconventional.

Encourage Peer Appreciation

Letting peer appreciation go unnoticed makes employees feel like their contribution isn?t values. Create a channel where employees can acknowledge and thank their peers. Showing gratitude to colleagues can have an immensely beneficial effect in the long run. It also fosters a sense of rapport and camaraderie, leading to better organizational outcomes.

Create a Culture of Gratitude

Suddenly introducing gratitude to employees and expecting them to immediately embrace it doesn?t work. The employees need to be in a culture that focuses on gratitude to be able to truly understand, appreciate and value to contribution of themselves, their colleagues and the organization.

Some ways to establish this includes having challenges such as a gratitude challenge, or by leaders themselves setting an example for the employees.

Mark the Beginning of a New Paradigm: Embrace Gratitude

Gratitude and Appreciation are the two sides of a coin. When an employee feels grateful, they should continue the chain and appreciate the people they are grateful to. This in turn will help create a truly happy, healthy and enjoyable workspace.

Employees matter,

Going the extra mile to help the people who built your career, truly matters.

The 8 Constituents of Employee Engagement

Employees are a truly invaluable asset to any organisation. Acts that motivate employee engagement are an absolute necessity and can drive the productivity of the organisation. In fact, employees in organisations with considerable employee engagement report feeling twice as motivated as their counterparts in other organisations.

Now that we undoubtedly know the importance of Employee Engagement, let us take a look at the elements that contribute to this engagement.


Employees, particularly those on the associate and mid-senior levels are looking for motivation, guidance and mentorship from the seniors in the organisation. To facilitate engagement between leaders and team-members, it is of utmost importance. Good leadership that is centred on employee welfare and empathy goes a long way in boosting engagement.

Clear Communication:

Organisations need to communicate in an open, transparent and most importantly honest manner with all employees. Ambiguity in communication should be avoided at all costs. Organisational decisions that affect the employees should be relayed to employees at the earliest to enable them to make alternative plans if they desire so. The best of organisations facilitate two way communication and listen to the needs of employees as well. Without communication, employee engagement is most certainly in-effective as the absence of communication buts engagement in limbo.

Work Culture:

Job profiles attract employees to jobs. However, what makes them truly stick to an organisation and adopt its ethos is the culture. Leaders in organisations need to work on bringing about a culture that fosters camaraderie and rapport among employees. Employees should feel free to collaborate for the welfare of the organisation and should not feel threatened by office politics and other happenings at work.

Several employees in Fortune 100 companies do not leave the organisation even though other organisations may offer them a better package as they truly believe in the work culture and want to be a part of it.

4. Rewards and Recognition:

What gets recognised, get repeated. Sometimes the repetition is even better than the first time it was done.

75% of employees very strongly believe that they would work more effectively if their work was suitably acknowledged and appreciated. Appreciation barely costs anything but is definitely invaluable to employees.

Recognizing employees for their contribution to peers and completion of milestones makes them feel valued. Similarly, when employees are appreciated by their peers they feel nicer and this in turn makes them more engaged at their workspace. Afterall, all of us are human and we love to feel acknowledged!

5. Growth and Development

No employee in today?s world wants to stagnate in their career. Growth and development is of utmost importance in this regard. Employees are constantly looking to upgrade themselves and feel more challenged and excited when provided with opportunities for growth and development.

Providing employees avenues for growth, such as learning and development programs, on the job training and initiatives for upskilling goes a long way in developing the employees. Organisations can even go the extra step by sponsoring the education of their candidates.

6. Accountability and Autonomy

The one thing most employees around the world universally dislike is micromanagement. Employees should be provided the autonomy and flexibility and should also be held accountable for the work they do. This makes employees feel further engaged as they believe that the organisation will not force them into adopting an approach that is unsuitable to them.

Freedom to work at ones pace and accountability are the two sides of a coin and go hand in hand in promoting satisfaction and engagement in the workspace.

7. Vision, Mission and Values

Engaged employees see and comprehend the big picture and want to be a part of what their organisation is set to achieve. In this regard, it is very important that leaders inform employees about the organisations vision and values forehand.

This will make the employee feel more aligned towards the goals, and also help them align their professional goals with that of the organisation.

8. Corporate Social Responsibility

Employees who know or see the impact their organisation has on the society feel more committed towards the organisation as they know that the work they do has a positive impact either directly or indirectly in the world. Involving employees in corporate social responsibility is a great way to boost engagement.

Enable the Elements of Employee Engagement

While enabling all the elements of employee engagement is ideal, it isn?t always possible. While large organisations can focus on all aspects, smaller ones can choose and pick two or three elements to focus on.

This can be done based on the sector the organisation is in, the employee needs and a host of other factors.

No matter what, employee engagement has the power to transform the workspace and create a great experience for employees and should

5 Measurable Criteria for an Employee Recognition Program

Picture the scenario where an employee works for weeks to prepare an exemplary work presentation, that goes unnoticed by the leaders in the organizations. While some peers notice it, they have no formal channel to express their appreciation. How will this feel?

A whopping 40% of people believe that they would put more effort into their work if they were suitably recognized.

Recognizing the criteria based on which employee recognition can be quantified, and implementing it through a well-structured employee recognition program is crucial to enable employees to feel appreciated. This will in turn boost their morale and help them perform better at work.

Here are 5 Measurable Factors that Should be Implemented in an Employee Recognition Program.

Peer-to-Peer Recognition:

Peer-to-peer recognition is most often the foundation of Employee Recognition Programs. Most employees interact, communicate, collaborate and work with the peers in their teams. Sometimes, they may even lend a helping hand or pull the weight of the team. It feels great when team members and peers recognize each other by giving each other a pat on the back when needed. In fact, employee recognition programs with peer recognition and considerably rated better than those it, making it a must have criteria for the organization.

Recognition from Leadership:

Employees follow their leaders within the organization and often look up to them for direction. It feels great to be recognized by leaders and managers for a job well done. Employees are more inclined to stay in a job, and contribute productively to it if their leaders recognize their efforts and appreciate them.

In fact, for every dollar spent on implementing recognition from leadership, the organization received 250% more ROI making it a very sustainable solution to the organization indeed.

Personal and Team Milestones:

Recognition, acknowledgment and appreciation should be a regular occurrence in the organization. Employees should be appreciated for the value they bring. However, this doesn?t imply that their bigger achievements and consistent efforts leading to a great milestone being achieved shouldn?t be celebrated.

Milestones are indeed quantifiable and are a definite reason for celebration. Enable the organization to recognize milestones and have the leader send notes to the employee and the entire team to make them feel truly recognized. Some examples to be recognized are work anniversaries, completion of major projects and so on.

Social Recognition:

While peer-to-peer and leadership recognition is impactful in most scenarios, social recognition needs to be implemented in areas where the employee predominately faces people outside the organization. For instance, in the case of service technicians or customer service representatives, obtaining feedback from customers and recognizing them on a social channel, such as the organizations platform, makes them feel recognized and more committed to the job.

In fact, in all other roles too, recognizing pertinent milestones on the platform helps boost the morale of employees.

Points Based Reward System:

A truly quantifiable system to collate and bring together the feedback obtain by the employee from within the organization and without helps them feel appreciated. It adds a layer of tangibility to the appreciation and recognition received by them. Managers, peers and leaders should be allowed to dole out a specific number of points for milestones, tasks etc. to help employees understand the weight of different actions.

Feeling Appreciated is Unparalleled

63% of employees are unlikely to look out for a job when they are appreciated and valued.

Recognizing your employees drives lower turnover, boosts their morale and helps keep up the spirit of the employees.

Identify the right criteria and implement them in your employee recognition program to experience the immense benefits offered by it.

7 Reasons Why Your Company Needs An Engaged Workforce

A whopping 69% of employees believe that they will work better if they are engaged and appreciated in the workplace.

We can never underestimate the importance of employee engagement. Employees spend a major chunk of their day in their workspaces, be it virtual or physical. When they are at work they need to feel appreciated, challenged and included in order for them to be able to function well, are most importantly to the best of their capability.

Let?s see some reasons why employee engagement is just so important.

1. Commitment to the Organisation:

Organisations that engage their employees meaningfully enjoy up to 59% less turnover than organisations who do not engage their employees. Studies have shown that in many organisations where employees aren?t engaged, they leave the job as they do not feel connected to the job. Employee engagement helps reduce this considerably.

Quality of Work:

Engaged employees simply put in more attention and effort into the work they do. This in turn translates to better outcomes for the company as they know that they can count on their people to get the job done. This in turn leads the employees to champion the organisations missions and initiatives and leads them into being responsible for the actions they take.

Increased Profitability:

A study by Gallup has shown that employees in engaged teams and organisations bring about 21% more revenue to the organisations. When employees are engaged, they tend to work better, pushing up the revenue earned per share. This ultimately benefits the employees too, as they get better dividend pay-outs or bonuses, depending on the organisation.

Higher Customer Patronage and Loyalty:

It is often said that organisations first need to impress their own employees, before they impress their customers. This is especially true as employees are always the first and most important stakeholders being affected by organisational policies and changes.

A study by Forbes has determined that 79% of employees of organisations with high customer rankings feel engaged and motivated in their jobs. This reflects the importance of employee engagement even beyond the organisation.

Safer Happier Workspace:

Studies have shown that disengaged employees are 49% more likelier to have accidents at the workspace when they aren?t focussing on the job. Additionally, disengaged employees are 60% more likely to make errors that may adversely impact the products produced by the organisation. This is in stark contrast to organisations with engaged employees, where employees exercise much more care and caution while they work.

Encouraging Innovation and Creativity:

An engaged workforce generally feels stable and secure in their organisations. Since these organisations truly value their employees, employees in turn tend to be more creative, innovative and more willing to take initiative. This results in higher innovation and creativity in the workplace.

In fact, in some engaged organisations, spinoffs based on employee initiatives have proven to be highly profitable.

Better and More Open Communication:

Engaged employees know that they can communicate with others in the organisation more easily. In fact, two-way and multichannel communication is encouraged amongst engaged employees. This results is lower knowledge gaps, better knowledge transfer and higher comprehension among employees. While this factor isn?t as tangible as the others, it is surely pertinent. Organisations with improper communications have a hard time communicating with other stakeholders, when they can?t communicate among their internal stakeholders well.

Employee Engagement: Placing Your Focus on Those Who Matter the Most

To an organisation, their employees are their first and more critical investors and customers. Employees invest their sweat and blood in the organisation. They truly work for the organisation as they buy the vision and mission of the organisation.

It is in the best interest of both organisations and employees alike that they create win-win situations for each other by facilitating employee engagement.

Employee feedback ? The Important Aspect for a Progressive Workplace!

An atmosphere of optimistic growth and performance at the workplace is imperative for any company to sustain in the long run. So the primary focus must be on increasing employment engagement and fostering an employee focused ambience in the organization.

So, how do you do that?

Establishing a strong feedback culture is the key for an engaged organization. A good communication between employees and managers builds a strong and healthy relationship at the place of work.

The strength of this relationship will be a high ranked priority for employee satisfaction. So read on and find out why a healthy feedback culture is imperative.

Contentment over career

With a satisfied work ambience and nature of job, employees keep their productivity reasonably high. The perspectives can help the company understand opportunities for betterment and work on company advance package. The right feedback will help managers understand the strengths and talents of their employees and can eventually have an idea to have a look out for new talents.

Boost employee interaction and dynamics

Understanding the dynamics of the workplace will be productive for managers as the feedback can highly be useful to ease the stress-causing issues and underlying friction within co-workers. Unfriendly ambience can be eased with frequent surveys and questionnaires. When managers clearly represent the company objectives with frequent interaction with employees, understanding the star of the company and managing the workforce can get easy.

Effective response on Compliance concerns

With a lot of local, state, and federal regulations, owners cannot check on the obedience of every small rule to be followed. So relying on the employees is the only option for managers and owners. With proper intervals of feedback, regulation information can be conveyed and checked upon. The feedbacks can also guide the managers whether the compliance regulations need to be tweaked or changed.

Better Performance and increased productivity

Getting feedbacks from employees will boost the employee morale as they would feel that their opinions matter for the company. This will definitely increase the productivity and gives the employee a degree of ownership. Getting them to earn good incentives and appraisals will make them feel valued, thus increasing their performance.

Gallup study reveals that employees who feel engaged are 27% more likely to perform excellent and teams with high engagement rates are 21% more productive.

Building a constructive workplace

A positive and an interactive workplace can turn out be constructive when compared to a two-way communication lacking workplace. It might affect their effectiveness at a higher level and an atmosphere of interactive workplace can only be the solution for boosting their performance levels.

A study by the McKinsey Global Institute states that employees who feel engaged with their management in the right way are 20-25% more effective in the workplace.

Decreases brain drain

Every company will have good amount of skilled and talented workers who are largely responsible for the betterment of company. But if they feel unheard and are restricted from moving up in their position, they would look out for other companies where they can get better opportunities. This will give the company a competitive edge which can be addressed only by a feedback culture.

To avoid this serious brain drain, feedback culture can help immensely. When employees can issue honest feedbacks and get what they desire, they are less likely to leave a company.

The final word

The benefits of a feedback culture established in companies are too great to ignore.

Outline your organizational objectives and get your employees to work their best by implementing this right feedback culture into your system of operation.

What are the Major 5 Elements of Handling Employee Performance?

Performance reviews are always experimented with in ways that suit the benefit of the company. It is critical for managers to treat their employees right for the success of the company and this can be achieved only when every process is conducted strategically.

The time involved and the complexities of critiquing fellow employees are definitely the reason the performance evaluation is not cherished much, but the benefits for the company outweighs these challenges.

So by including standard evaluation measures, guidelines, and feedbacks, performance evaluation can put into effect good performance in future, promote staff recognition, and interactive communication.

The concept that employees get motivated by understanding where they stand in the levels of an organization helped coin the term rank and yank method, that involved ranking employees based on the performance tiers. This was popularized by Jack Welch, the former CEO and Chairman of Generic Electric.

Let us check few major elements of an effective performance review system.

Effective planning of frequency of reviews


Continuous feedback obtained too frequently or conducting reviews annually will not work. Frequently interacting will not serve the purpose as there will be very little information to proceed upon and doing it in larger intervals will consume a lot of time and energy as there will be a lot of data to cover. The most effective and result yielding outcome is to review it once every six months or on a quarterly basis. It will create a graph of progression between reviews.
A survey by Joblist states that more than 33% of workers want a regular and strategic feedback of over 10,000 full time employees.

Create objective targets of scope for development

A healthy performance review system will help target goals and expectations. With the measurable, achievable, relevant, and timely setting of goals, evaluation can be a smooth process. Also as soon the current target is achieved, new goals can be set to keep the spirit of the employee without any boredom or frustration lingering within them. This will help keep them focused on imperative business objectives.

Framing a strategic performance measure for monitoring

A strategic performance method will help employees understand their performance with a retrospective outlook. Understanding the setbacks in their previous performances and ameliorating the future work can boost their performance. This will provide clarity to both the management and employee going forward.

Setting guidelines for effectively conveying feedback

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Balanced feedback will help give the employee a correct understanding of their weakness that employees can take ownership of and work better in future. Outlining and providing expectations can help in increasing the skill of the employee. Making them upskill their talent or communication skill will be a huge advantage. Encouraging feedback from the employee after an assessment process will lead to an open exchange of information providing a chance to understand perspectives. According to Gallup research, employees who receive feedback on their strengths see a marked increase in their performance and turn over 14.9% less than those who do not.

Reward with incentives and compensations

With all the goals, expectations, and achievements involved, performance review will not excite the employee unless there is a monetary benefit or reward attached to the success. Though verbal affirmation is beneficial to boost the morale of the employee, a tangible benefit will work towards the growth of the employee. The performance will substantially depend on the tangible reward or incentives for each employee.

The Epilogue

Creating a culture of trust by providing constructive criticism and healthy performance reviews will create an optimistic atmosphere at the workplace. Thus striking a meaningful conversation will resolve the unsolicited differences and challenges. Happy employees are important as much as increased ROI.

  • Added
    17 Aug 2021
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    #Employee Engagement #coaching

What is Wellness? : Corporate Wellness Defined

In general, wellness is defined as the practice of partaking in healthy habits and avoiding harmful ones in a bid to maintain our physical and mental wellbeing at optimum. While many of us might think we are truly healthy and fit, this need not be the case.

83% of employees suffer from moderate or extreme stress. This can lead to depression and anxiety, which further causes or exacerbates health problems. Sadly, in a good majority of these cases, employees do not realize that they are unwell until their condition begins to exacerbate.

In fact, 52% of Generation Z have been diagnosed with Lifestyle disorders that have been caused as a result of workplace stress.

WHO defines Wellness as a state of complete physical, mental, and social well-being and not merely the absence of disease or illness. Based on the statistics presented and the definition provided by WHO, one thing that we can effectively conclude is that while we might be free from visible illnesses or disease, we are not truly at the peak of wellness until all aspects of our wellbeing are catered to. To elucidate further, let us delve in-depth into the three different aspects of wellness, beginning from social wellness, the most ignored of the aspects.

Social Wellness: Fostering Meaningful Engagement

Simply put, social wellness in the workplace refers to the camaraderie employees share with their peers and leaders. It also reflects that sense of belonging and employee feels within the workspace, further propelling them to build meaningful connections within the organization.

While social wellness may seem intangible, it certainly is not for it has long-term implications for both the organization and the employee. For instance, engaged employees who have a good rapport with colleagues are 5 times more likely to stay in the organization for the long run. Their productivity is better as they are able to gel into the organizational culture.

Organizing Team Building Activities and Creating Forums for Different Employees is one way to build Social Wellness. Creating avenues for employee appreciation and recognition is another. Employees feel particularly happy when they are recognized, appreciated and feel a sense of bonhomie, further driving their social wellness.

Mental Wellness: Every Employee Mindset Matters

61% of employees believe that poor mental health leads to a drop in productivity

37% of mental health conditions are caused or exacerbated by workplace stress.

Ensuring and fostering the happy mindset of employees is the cornerstone of organisation productivity. Unhappy and stressed employees (irrespective of the cause of stress) are generally less productive than those who are happy. Employee stress often leads to a vicious cycle of lack of productivity, low self-confidence, and further problems.

Organisations can build a culture of positivity by encouraging employees to seek assistance through Employee Assistance Programs. Conducting surveys to understand the mindset of the employee and the perception of employees is extremely crucial to improving mental wellness. The organisation can provide employees a dashboard that highlights their achievements, enquires about their health and so on to improve mental wellness.

Physical Wellness: Health is Wealth

Employee health is of utmost importance as it can affect the productivity of the employee, leading to further stress. To enable physical wellness the organisation may offer wellness packages to the employee, where they can have tests taken on a periodic basis.

Having hobby groups for fitness on the organisational dashboard also facilitates wellness. Employees can also be provided with dietary and lifestyle tips through the organisations dashboard to help them maintain their health and wellbeing.

The Bottom Line: Wellness Everywhere

All organisations need to ensure the well-being of employees across the levels of the organisation. In the virtual workspace, where employees are removed from each other, facilitating wellness solutions through the organisations dashboard is of utmost importance.

Help employees enhance their wellness in all three dimensions and create a happy, healthy, and more productive workspace.

  • Added
    17 Aug 2021
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    #Employee Engagement #coaching

Structuring and Planning a Corporate Wellness Program

Provide Employees and Stakeholders what They Need and Want; Not what you Deem They Need.

In the recent past there has been intense discussions in organisations and other external forums about whether Corporate Wellness Programs, that include activities that boost the physical and mental wellbeing of employees actually work. The fact of the matter is that these programs can be either useful, or pointless. Whether a program is beneficial to the employees or not depends on how the program is planned and executed, and whether it actually meets the needs of the employees.

92% of Employees Believe that Wellness and Work-Life Balance is Way More Important than Compensation.

Despite employees yearning for the right balance of work and wellness, 40% of employees report feeling immensely stressed at the workplace. In fact, one among every four employees say that their job is the biggest stressor in their life.

Here are some tips on how you can build a solid wellness program that truly benefits employees.

Gain Support, Opinions and Feedback from All Levels of Employees

The opinion of every employee, be it a fresher or a top-level management person is of utmost importance to the organisation. Collecting inputs from employees on what they perceive they need from a wellness program is crucial to creating an eco-system that actually caters to the very people it has been created for.

Inform managers and other personnel even before the program is deployed and ask them for their inputs. Regularly reinforce and communicate the goals of the program to the employees to remind them about the services being offered. Allow for open communication by facilitating feedback channels. Every employee portal should preferably have a section dedicated to wellness and reflect the schemes available, the progress made by the employee and other pertinent data.

Create a Wellness Committee

To enable employees to receive the maximum out of the wellness programs, they need to be represented by a wellness committee that comprises employees from different shifts, departments and verticals. It is extremely imperative that diversity and inclusion be emphasized during the creation of the wellness committee. Employees should be encouraged to communicate their ideas and thoughts with this committee. The committee should meet on a periodic basis to review, evaluate and optimise the outcomes of the program.

Assess the Workplace Health Culture

Primary research to understand the organisational culture and mindset with respect to health and wellbeing is of importance. Organisations can create and deploy surveys to understand the mindset of the employees and stakeholders. Based on the outcomes of this survey, the organisation can choose to tweak or modify the corporate wellness offerings of the organisation. In some organisations, a certain segment of employees may need a particular element of the corporate wellness program, while others may not need the same. This needs to be taken into account, and the organisation should take requisite measures to cover the needs of as many employees as possible.

Facilitate Measurable Impact

Every employee wants to see measurable or quantifiable progress. To enable this, organisations need to provide employees with quantifiable feedback. One way to execute this would be to provide actionable insights for employees. A monthly report for the organisation can be generated to assess the overall success of the program.

Healthy Employees Make the Best Employees

 A well-structured Corporate Wellness program drives employee engagement and productivity by over 500%.

This has immense tangible and intangible benefits for the organisations. For one, employees know where to reach out in the case they need assistance. This helps in employees seeking help when they need it, for the problems they experience. This in turn boosts the productivity of employees.

Secondly, corporate wellness program providers cherry pick professionals with experience and insights in wellness. Employees have access to these professionals through the program, which may not be possible in the absence of such a program.

77% of Organisations  Indicate that their wellness programs are extremely effective in reducing the costs spent on healthcare, both the organisation and the employees.

Listening to employees and structuring a corporate wellness program that focuses on their needs is the need of the day.

To sum it up, A corporate wellness program built with the employee interests in find, to cater to the wellness needs of the employees, for the wellbeing and prosperity is what works for organisations.

How do you create an employee recognition/engagement program?

What is the number one cause for attrition in your organization?

The answer is a simple I do not feel appreciated.

How can you change that for your organization so that you can attract and retain the best talent?

A recent HBR study found it was an average of 50 days since employees said they last felt recognized.

Companies with employee recognition programs are highly effective in increasing employee engagement. However, such programs need to be carefully designed to suit the culture and environment of the organization and the values it deigns to cultivate in its workforce.

Recognition can be social, monetary or inclusive/peer to peer.

Social - Recognition can be social in the form of a shout-out or a digital award which encourages and inspires others to aspire to such accolades. Social recognition creates a community of engaged, curious and motivated employees.

Monetary - Recognition can also be monetary which is the oldest motivator for organizations wishing to recognize their employees for their contribution. Gift cards, trips or events and cash are the most common monetary rewards used by most organizations.

Inclusive - Recognition in the form of feedback can be extended from a superior to anyone in the team. Creating a platform where all employees are empowered with the ability to shine spotlight on hard work, goads everyone to work harder. So, a recognition program that is inclusive and supports peer to peer feedback creates motivated and engaged employees.

The steps to creating an employee recognition program are

Identify the goals for the program

This is the first step in creating an employee recognition program. The objectives can be to increase employee engagement, create incentive for timely delivery or deliver customer satisfaction. Goals can also be at a team level for reaching milestones, reducing spending or any other macro level triumphs. The goals that are chosen, usually align with the organization goals and encourages employees to uphold company culture.

Communicate, educate and extend

After deciding the goals for the program, a detailed communication plan on how to present those goals as attainable for the employees, needs to be drafted. While delivering customer satisfaction may be a goal, simple achievable targets are easier for employees to relate to than qualitative statements. When you set these targets, be as realistic as possible so that it makes an employee believe it is an attainable goal for them to pursue.

Create a structure that also facilitates constructive criticism

Instead of a program that simply recognizes the positives, set the tone of the program to that of consistent improvement. This sets a tone for the employees being open to constructive criticism as well as areas of improvement. In such scenarios, the rewards need to be timely and should recognize incremental progress.

Allocate and measure spending

Understand the goals of the recognition program and allocate funds accordingly for the rewards as well as the building of the program. In addition to this, invest in good analytical tools which will help measure the change or value the program is adding to the organization.

Align the goals of the program to the vision of the organization

Over time, fine tune the program to align with the changing goals of the organization. Ensure there is a constant check on how much value the program is adding to the goals set for it in the beginning. While there are plenty of employee recognition programs out there, the best one for your organization is the one that delivers what it set out to do.

Empower employees to help fine-tune the program

The best people to improve a system are the ones who use it. Asking employees to suggest improvements and feedback to the recognition system is also a way to increase adoption of the system itself. Such channels of feedback will throw light on success of the recognition program, its perception by the workforce and inspiration for fine tuning it in the future.

Ending Note

Research shows 71 percent of a survey conducted among those in executive roles consider employee engagement vital in achieving organizational business goals.                        

So, to achieve your business goals, one of the important investments to make is an effective employee recognition program that increases employee engagement. Such a program will help create engaged employees, satisfied customers and a great work culture.

What are employee recognition programs?

In the past, the term employee recognition referred to incentives given to team members in order to motivate them. Traditionally these have included monetary incentives, rewards, and titles, years-of-service recognition. Recognizing an employee contribution to an organization was only connected to monetary benefits.

Research shows that productivity increases by 20-25% in organizations with connected employees.

A paradigm shift in employee recognition

Today, companies have begun to realize that recognition and reward programs are a central component of employee engagement. They enhance the employee experience and form a vital role in building workplace culture.

Employee recognition is one of the main drivers of employee engagement. Many organizations now use employee recognition software to create a formal employee recognition program. These programs meticulously measure in points, parameters like employee satisfaction, well-being and tie them to meaningful rewards.

So what does employee recognition do for an organization?

Reinforce performance behaviors

A LinkedIn study found that 69 percent of employees would work harder if their efforts were appreciated.

All human beings feel good when appreciated. When small accomplishments are noticed, the feeling of triumph is amplified, thereby goading them to recreate that feeling over and over again.

Goal congruence to the organization through timely recognition

Recognitions create a culture where triumphs at work are not rare occurrences that happen yearly.  They are a part of a daily life where teams can bond over shared accomplishments. This ends up deepening their connection with organizational goals.

According to a study by PwC, 60 percent of people who took a survey said that they prefer feedback on a daily or weekly basis. This percentage increased to 72 percent for younger employees, under 30.

When recognition is immediate or as close in time to the triumph as possible, it ends up actively reinforcing the behavior that an employer wants to encourage.

Recognition to celebrate careers and work culture

More than celebrating milestones, employee recognition has to be made in such a way that it celebrates life at work which fosters a culture of belonging. Though rewards and recognitions are a part of Human Resources, the most effective employee recognition programs are much larger in scope. Recognition programs foster a culture of shared success, where work accomplishments of all magnitudes are recognized and milestones of shared growth are celebrated.

Enhanced relationships

Employees share that recognition has made them feel visible and closer to the leaders of the organization. This feeling is a strong motivator for them to go the extra mile when needed. There is a sense of added responsibility that comes with a feeling of belonging for employees.

Studies by Harvard Business Review tell us that employees who feel their superiors treat them with respect are 63% more satisfied with their jobs.

Ripple effect of recognition

By rewarding a certain behavior or celebrating an achievement, there is encouragement and inspiration for others to imbibe the same values. Thus, a workplace culture of employees who feel positive about themselves and in turn, the organization, is formed. This leads to an improved sense of well-being, growth, and accomplishment both for the organization and its employees.

Ending note

Recognition should highlight success in such a way that peers can celebrate one another. Such recognition is tied to the individual, team, and organizational goals seamlessly.

Most importantly the recognition program should reflect the culture that an organization has the vision to create. It should align with core values and emphasize the importance of the same.

While there are many ways of recognizing employees, personalized programs that collect data, create efficient feedback loops, track achievements and wellness are the need of the hour. The best way to accomplish this without added strain on Human Resources is to invest in employee recognition programs that align with the organization goal.

Measuring Employee Experience: 4 Best Practices to Track Employee Engagement

Measuring Employee Experience: 4 Best Practices to Track Employee Engagement

Do you want happy customers? The easiest way to attain that is through Happy Employees! Research shows that companies with highly engaged employees outperform their competitors by 147%.

It is a simple formula, Happy Employees leads to Happy Customers.

We are moving towards a time where a monthly paycheck is no longer the sole motivation to do a job. Employees are looking for connections, personal well-being, a sense of purpose, and genuine contentment with their work.

Especially in a hybrid work environment, employee experience has gained a special significance. In fact, in a survey of 500 HRs employee experience, ranked among their top priorities.

Since the nature of employee satisfaction is changing, our ways to measure employee experience need an update too!

We are bringing four effective ways to measure employee experience in the new landscape -

Survey With a Purpose and Plan of Action

Surveys, if implemented correctly are a great source of gaining insights into employee experience.

As a first step, communicate to the team your purpose behind the survey and the goals you plan to achieve. Design the survey in such a way that it not only addresses performance goals but also the well-being of the employees.

For promoting honest responses, you can give an option to respondents to stay anonymous. However, the long-term goal should be to create a culture where people can express their views without fear.

It is also a common perception among employees that surveys do not lead to tangible outcomes. While conducting surveys make sure you share the results of the survey with the team along with a plan of action you would implement based on the survey results. It will make the employees feel recognized and build an open culture in the workspace.

Employee Experience is a Cycle Not a Destination

In measuring employee experience often only the recruitment process is given more significance. However, if you look at the picture from a meta-perspective, an employee journey has multiple phases.

Application - Recruitment - On job experience - Salary hikes and more

To ensure holistic satisfaction all through the journey, there should be regular check-ins and real-time feedback. Not only the HRs, but also the managers, IT team, facility heads should work together in creating the feedback loop.

As per a report, 89% of HR leaders agree that ongoing peer feedback and check-ins are key for successful outcomes

At the same time, an organization should develop a culture that gives value to employee feedback. All the departments of the companies should show flexibility in making changes in the processes depending upon the responses by employees.

Power of Employee Analytics

Frequent check-ins would naturally generate a lot of data. To be able to manage this data and apply its findings, you would need to employ data tools that are dedicated to employee analytics.

As Deloitte reported in 2017, 71% of companies said they considered people analytics a high priority for their organization with 31% rating it very important.

Employee analytics can be used to measure multiple metrics like attrition, productivity, engagement, participation in surveys etc. On one end it helps you to make future decisions based on factual analysis, on the other end it allows you to track the return on investment.

For example - If you plan to run a company-wide learning and development program. You would want to check the efficacy of this program in terms of upskilling, knowledge gained, and other indexes. Employee analytics tools can enable faster feedback and at the same time keep a dedicated record for future purposes.

In the broader picture, a data-driven model will give your concrete benchmarks to measure year-on-year performance.

Potential of Exit Interviews

While the exit of an employee can feel demotivating, it is also a great opportunity to gain a deeper understanding of employee experience.

By having an open conversation about the factors that led to the decision, you can get an honest feedback that might otherwise get missed in other forms of research.

It also allows an organization to end things on a good note where an employee feels respected and understood.

Ending Note

It is crystal clear that engaged employees are the key to customer satisfaction. But as the saying goes - if you cannot measure it, you cannot manage it. As an organization, you need to effectively track and measure the happiness index of your employees. By employing data and statistical tools, you can not only measure different factors but also measure things at scale.

The larger goal is to build an environment, in fact, a culture where employees will feel heard and valued.

What will the People Analytics Function look like in the Future?

While People Analytics have always been relevant in the Human Resource Departments of organizations, the direction and approach to these metrics has witnessed a tremendous shift over the past few years.

The narrowed point of approach of the HR department, wherein the system was used to get straightforward information like the fiscal year average performance rating, regional headcount, or attendance ratio has been replaced. The promising, inclusive upgrade to people analytics now focuses on talent and people management. It plays an active role in driving evidence-based people decisions. After all, 70% of business executives declare people analytics as a top priority, which shows that people analytics as a discipline is here to say.

While the existence of people analytics in the future has been established, it leads to a question worth pondering. What does the future of People Analytics hold? Let?s explore!

Prediction and Advanced Analytics

The predictable journey in analytics will hold descriptive, strategic, and finally rope the predictive side of it. While the evolution has stuck to the process, HR did not have enough data and time to explore all these touch points simultaneously.

As a result, People Analytics will be witnessing a descriptive overview on different processes that derives extensive insights relevant to the observations. The combination of both the descriptive and strategic analytics sheds competitive, predictive output that shows the road ahead. These can include a wide range of verticals, including turnover, hire success, revenue based on engagement, impact predications, and even hiring decisions.

Automating Mundane Tasks

Research by EY shows that nearly 93% of the time spent by HR personnel is on repetitive, mundane tasks. The advancements in RPA, machine learning, and AI will see seamless integration into HR practices. As a result, the technologies accelerate business processes and assist in comprehending data insights to facilitate intelligent and strategic business decisions.

The integration will find its way across essential HR processes from identifying the best talent, coherent hiring process, lesser room of errors, and addressing several, unexplored gaps in processes.

Improved Employee Experience

Employee data can shed immense details into the requirements of the workforce, and facilitate better people-centric decisions. As behavioural analytics are on the rise, you will be able to access detailed insights on employee?s interest points, values, and generalized personality in work.

The derived data can enable the HR managers to make rational decisions about various decisions, from performance and talent management, attrition rates, Rewards and Recognition, to addressing skill gaps. It will also lead to transparent, inclusive procedures that enhances the productivity in workplace.

Optimal Hiring Processes

On an average, each job listing attracts 250 resumes, and the number is only bound to grow with time. The effective use of AI and machine learning can help in assessment of resumes to filter and present the promising resumes after mining data from social media. The information can prove useful in analyzing the candidate preferences, track previous work experience, and align them with the requirements of the company values.

By extension, the analytics can also help in understanding the high employee turnovers in the organization. The algorithms can help you comprehend the reason for employee?s departure and even point to the employees who are likely to exit in the near future.

As companies are embracing People Analytics and recognizing its benefits in staying at the forefront of the industry, the decisive advantages in choosing the course of the future will set pace of the organization to a data-driven, positive work culture.

  • Added
    15 Jul 2021
  • Author
  • Category
    #Employee Engagement #coaching

2021 R&R Strategy: 4 Ways to Step-up your Rewards and Recognition Programs

In the last one year, our lifestyle and more notably our ways of working have evolved. As zoom calls and digital connects take over face-to-face communication, it calls for modernizing the reward strategies to keep up with the changing time.

A statistics by Psychometrics states that companies with a recognition culture have 31% lower employee turnover.

In the digital landscape, rewards and recognition programs have to be data-driven, personalized, and aligned with the common goals of the company.

Below is a four-part framework covering the key components for modernizing rewards and recognition programs in an organization.

Make real-time rewards your new annual rewards

Team of happy employees winning award and celebrating success. Business people enjoying victory, getting gold cup trophy. Vector illustration for reward, prize, champions concepts

Only recognizing the efforts of an employee in an annual review is becoming archaic and ineffective.

In fact, as per a research as many as 79% reported that money was not their core reason to quit a job, it was the lack of appreciation for their work.

Employees should be rewarded and appreciated for their performance in real-time. The at-the-moment recognition acts as a positive reinforcement to encourage specific behavioral values.

Recognition can be in the form of sending an email to the team appreciating an employee effort. Or a quick conversation wherein you appreciate their performance. Even a simple handwritten thank you note goes a long way.

It helps to build ones intrinsic motivation towards work.

Employees will gain genuine satisfaction from their work. It will naturally show positive impacts on their performance.

As Simon Sinek says Happy employees, happy customers.

Let the employees pick their rewards

For the longest time, cash or monetary benefits have been the foremost choice for rewarding an employee. However, every person values different things in his/her life.

A crucial step towards modernizing the rewards and recognition program is to allow your employees to choose how they wish to be rewarded.

Along with the option of monetary rewards, an organization can also offer them experience-based choices like a paid holiday, utilitarian or luxury merchandise, work from essentials, and more

A study by Harris Group found that 72 percent of millennials prefer to spend more money on experiences than on material things.

The more personalized you keep the rewards, the more emotionally you will be able to connect with the employees. As the company grows, such a reward system will ensure that each individual feels heard.

Use the power of data for performance tracking

Data has revolutionized the working apparatus of all industries. The impact of big data in the form of People Analytics is also penetrating in reward strategies.

HRs are using the capabilities of AI and ML to monitor the ROI on different Rewards and Recognition strategies. A branch of analytics called Employee Benefits Analysis is used to gauge data on factors like engagement measures, attrition, absenteeism, and more.

On the other side of the spectrum, analytics also helps to keep an objective track of employee performance. It facilitates measuring performance in a data-driven manner based on concrete indexes.

Thus, making the rewarding process immune to favoritism or biases.

Successful implementation of people analytics would require organizations to invest in upskilling HRs in the technical domain.

 Encourage peer to peer recognition

While a relationship with a manager or a boss comes from the angle of an authority figure. Peers are the ones with whom an employee directly coordinates and spends his/her maximum time.

An employee rapport with other colleagues plays a huge role in defining the work environment. Integrating peer-to-peer recognition in rewards and recognition is essential for a number of reasons.

It promotes the value of mutual respect and increases collaboration amongst teams. It increases the level of trust and leads to better end-results.

Research by Globoforce and SHRM found that peer-to-peer recognition is 35.7% more likely to positively impact financial results than manager-only recognition.

Peer-to-peer programs should be fostered more as a cultural value than a bi-monthly or yearly event.

Ending Note

In the digital environment, as an organization, you need to open up to modern solutions to make your employees feel recognized. Use the above framework as a step by step guide to create and nurture a culture of higher employee engagement.

  • Added
    13 Jul 2021
  • Author
  • Category
    #Employee Engagement #coaching

Employee Recognition: The Special Ingredient that Brings Immense Employee Engagement

69% of Employees Today Strongly Believe That They Will Be More Committed to Their Job if Their Efforts are Recognised and Appreciated.

Employee recognition is now more important than ever before. With physical interaction with colleagues significantly decreasing, employees want to know that their work is valued and appreciated. Being recognised helps them feel more connected with their work, resulting in higher commitment to the work and better loyalty to the organisation. This offers immense benefits to the organisation as they can function fully knowing well that their company is in the hands of people who truly believe in the organization.

WhatsApp Image 2021-07-13 at 9.56.24 AM

Effective recognition boosts employee productivity for the organisation by over 30%

This further highlights the importance of employee appreciation in employee engagement. Here are some proven recognition strategies that have yielded excellent results.

Peer to Peer Recognition:

Employees who are connected to their peers are 1.2 times more likely to give their very best when it comes to executing particularly arduous tasks at work. Enabling Peer-to-peer recognition to appreciate the help provided by employees to their team members and colleagues builds camaraderie and trust within the organisation, and within specific teams, making the employee feel better recognised and trusted in their close professional circle.

Manager to Associate:

It is often said that bad jobs do not exist, only poor manager-employee relationships do. Poor communication and camaraderie between managers and their associates are among the top reasons behind employees leaving their jobs. Many managers are caught up with day-to-day activities and forget or overlook appreciating their comrades. Providing a channel for this is crucial in driving productivity and employee engagement. After all, employees want to be recognised by the person they interact with the most.

WhatsApp Image 2021-07-13 at 9.56.24 AM (2)

Nomination Awards:

Employees feel extremely excited and motivated when they know that their efforts will not go in vain. Being nominated and appreciated for their performance at the organisational level is something all employees love. Nomination Awards have shown to make even under-performers or under-engaged employees develop more enthusiasm. Working hard to win the marathon is sweetest once they have an award in hand.

Spot Awards:

Recognise good performance instantaneously. If an employee shows tremendous growth, reward them immediately instead of waiting for the next annual awards. It is likely that they achievements might be forgotten by then. Rewarding them immediately for a task well done, make them feel motivated in the short run, boosting employee engagement, and productivity.

Unleash the Potential of Every Employee!

WhatsApp Image 2021-07-13 at 9.56.23 AM

9 among every 10 employees who receive thanks or recognition from their boss reported that they feel more secure in their organisation.

If you want to build an atmosphere of trust and togetherness in your organisation and facilitate a win-win situation for all concerned, it is extremely crucial that you adopt an approach that favours engagement. For that to happen, recognition is a must.

Your efforts will go a long way in making your workplace a nice, happier and better one for all your employees.

Companies that have Employee Recognition Programs set in place have 31% less turnover than those who do not. Be the organisation that cares for its people.

  • Added
    09 Jul 2021
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  • Category
    #Employee Engagement #coaching

Employee Engagement - 5 Ways to Drive Engagement in a Virtual Setup

By Admin

What started as a welcoming break to unwind and spend time at home in PJs has extended to a tiresome phase where employees have to wear many hats at once while trying to meet deadlines and staying productive at work.

Research shows that good company culture shows a 4x increase in revenue. While the concept of employee engagement is relatively new, even to the physical workspace, organizations find themselves in a situation where they have to re-align their approach to ensure that the employees are committed to the organizational peers and goals.

The emotional connection between the employees and their workplace plays a vital role in motivating them to put their best foot forward. Here are some proven ideas to engage employees in the virtual set up that motivate and acknowledge a job well done.

Gamify the Work Environment ?

Imagine being rewards with a thumbs up or an on-the-spot award after a long day of work. Integrating your business practices with small pieces of acknowledgment adds a positive spin to their workspace, even if they operate remotely. You can base these recognition or awards based on several categories, including completing small targets, engagement, skills, and competencies.

You can also conduct frequent polls, events, and other fun activities to provide an inclusive, positive work environment.

Indulge in Light-Hearted Communication

The key to keeping the employees engaged is consistent communication. While you cannot excuse yourself from sending those business-focused emails, you can always try to add levity to the inbox by engaging in feel-good, healthy content that connects them to the organization.

Business process, or otherwise, make sure you ensure inclusive, active language that instills positive communication.

Add Constructive Feedback

A study by Hubspot shows that 98% of employees fail to feel engaged when the managers provide little to zero feedback. Employees need to measure their work against their own, and managers should conduct continuous check-ins and increase the touchpoints with the employees.

It is eminent to stay polite, positive sessions that deliver numerical and qualitative reviews.

Acknowledge and Reward Good Work

Similar to the physical workplace, it is essential to track the employee involvement and quality of work. If they completed a challenging task ahead of schedule or impressively dealt with a customer, companies should be in a position to keep a tab of them. Committed employees working in a non-ideal environment can be an asset to the business in the long run.

It will also help you motivate, promote, train, develop, and delegate talent based on the task at hand.

Schedule Wellness Programs

The pandemic was disrupted all our lives, with some people affected more than others. A mental-break session where you share and reassure that we are all in this together can go a long way. While the session can be fruitful in many ways, it is essential to understand boundaries and respect the timeline.

You can always club it with short, fun group activities which can extend up to their families.

The organizations that leverage their mission, goals, and values as the guiding light to move past uncertain times will flourish and scale with a dynamic employee force that stands with them.

The Benefits and Importance of Employee Engagement in Business Succes

By Admin

We have moved past the phase where a handsome package is all there is to describe a good job. Every employee wants to be a part of a team that encourages their growth, recognizes good work, and supports the positive relationship with colleagues. In other words, employee engagement is growing to be one of the key indicators to gauge work satisfaction. 71% of executives say that employee engagement is key to their business success.

When employees are truly engaged within an organization, teams go from being good to great. Every challenge is turned into an opportunity, every outcome is conceived as an achievement, and people tend to put their best foot forward every day. A study from Gallup also shows that highly engaged teams deliver 21% more productivity.

Let us understand why a highly engaged and healthy workforce lays the groundwork for business success.

Improved Team and Employee Efficiency

A study shows that employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work. When the employees are personally invested in their job, it reflects in the work they do.

A productive workforce will go the extra mile to work harder, faster, and align with the business and team goals. Employee engagement does not stop with individual performance. Morale can be contagious, when team members are surrounded by motivating peers, they are more likely to perform their role better.

Higher Employee Retention

When high-performing, long-term employees leave, they leave with the valuable business knowledge and expertise gained during their tenure. The constant cycling in and out of employees often leads to shelling out resources and time to train them.

When the employee is constantly challenged to push their boundaries in a positive work environment, they are less likely to look for a different job. The company will not only hold on to your best employees and move forward as an entity, it will constantly be completing projects optimally and be better equipped at hitting targets.

Inclusive Work Culture

It is easier to work and engage with happy employees. The concept stretches towards building an inclusive, single-visioned work culture. Promising work culture is designed around the company values, also referred as an inbound strategy. By carrying out the goals and values internally, the business replicates the same to our end customers.

Engaging employees, by extension, ensure that your workforce is living by your company values every day and are celebrated across the organization for the same. Recognizing the effort of engaging employees brings you closer to cultivating a sustainable work culture.

Increased Customer Satisfaction

Happy and engaging customers will be the best representatives to interact with your customers. During these meetings, customers are looking for signs that they are in the right company. The buzzing energy levels and commitment of your employees will be a sign that will not be missed.

The people who believe in the company values and provide their absolute best for the business are far more likely to be successful in providing an amplified customer experience and create the desired impression

Fostering Workplace Innovation

When you succeed in cultivating an engaging workplace, you convey that your employees have a voice. As the face of the company that is directly in touch with the end-customers, they are more receptive to doing things differently.

An environment in which the employees can share their ideas unimpeded is vital to fostering innovation. Employee engagement will allow organizations to break the hierarchy and provide actionable inputs that can boost productivity.

As businesses are transforming to accommodate the new normal, it is essential to consider employee engagement as a pertinent factor to keep your employee morale up. How do you ensure that your employees know that they are crucial for your business growth?

  • Added
    21 Jun 2021
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    #Employee Engagement #coaching

Coaching, consulting, mentoring or counseling?

By Admin

You can sign up for either coaching, mentoring or counseling, but how will you know which one suits you? No matter who you are or where you are in life, we can all do with a helping hand, a shoulder to lean on, or someone to shine a light on the path ahead. Fortunately, there are many professionals who are passionate about assisting others in their challenges, and they fulfil various roles. There are many misconceptions about these overlapping areas of expertise. Coaches aren?t just on a soccer pitch or in an office setting. Mentors don?t just hold a person?s hand and show them their personal playbook. Counselors don?t solely work with the mentally ill.

While each coach, consultant, mentor, and counselor is different; the framework for each approach is established. Rules within each framework offer insight into what is available for someone looking for a helping professional. Knowing which might serve you in your personal pursuit toward success is helpful.


According to the International Coach Federation (ICF), coaching is ?partnering with clients in a thought-provoking and creative process that inspires them to maximise their personal and professional potential.? The coach is the subject matter expert on the facilitation of the coaching process, but is not necessarily the subject matter expert of the client (coachee?s) topic. The coach honours the client as the expert in his/her life and work and hence, is highly skilled at asking questions which elicit the resources and expertise of the coachee. Coaching is not about giving advice or a conversation that offers solutions.


In general, counsellors are trained to ask skilful questions with the intention to diagnose and help clients with their problems including emotional trauma, past events or dysfunction. Generally, a counsellor tends to focus on past events as they impact on the present experience of their clients. Counselling does not typically emphasise what a person should do and how he or she should take action. The coach?s domain is future oriented, often assisting the coachee to draw a line in the sand and gaining clarity about what the coachee wants to achieve. And then coaching the client to get there.


In General, peopleuse the terms coaching and mentoring interchangeably, yet they are not the same. Each have their place but it is important to be clear on which professional you are engaging as they each have a unique focus and desired outcome. A mentor is a wise and trusted guide and advisor. ?Mentors are successful people who share their hard-earned wisdom to provide insight and guidance as a mentee encounters challenges along their journey. They typically function in a reactive capacity, responding to issues as they arise.? They are typically more experienced or skilled in their chosen field and act as a teacher in sharing their experience; transferring their knowledge and skills to a ?mentee? who is less experienced. Working with a mentor is ideal when a mentee is looking for guidance and advice or to develop a specific skill in a particular niche area that the mentor is a subject matter expert in. Like a coach, a mentor is looking to create solutions with their client. However, the mentor will offer suggestions and solutions to aid the mentee, while a coach will assist the coachee to access their own inner resources to resolve their own problems. The coach is not necessarily the subject matter expert on the client?s chosen focus area. The coach?s skill is in assisting the coachee through asking questions, to discover their own solutions.


A consultant is an expert who is called upon for professional or technical advice or opinions. They are relied on to understand the problem and present solutions around their area of expertise. Consulting is unlike coaching because with pure coaching, the answers come from the client. Consultants typically giveyou answers while coaches are skilled at askinggreat questions so you take a lead role in identifying your own solutions.

As you have noticed, there is a common theme to all of the above approaches. These practitioners all have a desire to help their clients, to make a difference. We believe each approach has it?s unique place and impact.

  • Added
    21 Jun 2021
  • Author
    Nidhi Lal
  • Category
    #Employee Engagement #Coaching

Be a compassionate leader, invest in your employees mental and emotional well being!

69% of Employees Today Strongly Believe That They Will Be More Committed to Their Job if Their Efforts are Recognised and Appreciated.

Employee recognition is now more important than ever before. With physical interaction with colleagues significantly decreasing, employees want to know that their work is valued and appreciated. Being recognised helps them feel more connected with their work, resulting in higher commitment to the work and better loyalty to the organisation. This offers immense benefits to the organisation as they can function fully knowing well that their company is in the hands of people who truly believe in the organization. WhatsApp Image 2021-07-13 at 9.56.24 AM Effective recognition boosts employee productivity for the organisation by over 30% This further highlights the importance of employee appreciation in employee engagement. Here are some proven recognition strategies that have yielded excellent results.

Peer to Peer Recognition:

Employees who are connected to their peers are 1.2 times more likely to give their very best when it comes to executing particularly arduous tasks at work. Enabling Peer-to-peer recognition to appreciate the help provided by employees to their team members and colleagues builds camaraderie and trust within the organisation, and within specific teams, making the employee feel better recognised and trusted in their close professional circle.

Manager to Associate:

It is often said that bad jobs do not exist, only poor manager-employee relationships do. Poor communication and camaraderie between managers and their associates are among the top reasons behind employees leaving their jobs. Many managers are caught up with day-to-day activities and forget or overlook appreciating their comrades. Providing a channel for this is crucial in driving productivity and employee engagement. After all, employees want to be recognised by the person they interact with the most. WhatsApp Image 2021-07-13 at 9.56.24 AM (2)

Nomination Awards:

Employees feel extremely excited and motivated when they know that their efforts will not go in vain. Being nominated and appreciated for their performance at the organisational level is something all employees love. Nomination Awards have shown to make even under-performers or under-engaged employees develop more enthusiasm. Working hard to win the marathon is sweetest once they have an award in hand.

Spot Awards:

Recognise good performance instantaneously. If an employee shows tremendous growth, reward them immediately instead of waiting for the next annual awards. It is likely that they achievements might be forgotten by then. Rewarding them immediately for a task well done, make them feel motivated in the short run, boosting employee engagement, and productivity.

Unleash the Potential of Every Employee!

WhatsApp Image 2021-07-13 at 9.56.23 AM 9 among every 10 employees who receive thanks or recognition from their boss reported that they feel more secure in their organisation. If you want to build an atmosphere of trust and togetherness in your organisation and facilitate a win-win situation for all concerned, it is extremely crucial that you adopt an approach that favours engagement. For that to happen, recognition is a must. Your efforts will go a long way in making your workplace a nice, happier and better one for all your employees. Companies that have Employee Recognition Programs set in place have 31% less turnover than those who do not. Be the organisation that cares for its people.

Continuous Performance Management for SMBs - How Small and Medium Businesses Can Benefit from a Regular Evaluation System

Every company uses Performance Management. Most organizations follow an annual appraisal system. But, companies, especially SMBs, are gradually making a revolutionary shift. Theyre moving from the annual evaluation culture to Continuous Performance Management.

Small and Medium businesses are adopting a new system of regular feedback. This helps make human resource management smoother. But is this an effective method of evaluation? Today we will find out about Continuous Performance Management for SMBs.

What is Continuous Performance Management?

Lets get the basic idea clear first. Performance Management is a process of evaluating employees strengths and weaknesses. It also helps to recognize their contributions and behavior and set defined goals. A company can understand how to guide individuals and use their skills to meet objectives.

This evaluation process can take place frequently throughout the year. If the frequency of this evaluation increases, it is Continuous Performance Management. This includes -
a) setting near-term goals, and
b) frequent check-ins with managers for real-time feedback.

Why is Continuous Performance Management Important for SMBs?

Small and medium businesses want to sync their own ethos and their employees vision. This is possible through Continuous Performance Management. It helps boost employee engagement and increase their commitment. It also gives them clarity on their roles and contributions, thus enhancing performance. With regular feedback, theres healthy communication for managers and employees.

Only 8% of companies are confident about traditional Performance Management methods. SMBs are fast-paced and need to be agile in competing to thrive. Annual evaluation systems are slow and insufficient for their everyday challenges. Contrarily, Continuous Performance Management helps maintain clarity and instant dialogs.

Tangible Benefits of Regular Monitoring and Feedback

Regular monitoring and feedback have helped companies financially. It has improved their employee performance. They do much better than organizations with an annual evaluation system. SMBs try to increase their returns and employee involvement. For them, regular monitoring is ideal.

It also helps to save a companys money and time. It prevents SMBs from investing a big chunk of resources in a single process of evaluation once a year. Annual reviews and feedback can take hours, and honestly, employees hate it. Instead, regular feedback is much more productive and less expensive.

Challenges of Continuous Performance Management
One might wonder why some SMBs are still behind in implementing Con­tin­u­ous Per­for­mance Man­age­ment. A crucial reason behind this is the concern for involving resources so frequently. They are also worried about having meaningless and empty conversations regularly.

Continuous Performance Management demands proper training and understanding. Without the right tools and guidance, regular evaluation can become a tedious task. Plus, employees associated with the company or industry for long may resist changes. It is essential to help them understand that this will make their job easier and gain independence and autonomy.

How to Implement Continuous Performance Management
To implement Continuous Performance Management, SMBs must resort to the following -

a) Analyzing businesses that have adopted it
Many big companies have shifted to Continuous Performance Management. Adobe was one of the first to adopt frequent check-ins. SMBs can analyze these companies and develop their own models of regular evaluation. They can follow such noteworthy examples. This can help small- and medium-scale organizations in perfecting their systems.

b) Bringing senior members on board with the idea
While implementing a new system, senior leaders and managers may not resist changes. It is essential to offer them research- and data-based evidence and case studies. These should prove the effectiveness of Continuous Performance Management. Once the senior members are ready to lead this change, other staff members will also come on board.

c) Providing guidance and training
Before forcing a new system on the staff, an organization must provide appropriate guidance and training. This does not require extra time or resources. Annual appraisals also need time and money. A company can invest this time and money into training programs, in addition to conducting meaningful conversations.

d) Communicating about upcoming changes
Maintaining a distinct line of communication with employees is crucial. This will help staff members understand the process. Before transitioning to the new system, communicating with the employees frequently is important. can help explain the changes clearly through newsletters, one-on-one meetings, seminars/webinars, etc.

e) Using advanced Continuous Performance Management software
Continuous Performance Management software can make the transition smoother. It is an incredible tool for scheduling and tracking meetings. It also comes in handy in delivering real-time evaluation reports. It can keep tabs on SMART objectives and monitor performance. SMBs can benefit from well-maintained data.

For SMBs, Continuous Performance Management software can help with -
- Aligning business goals with individual employee objectives
- Having quick access to insights into performance data
- Saving time, money, and resources in maintaining and tracking performance
- Boosting the automating of the new evaluation process
- Stimulating the development of the business by increasing scalability

Will the Annual Performance Evaluation Still be Necessary?
The whole point of Continuous Performance Management is to spread out the hassle of annual evaluation throughout the year. This will help to turn the pain of the yearly process into an exciting and productive system of frequent communications. Performance management should help employees understand their skills and use them to give their best performance. This is not possible by using an annual system.

An organization may find it challenging to keep up with the idea of collating data. This is necessary for a companys final decisions regarding salary and promotions. However, it is possible to maintain all data from each evaluation with the help of appropriate software, consistently scheduled check-ins, and proper communication at every level.

Final Words
Small and medium businesses can benefit largely from frequent evaluations and feedback. This will help them guide their employees. It will be possible to identify their strengths and reach their highest potential.

Accordingly, they can set goals that will be in sync with the companys objectives. But that will only be possible through proper training. Companies must also maintain data with the help of Continuous Performance Management software.

Continuous Performance Management for SMBs is a new trend in the business world. Can it help small- and medium-scale organizations?

  • Added
    23 Mar 2021
  • Author
  • Category
    performance management

Performance Management: What lies ahead?

Performance Management as a tool is a great way to ensure that the goals of the employees meet the goals of the organization. When this is ensured, the productivity increases, the employee turnover decreases, and a long term loyalty are established.

1. Performance Check-in: One of the more effective methods to manage employee performance is performance check-in. This is a series of interviews between the employee and the employer about their performance, their goals, their work, and their expectations with the company. Based on the organization, they happen weekly, monthly, or yearly. This ensures that employee voice is heard and a continuous process of performance management is set up. And to accomplish these goals, 57% of the organizations use specific performance management technology.

2. Future of Performance Management: In the coming few years, performance management will be employee-centric. It will focus on constant upskilling and increasing the quality of human resources in the office rather than the quantity. This will not only make the organization stand strong in the market with a solid workforce but will also ensure the employees that leave out of the organization are skilled in various verticals. The performance management system should ensure that the feedback focuses more on their strengths and not the other way round.

A study suggests that when employee feedback focuses on the weakness of the employee, there is a 27% decline in performance.

This applies to everyone in the organization. Right from the entry-level employee to the managers, everyone needs their performance tracked, feedback given, and their tasks managed. It is quite simple, when the employees receive appreciation and acknowledgement for the work they do it enhances their productivity, and if they are guided in the right path in case of diversions, it helps them evolve and grow.

How To Keep Your Workforce Engaged During The Pandemic Era

Back when things were normal, employee management used to be as simple as a corporate retreat on weekends. With a pandemic entering the equation, however, we have all had to go back to the drawing board in that regard. The elephant in the boardroom still remains, how do we keep our employees happy with such limited options and restrictions?

The solution is simple, we change the playing field itself! Thanks to the power of digital, companies are adopting new strategies to keep their workforce content and productive. This has caused a notable uptick in employee engagement metrics, reaching a record high of 38%. The good news is, so can you! Take a look at the newest solutions in employee engagement:

What is key to Employee Engagement post-COVID 19?

Employee Engagement has been a topic of discussion pre and post-COVID 19. COVID 19 has changed our lives in the last five months. Overnight employees were asked to work from home. Working from home became the new normal. Work from home and Work at home Now countries have started opening and employees whose jobs cannot be done from home are all returning to work.

The pandemic, economy, and political scenario is affecting the workplace like never. Employees are dealing with multiple issues. They might have lost their loved ones for COVID 19. The employees with whom they might have worked before could have been either furloughed or laid off. Many parts of the world are now are facing #BlackLivesMatter movements. The economy across the world is looking gloomy. Employee experience has changed from employee journey, unique experiences to health monitoring, and safety of employees. Has employee engagement taken a backseat to employee experience or is it still important? It is very important now.

Is Employee Recognition a priority now?

During the times of COVID has employee recognition taken a backseat or has it become a priority in your organization?
In some organizations it has become a priority as they realize the need to recognize employees more as they are going through tough times and are working from home.They are introducing new recognition programs which are more apt for remote workforce. Companies are moving from manual recognition programs to using new employee recognition software. Some leaders are blocking their calendars to take time to appreciate employees. Some companies have created special badges to recognize employees. Some are using ecards to celebrate milestones. Why should companies prioritize investment in recognition programs when they are struggling with the bottom line? There is enough research which shows that when companies invest in recognition programs, the productivity goes up,. Now when the employees are struggling to cope up with anxiety and work from home, employees need to feel more connected to work. Employees and leaders are struggling through what?s next, health and mental wellness.So take time in video calls to appreciate your team members. Generously use the recognition programs to call out recognition. Send ecards to celebrate success. What is your company doing differently now in recognition? If it is new and you would like to share comments on this thread.

Why Coaching should be part of EAP?

Global Statistics shows an increasing number of people suffer with stress and anxiety in the workplace due to personal and professional reasons. Workplace stress is a significant part of the general mental health crisis. Changes in the economy due to COVID and increased financial concerns translate into pressure at work, whether working remotely or working from home. Workplace stress statistics reveal that heavy workloads, deadlines, and demanding bosses all contribute to the problem. It has increased now due to continuous video calls and working from home with all distractions. Stress due to work can cause serious mental health problems for employees. Stress can lead to serious drops in productivity and end up costing organizations. Some interesting facts on Stress at workplace shows that why EAP should be there. In 2019, 94% of American workers report experiencing stress at their workplace (Wrike). Over a third of surveyed US workers cited their boss as the main source of their work-related stress. Also, 80% of workers covered in the survey by Korn Ferry said leadership changes affect their levels of stress. 63% of US workers are ready to quit their jobs due to stress according to Dynamic Signal study.

How Can Thanksgiving Spirit Boost Employee Morale?

It?s that time of year associated with bountiful feasts and family, football, and togetherness. Thanksgiving is a magical time that brings people together in harmony and gratitude. When people think of Thanksgiving, they have always pictured celebrating at home, with family. What about the family of your team members at work? If you think about it, Thanksgiving is the perfect opportunity to show your fellow coworkers gratitude and thanks through an employee engagement platform for their contributions to the company. In fact, according to HubSpot, 69% of employees out there say that they would be more productive if their presence and work was valued more. Wondering how you can bring that change about? We have a few quick fixes in mind for you and your organization. Employee Recognition Apps: The Perfect Thanks In large scale organizations, extending a personal gesture to each and every employee is not feasible. Fortunately, employee recognition apps extend a lifeline in this regard. These apps form the perfect bridge between the employees and the management. Their core goal is to sustain a steady stream of positive reinforcement, thereby boosting their productivity. There?s a good motive behind this, because over 60% of employers agree that employee retention is harder than onboarding. Thanksgiving season is a time of gratitude, and timely employee recognition (even a simple gesture) can go a long way in keeping company morale high. Through personalized messages, special benefits, and perk packages, employee recognition apps let you do it all.

How To Guarantee Substantial Feedback For Smooth Communication In Your Company

A company is only as strong as the team spirit it brings to the table. If team spirit is the fuel, then feedback is the well-oiled gear assembly. According to OfficeVibe, the average employee is two times more likely to feel disinterested and unproductive if their managers don?t communicate with them. Nobody wants that, right?? Continue reading How To Guarantee Substantial Feedback For Smooth Communication In Your Company

The Essence Of Creating A Holistic Work Environment

All work and no play makes Jack a dull boy. This statement rings true especially in today?s scenario, where the repercussions of a pandemic still impact the world. Forced to work from home for months on end, close to 50% of the workforce has experienced a decline in their mental wellness. Long work hours and? Continue reading The Essence Of Creating A Holistic Work Environment

Slack Integration with Appreiz

Keeping with its core agenda of streamlining your work environment using an employee centric approach, Appreiz aims to be your all-inclusive solution as a social communication app. A ground breaking Appreiz Slack App is all set to do just that and ease your busy lifestyles that much more! Connect your profiles on both softwares..

Appreiz Inc

340 S Lemon Ave #6261
Walnut, CA 91789
+1(844) 326-4265

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