Engage with the gift of time

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It’s just another manic Monday
I wish it was Sunday
‘Cause that’s my fun day
My I don’t have to run day
It’s just another manic Monday (Manic Monday, Bangles)

On a Monday morning most employees glance at their calendars for the week, see the myriad patchwork of colored blocks staring back at them from their chock-a-block calendars, heave a long sigh and head for the coffee machine in the hope that caffeine will make it all go away.

And this is just the ‘planned’ part of the week. Continue reading “Engage with the gift of time”

n:gage Leader Speak Series #2: Interview with Kavitha Balasubramanian, Director – Human Resources, GreenPoint Global

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In the second issue of the Leader Speak series, we publish an interview with Kavitha Balasubramanian, Director – Human Resources, GreenPoint Global. Kavitha too responds to questions on the importance of recognition in engaging the modern workforce and the challenges she sees in implementing a successful engagement strategy.

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An excerpt:

Many companies set ad-hoc goals for recognition and often fail to achieve them I believe that the goals must be articulated well enough for them to be achieved.

First and foremost, an overall philosophy that needs to be defined and have the buy in of all stakeholders. This needs to be followed up with a well thought out strategy, process, goals and tasks to achieve those goals.

 

To read the complete interview please go here or copy the URL (https://joom.ag/hNlW) into your browser.

In case you have difficulty in accessing our digital magazine, you can download a PDF version here

To make sure you don’t miss any of the insights we bring you under n:gage, please do sign up for the series updates here and spread the word among colleagues who you think would be interested in learning from top leaders of India Inc.

n:gage Leader Speak Series: Interview with Anirban Das, CPO, Lakshmikumaran and Sridharan

 

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The n:gage banner has been around for a couple of years now. We have done surveys, banners, a couple of eBooks in the past but it has been always a bit sporadic. We are now changing that and making n:gage our overarching theme for all the exciting information out there in the world of Employee Engagement – with a focus on India.

Starting this month we bring you the Leader Speak Series – where we reach out to top HR professionals and business leaders to get their opinions and ideas on how to better n:gage with the workforce in today’s (extremely) challenging business environment.

LeaderSpeak_AnirbanDas_In the first issue of the series, Anirban Das, CPO, Lakshmikumaran and Sridharan responds to some questions I posed him in an email interview.

His detailed responses have nuggets of wisdom that are very relevant – especially to those in the services industry. To read the interview please go here or copy the URL (https://joom.ag/eElW) into your browser.

In case you have difficulty in accessing our digital magazine, you can download a PDF version here

I hope you enjoy reading the interview and have useful takeaways from it. The second interview under the series will follow shortly as well, stay tuned for that.

To make sure you don’t miss any of the insights we bring you under n:gage, please sign up for the series updates here

 

 

Building ‘Antifragile’ organizations through recognition

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“Antifragility is beyond resilience or robustness. The resilient resists shocks and stays the same; the antifragile gets better.” – Nassim Nicholas Taleb

 Organizations are not very different from living organisms – they are born, learn, evolve and die (sooner or later). If one were to take the analogy one level deeper, employees would be cells and you could (in some ways) compare teams to the organs – where people come together to do a particular function.

Companies that do well over a long period of time will need to survive shocks that the markets throw at them ever so often. Fragile companies will fall apart on shocks whereas the robust ones will survive. The winners however will be the ‘Antifragile’ ones that learn from the shocks, adapt and come out stronger. Continue reading “Building ‘Antifragile’ organizations through recognition”

Candies or Charcoal: What is Santa rating your engagement skills as?

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You better watch out, you better not cry
Better not pout, I’m telling you why
Santa Claus is comin’ to town
He’s making a list and checking it twice
Gonna find out who’s naughty and nice
Santa Claus is comin’ to town

(Santa Claus Is Comin’ To Town, Lonestar)

Children around the world are told all year round that if they misbehave, On Christmas day Santa will skip the candies and give them charcoal instead.When companies carry out their annual employee engagement surveys, some managers too get their lumps of charcoal. Surveys and studies comes back with the clear message that ‘People leave managers, not companies

Continue reading “Candies or Charcoal: What is Santa rating your engagement skills as?”

Peer Appreciation: The big happiness booster!

Recognition. We all want it, we all take steps to get it and we all feel good when someone gives it to us.

Recognition can be something as simple as a pat on the back for a job well done, a sincere compliment about something we did well, or just being noticed for the hard work we put into our tasks.

This validation of our efforts is important in all aspects of our lives, and can be especially vital in the workplace. Continue reading “Peer Appreciation: The big happiness booster!”

3 tips to ‘power-up’ timely recognition at the workplace.

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Employee recognition is an extremely effective way to empower your best workers. Whether you recognize an employee with a raise or just a quick email, it’s important to let employees know when they’re doing well. However, recognition alone isn’t enough. Continue reading “3 tips to ‘power-up’ timely recognition at the workplace.”

4 smart ways to engage with Millennials in India

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The psyche, work ethic and life choices of millennials are dissected and discussed continually by everyone from opinion columnists to psychologists to economists.

The millennial generation, whose members, born from 1980 to 2000, grew up during an unparalleled digital revolution, has a unique position in history, coming of age simultaneously with the rise of the internet, social media and all the other huge technological and communication advances we’ve seen in the past few decades.

These advances brought with them globalization, drawing the world in closer contact, and opening up new lifestyle and employment possibilities unimaginable just years before.

Because millennials grew up in an age of such progress and possibility, there is a lot of talk about how to engage them in the workforce.

By 2020, millennials are projected to make up 50 percent of the global workforce, and a whopping 75 percent by 2025.

In India for example, a country of over one billion, nearly 65 percent of the population will be of working age by 2026. This striking number of individuals will not only drive India’s progress, but also supply human capital around the world.

Companies around the globe are aiming to provide the kind of work environments that attract and motivate millennials.

Of course, not all millennials can be painted with the same brush; culture plays a huge role in motivational factors and personality.

In that case, what are some key motivators for Indian millennials?

Titles and avenues for progression

Millennials in India are ambitious and conscious of titles. Providing an organizational structure with designated roles and the opportunity for upward movement is key.

Mentor programs

Mentors make millennials feel valued and looked after by an organization. Effective mentor programs show fresh employees there is a path to promotion, and give them guidance for continued success along the way.

Skill development

Millennials have grown up in a society that is constantly reminding them of the need to stay relevant. Many do not want to stay in one role, or even one place, for too long. Offering training programs and skill development courses which allow them to multi-task and fulfill a variety of roles over time will keep them engaged.

Feedback and recognition

Communication with management is vital for millennials. They want to feel challenged and recognized, in order to feel they are an integral part of the organization, and that they are making a positive difference within the company. Give constructive criticism when improvement is needed, but make sure to equally dole out praise for a job well done.

Millennials, with all their quirks, are here to stay in a big way.

Therefore, it’s imperative to harness their collective power, understand what makes them tick, and motivate them for maximum productivity, on their terms.

Here is Sanjay Behl, CEO Raymond with his thoughts in the BusinessWorld Kwench HR Masterclass on how to engage the Millennials.

Do leave your thoughts and comments in the section below. I would love to hear your opinions on the topic.

Related Posts:

Engaging Gen-Y: The ‘Millennial’ Challenge (Part 1 – the Hero Generation)

Engaging Gen-Y: The ‘Millennial’ Challenge (Part 2 – The chasm)

Engaging Gen-Y: The ‘Millennial’ Challenge (Part 3 – The strategies)

10 Ways to Truly Appreciate Your Employees

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The first Friday of March is Employee Appreciation Day!

Great! But I have always wondered why we need to have ‘Day’s’ to do what you should be anyway be doing every single day of the year? And how is it supposed to work if you are a crabby boss all year round and host a team lunch on this one day?

Well frankly it won’t. But don’t despair: all is not lost!  Continue reading “10 Ways to Truly Appreciate Your Employees”

The one BIG idea for Employee Engagement in 2016!

Looking for one transformational idea for Employee Engagement in 2016? kfit: the Employee Health and Wellness platform from Kwench might be just what you are looking for!

I have always dreaded the last week of December. Christmas and New Year get-together and cake eating binges aside, there is always the dreaded mental review of another year gone by.

Ever since I landed up on the wrong side of 30, “Loose Weight” and “Exercise Regularly” have been on top or near top of my New Year Resolutions list and are always the items with a red cross against them in my year-end review. And somewhere along the year I would have inevitably invested in exercise gear that cost way more than I could afford, gym memberships that cost even more than the above mentioned exercise gear, and last year even a high-end water-proof watch – you know, for when I do the 25 laps in the pool. Several consecutive years of this pattern, and tens of thousands of Rupees later – I was fed up.

So I did what was seemed most obvious thing to do – I headed to the café and discussed my problem with others! (With a large latte and a chocolate donut on the side). Now what is interesting is that the story seemed to be pretty common across people I talked to. With all the stresses of just barely balancing daily work and family life, exercise and diet more often than not takes a back seat. Even drinking adequate amounts of water can be a challenge and the sugar in all the cups of coffee reflects pretty quickly on the waistline – if not worse! My colleagues at Kwench pretty much confirmed the challenges and so did a lot of our friends, family and even clients to whom we posed the question.

There is no doubt about it. The more we asked around the more it seemed that India Inc. has a serious health problem. We dug around for some data and this is what we found.

 

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Scared?

Well that’s just one part of the problem. You see from an organizational perspective, there is a lot at stake when the wellbeing of its workforce is not quite up to the mark. Loss of productivity due to more sick days, absenteeism and worse presenteeism.

If there is so much at stake for both the employee and the employer, why don’t Workplace Wellness programs work? Research on enterprise wellness programs by Guidespark reveals the top reasons why these programs don’t achieve the required results. While ~70% of employees feel that wellness is important, less than 10% actually take full advantage of such programs. Employees don’t participate or the end results are not as expected because they are too busy with work, the programs don’t suit their lifestyle or that they are not fully aware of what is on offer. Almost half of them felt that their biggest wellness challenge was insufficient activity followed by stress and poor nutrition.

Clearly any wellness initiative that hopes to succeed in the workplace must have a solution to all if not most of these issues.

One of the really cool things of working at Kwench is that problems are not left unattended for too long. Anything that touches on Employee Engagement obviously piques our interest. And if we think we can use technology to fix that problem them it excites us to no end.

We took the problem, pondered over it, did our homework, drew the sketches, put the engineers and designers into one big room to do their magic and created kfit – a comprehensive employee health and wellness platform that leverages the magic of social, gamification and mobility to help companies raise the health quotient of their workforce. kfit uses micro interventions coupled with technology to bring about positive and long lasting behavioral change.

Excited? We sure hope so, because we are very excited about the possibilities this platform holds in transforming the health and wellness landscape of Corporate India.

If you are looking for one BIG idea for your Employee Engagement program for 2016, then look no further.

If you want us to get in touch and explain more about how kfit can help transform your company’s wellness, please send us an enquiry.

If you want to know more, here is a quick guide to why this is the one BIG Idea, that you can download and it is titled (Surprise, Surprise): The One BIG Idea for Employee Engagement in 2016!

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Oh and I am glad to say this year I won’t be putting a cross against “Loose Weight” and “Exercise Regularly” on my resolution list from Jan ’15.

2016 promises to be a whole new year – in more ways than one! Join us in changing the world – one step at a time!

PS: Reminder – Get in touch with us and we will be glad to talk about Employee Engagement Ideas for 2016!