How to Make Employees So Happy They’ll Call to Thank You?

Sounds crazy?

Too good to be true? Isn't it?

In a world where people fail to acknowledge, getting a call to thank you on the first instance will definitely sound surprising.

But ever thought why your efforts are not creating the "wow" effect in the mind of your employees?

Why people take you for granted? 

How does some organizations has this uncanny ability to keep their employees so happy while pushing them to their limits?

After reading the title of this blog post, you must be wondering that "happiness" is a relative term. It varies from person to person. Things that brings happiness to you today, may not even get a smile on your face tomorrow.  Happiness is so SUBJECTIVE.

And to tell you...You're right in your thoughts.

Everyone has their own definition of HappinessThe irony is that the meaning keeps changing with time.

Today, a salary increase may pump in adrenaline. Tomorrow career development may take a front seat for you. 

Preferences changes with time and so does the yardstick of measuring Happiness.

That reminds me of Maslow's Hierarchy of Needs. It gives an understanding on what motivates people at different stages of life. It states that when one need is fulfilled a person seeks to meet the next one, and so on.

A similar thing is going in your organization as well.

You have people at various levels in the hierarchy. Their needs and requirements are different. For an employee who is at the bottom of the pyramid, salary and job security will be the top most priority. While for an employee who is at a senior level, self-esteem and respect from others brings happiness to him. 

The challenge for you as an HR professional is to handle those needs judiciously at all levels. 

And your organization to equip you to create systems that build a long-term culture of Trust and Happiness.

And that is what this post is all about. It will guide you to...

  • Ceate a culture where everyone is heard.
  • Create a culture where people expectations are managed well.
  • Create a culture where employees feel that they have space to express and develop.

And above all....

  • Creating a culture that rides on the wings of Happiness.

Madan Nagaldinne (Head of HR - Facebook (NY)) in his recent interview to people matters shares that "Creating a happy workplace is a by-product of HR’s role; it is not an input you should be focused on". However,  I think that this input plays a vital role in defining and creating products and services for the company.     

In simpler terms, it boils down to ONE easy equation and I'm sure you will understand.  

A happy employee will result in a happy customer. A happy customer will lead to word of mouth publicity. Word of mouth publicity will result in more inquiries. Inquiries will convert into sales. Sales will eventually result in more of Profits.

Simple. Isn't it?

And how do you start the journey of creating a Happy Culture?

It starts with the foundation of TRUST and two factors you need to work to get this foundation rock solid.

1. Genuineness

2. Engagement

These factors have helped the best places to work for, to become organizations that they are today. These companies hold a culture and brand everyone today aspires to work for.

And what I'm going to share in my post will force you to rethink the way you're doing things in HR. 

Mark my words...

Master the two factors and you'll challenge world's top brands and even your competitors.

Amazing? Ready to rock and roll?

By putting in these simple ingredients (Genuineness and Engagement) in your dish (company) you'll prepare the perfect recipe (org culture) that will make your people so happy they'll call to thank you.

And trust me. The call does come. 

And just in case you felt engaged after reading my post, don't hesitate to email me or share your happiness in the comments section at the end of the post. 

I'll be waiting...

The Recommended Cure For Any Organization (and Why Do We Have To Change)


Avoid Running Election Campaigns In Your Organization

​The fundamental element required for an organisation to thrive and grow is having employees who are committed, motivated and engaged

​There's a difference between pursuing engagement and actually achieving it. 

Most of the time when we run our internal employee engagement surveys, it becomes like any other election campaign. People participate as per their wish. They often refrain from giving inputs on the real pain points. They fear that if they give the right picture, the management may come to know who has given the input and hence may question them. 

After analysis of the survey, you don't get concrete inputs. You start prioritising and making action plans and end up targeting the wrong areas. Result, your workforce isn't satisfied and they lose faith in your system. 

I'm NOT a strong advocate of doing Engagement surveys. To communicate with the management, people shouldn't wait for any engagement survey. It should be a natural process and kind of part of the system. However, in case you do want to conduct it, do it with full fairness and transparency. It should be 100% anonymous.

The prime objective of any employee engagement survey is to get feedback from the employees on areas of improvement. In this pursuit, you are gathering a lot of data on how you can improve your HR systems and processes. 

Often it is observed that important areas are left untouched and work is only done on some low hanging fruits. 

Don't let the precious feedback from your people go in vain and your entire Engagement Survey, like I just talked, become more of an election campaign. 

The ‘curse’ of employee engagement is that the process of trying to achieve something positive and beneficial for your employees can actually end up disengaging them. In other words, you can create exactly the opposite of what you intended.

This is because you ask questions in your engagement surveys on how your employees feeling about their work and the workplace. Answering these questions brings ‘problem areas’ to the surface from people’s minds. If no action is then taken to address these issues, employees are left feeling worse than they did before, as you’ve falsely raised their expectations with an unspoken promise that you’ll do something as a result.

Think of this scenario...

What is that you have in your mind when you are voting in the elections? 

You think of the promises that the new government has made. You think of the developments once they come into power.  You think of the well-being measures that they will ensure. After all you voted your favourite candidate or party based on what they promised at the time of the election campaign. 

But what do you ultimately get in return of your precious vote and trust? 

False promises. Fake assurances. Broken trust. 

You feel cheated and disgraced when you see that the new government is not keeping up to their words. 

Similarly, if you don't act on the feedback given by your employee, your engagement survey is destined to doom like any other election campaign.

People will assume that you don't value their suggestions or inputs.

Lack of proper action planning after the exercise results in no work being done after the survey. 

So, why don't the Employee Engagement Surveys Work and what can be done to resolve it? 

Common Issues

  • Asking too generic questions in the questionnaire
  • No effective change management
  • Engagement perceived as HR responsibility ONLY
  • A lot of time taken to implement solutions
  • Lack of communication on action plans
  • Low participation of employees

Solutions

  • Ask the right questions. Avoid questions on which you don't want to take any action for eg Salary
  • Involve all levels of employees in the change process. Take their commitment and ownership for the new implementations
  • Devolve the responsibility for engagement to everyone in the organization. HR is for facilitation and support
  • Prepare action plans and timelines for implementation and communicate to employees on your plans on a regular basis

Engagement may be a concept that builds on commitment, motivation, job satisfaction and the psychological contract. One thing’s for sure though: it can pay dividends. Ultimately, the key to breaking the curse of engagement is to ask the right questions and to prioritise specific, practical, manageable actions that senior executives, line managers and individuals can take to drive engagement levels higher.

If you can't solve .... don't ask them after all you are an HR professional and not a politician. Be Genuine in your approach and the end result will be a highly aligned and Engaged workforce. 


RIP The Concept of FEEDBACK

Why the concept of Feedback dying its own death? 

Let’s say you completed a year or just finished with one of your most important project.

Your boss calls you for a meeting. Multiple thoughts starts hitting your mind. 

"Maybe he’s called me to review my performance and talk about my next promotion? Maybe he’s called to talk about how well I executed my last project? Maybe he’s got some news for me?" Maybe......Maybe......Maybe

But what happened next, gives you the shock of your life.

Your boss tells you...​

“You shouldn’t have done it like this? I expected you to be more focused and get this thing finished within time lines. I had high expectations from you. The CEO wanted you to be more analytical and in depth in your approach. Sorry but you have disappointed us”

Dreams shattered. Mood devastated. Motivation down the flush tank. 

Ultimate result. 

Sour boss and subordinate relation.

What possibly could have stopped for such a situation to arise? What measures taken in the past could have averted such a feedback? How can the result of performance or project execution be more fruitful? 

Bye Bye Feedback. Welcolme FEED FORWARD.

Feedback is all about “reviewing of what happened in the past”. While as the name suggests, feeding forward is to "give suggestions in the present for the future".

You cannot go back in the past to correct a situation. You cannot revert the past. You cannot improve your past.

But you can definitely redefine your future, provided you get right inputs at the right time.

The situation in the opening example could have been encouraging for you if your boss had timely communicated to you as to where you were going wrong. He could possibly have shared well in time what the CEO is expecting out of you in the project. If he could have shared what he is expecting. If he could have communicated how he wanted you to execute the project, things would have been totally different for you. 

If you were communicated well in time, you would have been in a better situation to:-​

  • Take timely corrective actions in terms of improving your performance
  • Reworked on your data and present it with better analysis and understanding
  • Redefined your priorities so that the project is completed on time

That would have resulted in:-

  • Your next promotion or salary hike
  • Recognition and appreciation from the CEO
  • Happy work life with more of trust and faith in the system and the senior

To sum it up, don't just feed your people with food, but feed them with good suggestions in the present. 


The Most Powerful Way Of Building People Connect

Ever played the famous game of "Chinese Whisper"?

The communication mechanism, if not worked properly, can result in becoming a game of Chinese whisper in your organization. The original statement gets twisted and turned going from one ear to another. The final version is nowhere close to what the actual thing was.

Communication, if not handled properly can go in a wrong direction. How? If the right communication is not shared at the right time, it gives birth to.....​

Rumors​ and Gossips

Gossip is an old form of communication and no workplace is immune from it. I am not against any office talks or cafeteria gossips over a cup of coffee. These are part of corporate culture and you can't escape from them.

But when these office talks transforms into rumors and become the voice of the management, it starts creating a culture of confusion and mistrust. 

After all, people like gossip and interesting bits of information: you only have to look at the number of celebrity-focused publications to realize that we have a huge appetite for discussing other people's lives. At work, however, this type of interaction is harmful and costly. It wastes time, damages reputations, promotes divisiveness, creates anxiety, and destroys morale.

How To Declare War on Office Rumors? 

Making communication at the right TIME and with the right communication CHANNELS.

Often communication is tagged as “Highly Confidential”. And I hate to hear this when in reality even the office peon is kind of aware of it. Don’t tag all your communication bits as HC when actually all dick and harry knows about it before hand. After all, we are working for a corporate and not for MI6.  

Same goes with famous organizational wide circulars. The irony of organizational circulars is that apart from the people affected in the circular, most of the other employees are already aware of the change before it is out in the open.  Do you experience something similar in your company? 

13 Communication Rules That Make Your Engagement 100% More Powerful

1. Stop the GUESSING work and let people be informed of what's happening in company

2. Communicate CLEARLY so that even the lowest level employee understands the intent behind it.

3. Deal with any unwanted Rumor IMMEDIATELY

4. Release your internal circulars ON TIME

5. Display all important communications at prominent areas in your organization 

6. Share your companies values, mission statement etc PUBLICLY on site 

7. Emphasize your key points through REPETITION 

8. Open up with your people by keeping a good sense of HUMOR 

9. Understand people's point by actively LISTENING to them

10. Always respond back to your people queries in a TIMELY manner

11. Use a LANGUAGE that's distinctly yours and that let your own values come through

12. CUSTOMIZE your communication style as per your audience

13. To avoid RUMORS ensure communication should reach all stakeholders at all levels and at the same time

Rather than giving room to people to either assume or misinterpret information, perspective taking and confirmation leads to better and direct communication.

Great communicators have a way of disarming their audience in order to put them at ease.

People respect authenticity and they're much more willing to follow real leaders, not corporate puppets.


DO as I say, not as I DO 

Some rules are meant only for others to follow. You expect your people to abide by them while you break them yourself. 

You talk about respect in the open while behind closed doors you tarnish people’s honor. You talk about excellence while forcing people to compromise on quality. You talk about truth while manipulating your own words. 

There is a famous saying in the corporate world, “walk the talk”. You create a great value statement. You make good processes and systems. You lay down a clear set of rules for people to follow. In the end, you implement it and expect others to abide by them. 

I was once travelling with a senior professional to his office. As he was entering the office gate, he stepped out of the vehicle to punch his card. I knew that senior people in their company were kind of refrained from punching their cards at the entrance. So why did he did it was my question to him. 

To my query, his answer was, “The company wants people to be disciplined and punch cards while entering and exiting the office. Irrespective of my designation, when they see me punching card even when I am in my vehicle, it sends a silent message to them, that this is an important rule of the organization which needs to be followed by everyone. Even I am allowed by system to not punch, I prefer doing it, so people know that it is important". 

People follow leaders and their gestures communicates what is important for them, which automatically becomes important for them as well. 

However, when people see that the seniors are violating certain rules but want their juniors to abide, while they won’t say anything, they feel that there is some kind of discrimination in the Organization. 

Avoid landing in such a situation where you start making people feel discriminated. 

Your genuineness will be at stake. 

The Best Leaders Set Example By Going First

As a leader, part of your job is to inspire the people around you to push themselves – and, in turn, the company – to greatness. To do this, you must show them the way by doing it yourself.

When leaders don't "practice what they preach," it can be almost impossible for a team to work together successfully. How can anyone trust a leader who talks about one thing, but does another?

What’s Your Excuse Now?

The information I shared is not magical, mystical or complicated. In fact, you could consider implementing them RIGHT NOW

Even if you do not implement all of them but by making simple changes you work can have dramatic effects on how your people will feel. 

Just imagine how would they feel if they are respected, heard and given importance. 

Imagine they get time to spend with their families and are not stressed.

Imagine they waking up tomorrow morning looking forward to the day ahead, not dreading it. 

Just choose any one of the techniques above, and try it out tomorrow.

Start getting the hang of it and try out new avenues. Get your people buyin. 

You can see the SMILES on those faces pretty soon. 

Are your Fun-at-Work activities a flop?

When do you know that it’s time to PAUSE and RE-think?

Well, when things are not working your way or maybe when they are not working the GOOD WAY.

You have a dress-up day at office and there are just few employees in the dress code.

You announced a contest and there is no employee ENTHUSIASM to participate.


You distributed company’s T-shirts and no one wears them to work.

Now that’s the time you, as HR, must think what you are doing wrong with your fun at work activities.

Studies prove that not just MONEY and RECOGNITION, it is also the social and psychological fulfillment that keeps employees MOTIVATED and ENGAGED at work. Fun at work activities are a simple yet effective way to make employees feel connected with each other and with the organization. These activities help to ease the pressure of deadlines and commitments (though for some time) and let employees relax at work.

Then why is it that employees at times avoid to be part of activities organized in their best interest?

If you are concerned about why your Fun-at-work activities do not work out well with employees, these might be some of the reasons:-

You make it too FORMAL

If you appear out of HR glass doors on Fridays and expect employees to join you in fun activities, you will face disappointment. Unless employees feel involved they won’t participate. They must first trust you and know you in order to join you into anything. Fun-at-work must be part of your company’s culture for employees to understand and enjoy it.

Your employees are UPSET

Think again, is there anything that your employees are not happy about, maybe appraisal, bonus or benefits. Any promises that have been broken in the past. If yes, probably it is their way of showing that displeasure. Ofcourse, they do not want to give you an opportunity to compensate this way.

Managers do not PARTICIPATE

A great boost to employee morale and enthusiasm comes from their managers. If managers do not participate for any reason (best known to them) it is most obvious that their team also feel hesitant or disinterested to join.

Employees do not have TIME

Work load (for any reason) is also a possibility why employees miss to join any activity that requires them to stay late to meet deadlines. If activities are scheduled during work hours, anticipate some no shows already.

Is there anything that you as HR can do about it?

Yes, CHANGE.

Change your approach to Employee Engagement activities. Try to understand what really matters to employees. REDESIGN your employee engagement model; make it more stimulating for employees.

Change Fun-at-work attitude to Fun-in-work

“We will never—and I mean never—turn our backs on our employees” – Howard Schultz, Starbucks

Starbucks is ruling on sales and customer loyalty because of its highly committed employees. The company has strategically focused engagement activities that involves employee at all level with its mission, vision and performance. It provides every opportunity for collaboration and innovation to its employees. It has an incredible culture of thanking, appreciating employees and seeking employee feedback in every matter possible.

This is how best organizations do it. They make employee engagement an ongoing activity.

Organizations and HR pros everywhere are getting experimental with their engagement practices to keep low on employee turnover and promote better work culture. Approach engagement through Fun-at-work activities with a more open mindset to make it part of your workplace culture.

When planning Fun-at-work activities keep employees involved. Invite suggestions, create polls, ask for volunteers, and let them feel a part of it.

– Promote social connections at work through internal networking groups, knowledge communities that encourage cross team interaction.

HR behavior influences employee behavior. Encourage them by looking and behaving enthusiastic yourself.

A reward/prize might do the trick. Recognize and appreciate employee participation.

Encourage open and honest communication at work.

Promote team collaboration by organizing out of office events.

If you are starting afresh, things might move slowly initially. And yet again, organizing parties, events and giveaways is just one aspect of Fun-at-work. The real fun happens when employees seem to enjoy their work and the workplace. Though it is not always possible to make work a fun business (it is meant to be a serious affair), connecting employees with the organization is the real idea.

I will wait to hear your views and thoughts on encouraging employees to join fun-at work activities?

About the Author:

Meetu Khanduja is an HR professional with extensive experience of working with IT/ITES industry. She holds an MBA (HR) and PDG in IPR (Intellectual Property Rights). She shares her experience and views on HR on her blog – www.hrdictionaryblog.com

I’m Loving it – What makes me STICK with you till now?

 

  • Do you feel energised while going to work everyday? 
  • Does your current organization provides ample opportunities for you to learn and grow? 
  • Does your organization supports in maintaining a healthy work life balance?

Was your answer to any of the above questions a YES!!!

Then Read on….

Everyone of us likes to work in an organization which provides room for self development and professional growth.

People with high motivation PERFORM better.

Employees who are “engaged” and enabled” are more likely to OUTPERFORM.

For companies to ensure that their employees are empowered as well as motivated, it’s vital to have a “supportive leadership” with an effective employee “feedback” process coupled with a rewarding “performance management system“.

Hence, this brings up an interesting topic to explore as to what all things an employee expects from its employer?

Is it only salary?

Is it only growth or a mix of BOTH.

Let’s dig in further and know from each other…

Today in this post, I would like to know what motivates us to work in our current organization? What are the good things that we like about our current employer? Does it provide ample opportunities for us to perform? Are your concerns addressed appropriately? 

To start off, let me share few things that I like about my organization and the reason why I am still STICKing to it.

I joined my current company (SRF) in November 2008 and after spending more than 5 years with the organization, I still feel that the journey has just started and there so much to do and accomplish.

I  am actively involved in many employee engagement initiatives. I am part of the company’s core HR group and have been driving various HR projects at business level. There are around 45-50 HR professionals in the company which are working in plant and corporate HR roles. My complete profile snapshot can be viewed at my LinkedIn page here.

I was part of the team that implemented HRIS (Human Resource Information System) in the company in 2009. I was part of the team which revamped the employee rewards and recognition program in 2013. I was part of the business HR team which helped in establishing HR systems and processes in our 2 new overseas unit at Thailand and South Africa.

My objective of sharing my accomplishments should not be viewed as bragging but the point I want to make here is that I was able to contribute because my organization gave me opportunities to explore my capabilities.

Listed below are few of the qualities that I feel proud of my current organization:

  • Respect for every individual and freedom to share their views and perceptions.

  • Very good people policies and employee engagement activities.

  • Easy access and free interaction with senior management.

  • Flexible working environment.

  • Cooperative and understanding seniors and colleagues.

  • Provides great learning and development avenues.

  • Provides ample growth and career opportunities.

  • Have a very good rewards and recognition system. One of the well established is the Long Service Award function where the organization recognizes and appreciates the association of people from 5 years to 30 years with the company.

  • Developing villages and educating children as part of the corporate social responsibility initiatives.

  • TQM (Total Quality Management) Orientation of people which helps in creating customer delight.

Let me hear from you on what you think about your current company. What are the motivating factors for you? I would encourage you to share your company name but if you do not wish to share, its ok with us. 

It would be really nice if we can have the comments in the following structure:

Name of the current company: _____________ (if you wish to share)

Since how long you are been associated with your current organization: __________

Reasons for your association: _______________

I am eagerly waiting to hear from you.

Post your comments by signing up with Disqus or using any of your social media accounts. That ways your comments can be linked to popular social media sites. 

Do You Recognize the 5 Early Warning Signs of an Employee Meltdown?

 

One of the important role of an HR Manager is to keep their employees charged up and motivated. However, nobody can guarantee that your people will never face a “bad day” at work. A research showed that organizations with high levels of “engagement” but low levels of “well being” suffer from burn out affecting particularly their key talent.

 

With the kind of work pressures and the expectations in the current scenario, people tend to take a lot of stress which ultimately affects their health and mental state of mind.

 

Even if they are liking their job, there is a possibility that something or someone at work may be wearing them down. An improper work-life balance can also lead to stress or an employee meltdown.

 

How Can you Recognize the 5 Early Warning Signs of an Employee Meltdown?

 

Before your employee or colleague undergo a breakdown, you may want to look out for the following before things go out of balance.

 

1. Excess of Work Load and a Pressure Cooker Culture:

Distribution of work is an important aspect. If you find that a particular employee is taking up too much work upon his own shoulders and is not realizing the fact that it can lead to stress, you need to talk to his supervisor so that proper work load sharing is there in the department. In today’s competitive scenario, employees tend to take up additional responsibilities resulting in taking up too many things which is beyond their capacity to handle. As an HR Manager, you need to keep a check on the equal distribution of work amongst your people.

 

2. Lack of Communication:

Communication helps in reducing stress and blowing off the steam at workplace. Its an alarming sign if your employees tends to keep things bottled up within themselves. This can create a situation which can hamper their growth and ultimately result in breakdown. People can become frustrated if they don’t discuss things which are impacting them at workplace. The duty of the HR department is to try and constantly communicate with their people so that they are aware of their situation and hence can provide counselling or suggestion to them accordingly.

 

3. Negative Attitude:

People tend to become negative if things are not moving as per their expectations. Boss subordinate relationship can also be a reason for such a negative behavior. This negativity spreads once they interact with other people of the organization which results in polluting the entire workplace culture. A proper hand holding and mentoring can help these people to cope up with their negative behavior.

 

4. Problem in Personal Life:

On an average in a day a person spends around 50% of his time in office. Hence, there is a fairer chance that he brings his personal issues with him while coming to work. Though you would like to respect everyone’s privacy however, you can still try to figure out the problem and may be can encourage them to find solutions. You can also work out an assistance program that can deal with issues like marriage, child care, elder care or any other problem.

 

5. Avoiding Breaks:

On account of reduction in workforce, many people have been forced to work for extended hours. They avoid taking break or lunch if there is a backlog of work. This is not a good sign for the individual as well as for the organization. A policy can be made on what schedules one needs to follow which can help in maintaining a proper balance.

An an HR Manager, you should always try to offer a helping hand to your people. It is important to look for these early warning signs that can trigger a meltdown. Your employees will appreciate if you help them to cope up with the day to day stress at work.

Have you experienced a meltdown yourself? Did the HR helped you in dealing with it? What steps were taken to avoid a possible meltdown in future?

Leveraging The Power of Gratification At Workplace

 

Why do people shy away from expressing their gratitude at workplace? People are more likely to say “Thank You” to their friends or anyone else however, they will shy away from thanking their colleagues or boss at workplace.

According to a recent research by John Templeton Foundation, it was found that 90% people who are grateful are more fulfilled, have richer and happier life than people who aren’t thankful. Further, bosses who are grateful to their team members are more likely to be successful than other superiors in the organization who seldom thank their subordinates. One should realize the fact that none of us can work in silos and teamwork forms the basis of result oriented and progressive organizations. 

Why is there so much Scarcity of Gratification at Workplace? 

 

Many people consider gratification a motivating factor. People tend to express gratitude for their friends and families however, they will not show it for their current job. The research showed that only people who are paid well, tend to show gratitude for their jobs. From the study it also came out that 74% of people rarely or never expressed gratitude to their boss while at the same time they expected their bosses to express gratitude to them.

 

So why gratification is so scarce at workplace. Some of the key reasons that I think can be because of:-

 

a) Sometimes its more of an attitude issue where one thinks that employees should not be praised for solely doing their jobs. They are being paid to work so there is no need to appreciate them.

 

b) It is also based on the fact that if I don’t get it then why should I pass it on. Meaning if my boss doesn’t appreciate my work, then why should I appreciate others’s work. Its more of like give and take attitude.

 

c) Sometimes people have ego and even if they are helped, they would refrain from thanking the person who has helped them.

 

All said and done still the magical word “Thank You” can do wonders for you. I wrote a post on how this powerful word can help you in your career. Do read it here.

 

How Can You Enhance The Power of Gratification at Workplace?

 

1) Train people and help them realize the potential of showing gratitude at workplace. A happy employee will be more productive. People should be taught to reinforce the system of recognition and appreciation as part of their daily job activities.

 

2) The organization should appreciate and reward the behavior which they want to be replicated by others. In this way an organization can help and develop a culture of gratification amongst its employees. Establishing a rewards and recognition system can help boost this behavior in the employees of the organization.

 

3) Development of subordinates should be made as one of the KRAs (Key Result Area) for the bosses. They should be able to motivate and develop his team so that they can take higher responsibilities.

 

4) Communicate internally on how people are helping others by showcasing their stories via internal communication medium (emails, share-point etc)

 

5) Not just by merely saying “Thank You”, there could be other innovative ways introduced for acknowledging the employees. The organization can encourage team lunches or off sites where people can interact on things beyond the workplace. This can help develop a cohesive culture in an organization.

 

6) Try and show gratification in front of others. This will benefit in terms of creating a motivating culture plus a person who is recognized in front of other team members feels special.

 

In short, I would like to re-emphasize the value of gratification as it goes one level above the monetary recognition. Money is one thing however, a pat on the back can be more motivating than a salary hike. Beyond a point one looks for getting appreciated for his/her work by his boss, colleagues and peers.

 

So utilize the power of GRATIFICATION can make your organization a better and happier place to be :)

What are Rewards and Recognitions?

Rewards and Recognitions share the same first letter ‘R’ however have different meaning all together.

As a child I was very quick and apprehensive with respect to my school formalities like collecting donation or some fund for the needy. Whenever such activity was announced I wanted to be the first and the maximum contributor in my entire class. My efforts were not because I was kind hearted and concerned for the people. Well at that time I was too young to understand the realities of life. Then what was the reason behind my generosity?

rewards and recognition programs

I was concerned whenever my teachers deducted any marks from my answer scripts. I used to question them and eat their heads till the time I was not convinced why the marks were deducted. I always wanted to outshine others in my class with highest marks & percentage. What was the real reason behind such a behavior? Was this only for getting recognition and becoming famous?

Now turn the pages of history and close your eyes and peep into your childhood days when you were in school. “Ah! What a lovely time and golden period, but can become more wonderful if I become the class monitor, Wait….Wait….Wait how about becoming the captain of the school” Exactly these thoughts have kept on charming you throughout your school or childhood days. Isn’t it? Do you know why?

All the above questions refer to the fact that ‘Recognition and Rewards’ are the two sides of the same coin. Recognition is an art by virtue of which you acknowledge the efforts of a person to do something exceptional beyond the call of his duty whereas Rewards are a satisfying return, can be in the form of monetary or non monetary gain, of a desired behavior or outcome.

It’s a proven fact that motivated employees are critical to a company’s bottom line. By Recognizing our people’s dedication, commitment and results — we boost their morale, increase productivity, enthusiasm and create powerful motivators.

Rewards can help create the right employee – team environment. An atmosphere that is encouraging and favorable to achieve the contributions and efforts an organization needs.

Don’t let your best people’s efforts go unrecognized or unrewarded.