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Organizational Culture

4 Employee Engagement Strategies to Combat the “Quiet Quitting” Trend

quiet-quitting-trend

Quiet Quitting, the trend that is going viral on social media is a cardinal indicator of diminished employee engagement, where team members refuse to go above and beyond but fulfill the bare minimum requirements to retain their jobs. This phenomenon stems from a disproportionate work-life balance caused by the exorbitant hustle culture and impeding employee burnout.

Quiet quitting can take many forms- Employees may turn down projects, take up only those assignments that require less effort, stop volunteering for tasks that fall outside their standard job description, and alienate themselves from coworkers and managers. A burning question that needs to be addressed here is- Has the ‘Great Resignation’ trend metamorphosed into a new kind of employee disengagement? How do you handle quiet quitters and prevent this silent form of non-compliance?

Read on to know!

The ‘Why’ and ‘How’ behind Quiet Quitting  

Consider this- The coveted “Employee of the Month” or “Star Performer” title demands a lot of hustle, perseverance, and motivation to go the extra mile. Although helpful in uplifting productivity and elevating business performance, such namesake awards do not entail any real material benefit to the employee, and certainly do not contribute to employee engagement. Unless you have an innovate and holistic R&R framework in place, it is almost impossible to suffice your workforce’s psychological needs and boost the happiness quotient.

So, what can disengaged employees do when their expectations are unmet, boundaries are crossed, and there is no palpable advantage in shouldering extra workload? Enter the quiet quitting mode- “No one cares either way, so why even try?”

The good news is, there’s a simple solution to this conundrum- Focus on employee engagement, ramp up the employee experience, and add a dash of rewards and recognition! Here are 4 effective strategies that can work.

1. Employee Recognition to the Rescue!

Quiet quitters have a tendency of feeling under-appreciated, as more often not, their efforts go unnoticed. Employee recognition tools are the best way to ensure that appreciation is free-flowing, in-time, and fair. By acknowledging and recognizing employees for a multitude of desirable characteristics, you show your people that they matter and so does their role as an integral part of the organization. Not to mention, rewards and recognition boosts productivity and encourages employees to go the extra mile.

Check out this list of employee appreciation ideas.

2. Engage to Connect!

A sage disconnect between employees and with their employer is one of the major reasons for quiet quitting. Building a strong rapport and nurturing bonds at the workplace can bridge this gap, but how do you do that amid the hybrid work culture and the digital transformation era? Leverage a digital employee engagement platform!

Virtual engagement features such as surveys, quizzes, talent contests, online discussion forums, gamified R&R elements, and an exclusive social wall can all be extremely helpful in fostering a human connect and instilling a sense of belonging within your workforce.

Connect with us to explore our myriad offerings in this field!

3. Prioritize Employee Wellness

When you prioritize your employees’ mental, physical, and emotional wellness, they will not need to defend themselves against potential burnout by pulling back professionally. On the other hand, if employees feel neglected or disregarded as human beings, they will automatically use quiet quitting as a self-defense mechanism.

Thus, emphasize your commitment to employee wellbeing by adopting digital tools that can ensure an equal, smooth, and streamlined flow of wellness strategies. An employee engagement software offers various features that can prove to be instrumental in this regard.

Don’t forget to go through our guide on employee wellness for the hybrid work era.

4. Innovate Performance Management

Maintaining a consistent performance feedback cycle is rudimentary to keeping employees engaged. Positive feedback and correspondent recognition for a job well done spurs a jolt of motivation, while re-directive feedback gives them an opportunity to learn and grow. Additionally, when team members feel like their manager is proactively looking out for them and is involved in day-to-day tasks, there’s no reason to feel disconnected or alienated!

Ready to Combat the Quiet Quitting Trend?

Quiet quitting can be tricky to spot because some warning signs, such as absenteeism, low morale, and inconsistent performance may be non-intentional. However, regardless of the cause, it is always a good idea to address shifts in behaviors and track employee sentiment. That being said, it is the responsibility of HR and business leaders to nurture a healthy organizational culture and fix workplace dysfunctions so that employees can strike a healthy work-life balance.

Concerned about quiet quitting and curious about the possible solutions? Get in touch with us to know how our digital employee engagement strategies can help!

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Employee Engagement

5 Ways to Boost Employee Engagement through Office Festivities

employee-engagement-activities

The last quarter of the calendar year has commenced, ushering in the much-anticipated festival season in India. While celebrating festivals is usually a family affair, this sentiment can be extended to the workplace as well to boost employee engagement through office festivities. The HR community views festivals as a golden opportunity to engage, motivate, and raise the happiness quotient of employees by curating a tasteful mix of corporate gifting, employee engagement activities, and ample rewards and recognition.

Read on to know 5 ways you can engage your employees during festive celebrations.

Elevate the Festive Spirit with Corporate Gifting

Employers should leverage the festive season to engage their employees on a deeper level by tapping into the essence of the celebration. For instance, a festival like Diwali is all about prosperity, gratitude and optimism. So why not replicate this emotion at the workplace as well? Use a digital corporate gifting platform to deliver a delightful hamper of goodies right at their doorstep, along with a digital gift card or a fixed set of reward points that your employees can redeem from the gifting catalog with items of their choice.

Engage and empower your employees with one simple gesture! Request a demo of our DIY corporate gifting portal today!

Recognize Hidden Talent

Festivals are the perfect opportunity to establish unique workplace traditions and recognize the hidden talent of your people. The hybrid work culture may seem to be a challenge while organizing events or competitions, but a digital R&R platform can indeed make it easier!

You can conduct virtual contests with customized hashtags, for example, #ChristmasCheer can be initiated for a caroling competition and employees can post their entries over the platform. The post with the maximum number of likes, shares, and comments can be awarded as the winner with a set of reward points as the prize. You can also hold a series of contests or online games that involve not only employees, but their families too.

Honor Diversity and Inclusion

Remember, not all employees may be celebrating a particular festival, so keep in mind the cultural diversity and beliefs of people. Consider deploying a survey through an employee engagement software to determine the festivals that hold a significant place in their community and use the findings while designing your celebratory activities.

Read more about the importance of diversity and inclusion at the workplace.

Leverage Digital Rewards and Recognition to Enhance Productivity

The celebratory season may seem to hamper productivity at the workplace, but it can be the ideal time to bring out the best in your employees. Curious as to how? The answer lies in the most crucial employee engagement indicator- Rewards and Recognition. Double up on your R&R initiatives during festivals by organizing an employee appreciation drive, encouraging managers and peers to recognize one another for a multitude of noteworthy behaviors. Furthermore, you can also keep productivity in check by offering monetary recognition and personalized rewards for exceptional performance, especially for industries like retail which run at their peak during festivals.

Don’t Forget On-the-Floor Festive Engagement!

As more people return to the office, HR can now organize physical events and activities for their in-office employees! Classic events such as Traditional Day for Diwali, Dandiya Night for Navratri, and a meet with Santa Claus for Christmas still work wonders for employee engagement, so don’t forget to include on-the-floor celebration as part of your overall strategy.

Celebrate Festivals to make way for a Stellar Employee Experience!

Effective people management and employee engagement stems from bringing individuals closer and giving them the opportunity to interact across cultures and traditions. It is needless to mention that office festivities induce a strong sense of belonging within employees, as they feel like an integral part of the organization’s extended family. Furthermore, a classic indicator of promoting diversity and inclusion at the workplace is when your people are given a platform to interact across silos, participate in cultural activities with vigor, and indulge in the festive spirit with joy.

Do you wish to make the most of this festive season at your organization? Get in touch with us to explore our myriad offerings in corporate gifting, employee engagement, and digital R&R!

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Organizational Culture

Promoting Gender Equality in the Workplace

gender-equality-at-the-workplace

You might be tempted to believe that women have nearly closed the gender gap in the workplace, courtesy the building press and discussions around diversity and inclusion. However, there is a tremendous amount of work that still needs to be done in order to institute gender equality in the truest sense, thereby increasing employee engagement for women employees. Here are some statistics that can emphasize our point-

  • Women earn 19% less than their male counterparts for the same job.
  • Research shows that women are still underrepresented at every level.
  • Men currently hold roughly 60% of manager positions, while women hold only 40%.

So Why is Gender Equality Important in the Workplace?

Now that the need for sustainable efforts towards creating an inclusive, safe, and equal workplace for all is apparent, let us dive into the fundamental reasons why gender equality is beneficial for all the stakeholders in an organization. 

1. A McKinsey study proved that organizations with greater diversity improve profitability by 21%.

2. Inclusive teams make better business decisions up to 87% of the time.

3. If women to be able to fully participate in paid work and earn equal pay, that could add USD 28 trillion to the global gross domestic product (GDP). That would be a 26% increase by 2025.

4. A gender-equal workforce leads to diverse ideas and innovation, ultimately leading to better performance and business growth.

What’s more interesting is the fact that women can also benefit from working with other women. According to a study, 1 in 5 women said they were often the only woman in the room at work. This was twice as common for senior-level women and women in technical roles. Such singular women have a significantly worse experience than others, as around 80% of them receive micro-aggressions, whether intentional or unintentional, that communicate hostile or negative slights and insults.

Thus, providing your employees with an inclusive and equitable space is imperative for fostering safety, enhancing creativity, and spurring the drive for innovation. A diverse workforce brings a unique set of ideas and perspectives to the table, and an inclusive culture that allows those voices equal opportunity to be heard is great for creating new solutions. The key to this is being both diverse and inclusive.

A workforce where no one feels left out and there is a coherent sense of belonging among peers subsequently fosters greater employee engagement, which in turn can increase financial returns and the market share. Engaged employees tend to feel more energized and connected to their organization, and they are often willing to go the extra mile to maximize productivity. High employee engagement is also linked to higher employee retention, which saves money on recruitment costs.

Tips to Promote Gender Equality in the Workplace

1. Restrict the use of any gender-binary pronouns in your org-wide communications, such as vacancies, new recruits, or policy announcements.

2. Analyze the ratio of men, women, and non-binary people working in your organization to gauge the diversity.

3. Roll out surveys and polls based on gender equality, discrimination, harassment, or any other concerns through a digital employee engagement platform and encourage people to answer them. This will help in identifying the key problem areas and take appropriate action.

4. Ensure fairness and transparency in rewards and recognition. Use a digital platform for maximum impact!

5. Give equal opportunity to everyone when it comes to L&D, leadership roles, and special tasks.

6. Remember- reverse sexism is just as bad, so foster an organizational culture that is inclusive and prosocial for all employee groups.

Are you a Diversity and Inclusion Champion? Talk to us!

Apart from the mandatory legal policy changes, it is now time for organizations to focus on cultural and value based changes to reduce gender inequality. It is not enough to simply hire more women, although that is a start. Businesses must make an effort to both close the gender gap and make their workplaces truly equitable, since diversity alone does not create inclusive workplaces.

Are you as keen as we are about diversity and inclusion? Connect with us to know how our digital R&R platform can help instill fairness, transparency, and equity within your organization!

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Rewards and Recognition

Employee Rewards and Employee Recognition: What’s the Difference?

employee-rewards-and-recognition

While offering competitive pay is a crucial part of talent acquisition, recruitment, and retention; a transactional paycheck alone does not suffice. Proactive HR leaders now understand that adequate compensation accompanied by a well-rounded rewards and recognition program with ample employee engagement initiatives is what paves the way to a holistic employee experience.

Although, more often than not, the terms ‘rewards’ and ‘recognition’ are used interchangeably, which can be a conundrum when it comes to designing your own R&R framework. For instance, a common question that may arise is- when is a reward appropriate and when is recognition the way to go? Thus, in order to optimize your strategy, it is imperative to de-couple these two terms and identify their key distinctions. Read on for a deeper insight!

Importance of Employee Recognition

Broadly, employee recognition programs entail a different purpose altogether; they are intended to provide a psychological boost by directing appreciation and praise rather than acknowledging an accomplishment with a physical reward. From a behavioral psychology viewpoint, the human brain craves and thrives on being recognized. It stimulates the hypothalamus (the part of our brain that controls our metabolism and stress levels) and increases dopamine production (the chemical that causes happiness) that leads to enhanced productivity and motivation. Here are a few key differentiators that can reaffirm the essence of employee recognition as a whole, self-serving ensemble in your overall employee engagement strategy-

1. Employee recognition is intangible in nature but amounts to a great value in the recipient’s mind.

2. It is a relational exchange between the employee and the recognizer, due to which it has the ability to influence and nurture workplace relationships.

3. Recognizing an employee does not need to be outcome-driven; behavioral or value-based attributes are also worthy of being appreciated with a simple thank-you note or a personal message.

4. Appraising good work can happen frequently and in the moment, which means the time lag between the deed and its’ acknowledgement is significantly reduced, thus maximizing its’ impact.

5. Employee recognition is inexpensive.

Furthermore, with digital employee recognition platforms that allow instantaneous, on-the-go recognition along with a 360-degree mechanism of manager-to-employee and peer-to-peer recognition, sky is the limit! Read more about the importance and benefits of employee recognition programs.

Importance of Employee Rewards

The benefits of rewards can be easily understood through gamification, or applying gaming principles to non-gaming environments. A primary focus of gaming is rewarding and incentivizing the user, so they experience a sense of accomplishment for engaging in certain actions. A similar environment can be created through a digital R&R platform, where employees receive monetary rewards or other incentives for their work accomplishments.

Read about the psychological underpinnings of winning tangible rewards in our blog on the ‘human drive to acquire’ Below are some defining features of employee rewards-

1. Rewards are tangible in nature and usually come in the form of physical products, merchandize, digital gift cards, or cash payouts.

2. Rewards are usually used to reinforce desirable outcomes, such as when someone hits a specific revenue goal or designated sales target.

3. An employee rewards program involves a prudent use of resources, but also generates significant RoI in the form of enhanced productivity and performance.

4. Offering self-selection of rewards empowers employees with the freedom of choice, thus escalating its’ value.

It is important to remember that having a robust employee rewards program helps in attracting top talent, while free-flowing recognition can prove to be instrumental in fostering retention and loyalty. Digitizing your employee rewards framework can help in establishing a salient link between the two, in the form of reward points that can be offered along with a digital recognition. Read more about designing the perfect employee rewards catalog.

Design a Tasteful Mix of Recognition and Rewards to Reap the Best Results!

Although most elements in a rewards and recognition program are similar, it is useful to keep the above distinctions in mind and know when to use which, especially when organizations wish to provide a cutting-edge employee experience while keeping costs low.

Now that the key differential aspects of Rewards & Recognition have been defined, the next stage in your strategy could be as simple as scheduling a demo of our digital R&R platform. Get in touch with us today!

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Employee Engagement

Engaging Generation Z and Generation Alpha: What HR Needs to Know

employee-engagement

Much research has been conducted on the attitudes, behaviors and preferences of Millennials at the workplace, which currently represent the largest part of the global workforce. However, organizations looking to prepare for future trends in employee engagement and long-term cultural success can benefit from learning about the forthcoming generations as well, which are already influencing our socio-economic landscape. They are Generation Z and Generation Alpha; below is how they are generally defined:

1. Those born between the year 1997 to 2010 are termed Generation Z

2. Those born between the year 2010 to 2024 are termed Generation Alpha

Studies show that by 2025, Gen Z will comprise 27% of the workforce, whereas Gen Alpha will enter workplaces post 2020. But are generational differences really so distinct or is this a case of ‘much ado about nothing’? While basic human needs like appreciation, recognition and career advancement remain the same, there are significant behavioral differences between different generations.

As an example- Baby Boomers (born between 1946 to 1964) were known to prefer economic security and thereby monetary benefits, whereas Millennials (born between 1981 to 1996) showed an affinity for intangible benefits and non-monetary recognition. This blog explores the newest joiners in the workforce- Gen Z who is already redefining workplace norms and Gen Alpha, which has the answers to technologies and processes companies need to start integrating now.

Engaging Generation Z

Gen Z, like their millennial predecessors, has been raised in a societal culture that lauds and appreciates their efforts through instant gratification. This can be in the form of participation certificates, reward points earned through retail transactions, exposure to virtual games and so on. Recognition practices at work need to be synchronous with this external phenomenon.

However, Gen Z being digital natives, that is, having been exposed to technology from a young age, is much more tech-savvy and comfortable with e-learning, digital apps and virtual communication. As a result, they expect their workplace software to reflect the customized nature of their digital interactions as a consumer. Being adept multi-taskers and practical- natured (they have experienced the 1999 dot-com bubble burst and the 2008 recession during their formative years) they know what they want and expect their team’s encouragement in pursuing goals at a faster pace than millennials.

That is not to say that they are self-centered- a Deloitte study revealed that 47% of Gen Z wishes to make a positive impact on their community and value human connection- they just have a different approach to building those connections. They are also passionate about causes like mental health and DE&I, which means they expect their employer to uphold those values.

Engaging Generation Alpha

If Gen Z is well-versed with technology, Gen Alpha is used to voice-activated search, machine learning and IoT tools at home- and they are still in school or pre-school! Considered the most materially endowed, racially diverse and educationally advanced generation till date, they are expected to be strong future assets of corporations worldwide. Given that their parents have already adjusted to a hybrid way of work, these Alphas will only further the trend of integrating life and work. Further fueling their disruptive nature will be their keen interest in skill-based learning and innovation, making them better suited to gig work or temporary job roles.

Accordingly, engaging Gen Alpha will require organizations to ramp up their digital engagement tools and overall employee engagement framework. An increased interest in personalization, humanized messaging, and social shopping should be accommodated within their rewards and recognition platform. We can also expect machine learning, natural language processing, virtual reality and smarter hardware devices to allow for improved employee connect, immersive learning experiences and workforce data in the coming years.

Actionable R&R Tactics

So, how can the above information assist companies in upgrading their employee experience today? Below are some actionable steps that can be implemented starting today:

1. Introducing digital recognition tools with a consumer grade UX

2. Introducing self-selection in rewards through a digital benefits marketplace

3. Facilitating mental health support through professional counselling services, mental health seminars and classes

4. Encouraging collaboration through mobile-friendly tools like chat and company social walls

5. Promoting professional growth through spot recognition, real-time feedback and incentivized e-learning

6. Including AI chatbots in digital employee experience apps

The demand for transparency, frequent communication and employee recognition will only rise with the forthcoming generations. Both Gen Z and Gen Alpha live in a hyper-connected world, with access to instant social validation and peer reviews through a few clicks. Making them feel valued and included means setting up an ecosystem where they will win- a workplace extension of their virtual communities is therefore a must.

Technology offers a bridge between these newer and older generations, so to speak and helps everyone reap the benefits of the latest advancements in doing better work. R&R digital transformation is, in fact, the only way forward to building adaptable, innovative workplaces of the future. Get in touch with our digital R&R experts to know Gratifi can help your company in this endeavor!

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Organizational Culture

HR Challenges in the Hybrid Era: How Technology can Help

hybrid-work-culture

A clear trend of employee burnout and attrition has emerged over the past few years, as a result of momentous socio-economic crises and global upheavals. Organizations across the globe have been striving to get their bottom line on track and keep their sustainability in check by adopting flexible working models, initiating people-centric rewards and recognition programs, and focusing on holistic employee engagement.

However, HR leaders have been facing the inevitable brunt of these circumstances as they are expected to spearhead workplace transformation, smoothen the shift to hybridity, and tackle the Great Resignation; largely on their own, which has resulted in over 98% of HR professionals feeling burned out.

Technology Solutions to HR Challenges in the Hybrid Work Culture

The hybrid version of the workplace symbolizes the shift from traditional to modern work environments that are driven by technological advancements and an agile organizational culture. But how does HR, the propeller of change, materialize this vision? What are the key challenges that need to be addressed? This blog walks you through these cardinal questions and explains how R&R technology can be leveraged to tackle them.

Building on an insightful HBR article, the fundamental HR concerns in the hybrid era fall under the 5C’s: Communication, Coordination, Connection, Creativity, and Culture.

1. Communication

A mix of in-office and remote employees renders it exceedingly difficult for leaders to establish a collective knowledgebase, and may also result in deterrent communication gaps between the organization, leaders, and the employees. How can employers orchestrate the visibility and transparency of information being shared across its’ stakeholders? Leverage an employee engagement software!

An employee engagement software serves as a one-stop communication channel with a dedicated social wall that can be used to deliver organization-wide announcements related to policy changes, updates, or new initiatives; and features such as 360-degree recognition, social sharing, and AI-powered chatbots make it easier to navigate through a dispersed workforce over a single platform.

2. Coordination

Coordination is a significant challenge when it comes to geographically expanded teams. Undesirable issues such as proximity bias, delays in decision-making, and threats to inclusion can arise, that hamper the overall employee experience.

Digital R&R platforms can be of great help to HRs as such software facilitate easy, 360-degree feedback through recognition as well as ongoing performance assessment tools. Pulse surveys and polls can further assist in creating two-way communication regarding new organizational policies. Moreover, the end-to-end employee rewards management is streamlined, thereby reducing administrative overheads for HR.

3. Connection

Research shows that personal connections are socially sustaining and important for our psychological well-being. The same applies in the professional world too, as forging strong bonds with teammates is one of the most important factors that influence employee engagement. How do you enable connection in a hybrid workplace? Adopt an employee engagement platform equipped with tools such as peer recognition, social recognition, virtual contests, user posts, and digital forums- fostering connection among your people just got easier!

4. Creativity

Creativity, innovation, and ingenuity can take a serious hit amid a dispersed workforce, as the exchange of ideas and collaborative thinking becomes limited. In industries where firms compete heavily for talent, such as tech, consulting, or banking, this can pose as a definitive challenge.

Spur your employees’ imaginative and cognitive capabilities by providing them an avenue to express their extracurricular skills through virtual employee engagement platforms. Tools such as open and closed hobby forums as well as virtual contests and leaderboards can prove to be instrumental in propelling creativity and productivity across the organization.

5. Culture

Last but not the least, nurturing your organizational culture is the final piece of the puzzle. Agreeably the most daunting challenge for HR, proliferating the firm’s values and ethics, and ensuring they are put to practice by the employees may sound like an impossible feat but it can be done with the help of digital tools!

Read more about how you can tailor your R&R platform to reflect your organizational culture here.

Digitization is the Future!

The memo is clear- hybrid work has accelerated the need to restructure and invest in adequate digital tools that can ensure the sustainability of flexible working models. Such changes can be daunting for those about to adopt them and challenging for those who already have, but being aware of the probable obstacles and preparing for them in advance is a good way to set your strategy up for success.

Use this blog as a checklist while strengthening your hybrid work culture, and get in touch with us to know how our cutting-edge R&R technology can assist you!

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Rewards and Recognition

You Get What You Reward: A Scientific Approach to Employee Rewards and Recognition

rewards-and-recognition

Understanding how employee rewards and recognition impacts productivity, performance, and employee engagement has been the subject of many studies and experiments, ergo, the salient connection between human behavior and appreciation needs no introduction. We are wired to crave connection, support, and acceptance from those around us, due to which the need for effective employee recognition has been diligently emphasized by HR thought leadership.

 “You Get What You Reward”- The Psychological Impact of Rewards and Recognition

Sometimes referred to as the “greatest management principle in the world,” this quote was first coined by Michael LeBoeuf (1985) in a book by the same name. Extensive research into behavioral psychology asserts that providing positive consequences in the form of appreciation for a job well done is one of the most powerful ways to enhance performance.

This positive impact can be attributed to oxytocin; a hormone naturally produced in the human body when one feels loved, wanted, and appreciated in any capacity. For instance, oxytocin can build up when we share a smile with a colleague or experience a firm handshake. Research posits that employees who work under the positive influence of naturally-induced oxytocin are more productive and self-aware of their responsibilities. As a result, business performance also skyrockets!

Additionally, when professional development and learning opportunities are accompanied by a strong foundation of rewards and recognition, it establishes a robust groundwork for coveted value-driven attributes, helping launch a successful, winning organizational culture.

Appreciation Benefits Everyone- No Matter Who Gives and Receives It!

Although the psychology behind employee R&R is well-versed, one might wonder, “Why should I recognize my coworkers if I don’t get anything in return?” This is where the most phenomenal factor comes in- appreciating others in fact generates the same biological reaction that takes place while receiving praise. In simpler terms, whether you are at the receiving or the giving end of recognition does not matter, you shall ultimately be benefitted in the form of increased engagement, motivation, and morale!

What Makes Recognition Stand Out?

Now that the impact of R&R is clear, let’s dig deeper- how do you acknowledge good work? Consider this scenario- “Thanks for your help in that presentation” is definitely nice to hear. But it is certainly not as meaningful as, “Your proactive interaction with the client and the well-designed presentation played a crucial role in bagging the contract. We couldn’t have achieved this without you!”

The difference between the two says volumes; if your recognition feels genuine, detailed, and authentic, it is much more likely that the employee goes the extra mile to replicate his effort in the next endeavor. So raise the bar from stale to stellar by incorporating these 4 elements of top-notch recognition the next time you want to say thank you:

1. Timely, instantaneous delivery of recognition

2. Publicize the achievement- Practice social recognition

3. Personalize appreciation to enhance its impact

4. Implement a 360-degree R&R framework that involves managerial as well as peer recognition

Read our Guide to Modern Employee Recognition Programs for a deeper insight.

Does Your Organization Foster a Culture of Appreciation?

If this article has succeeded in instilling a solid understanding of appreciation at the workplace, it’s time to rethink your R&R strategy. With the ongoing HR digital transformation, technology such as digital R&R software exists to enhance the overall employee experience using multipronged features such as 360-degree recognition, easy reward redemption, and virtual engagement activities.

The memo is clear- employee rewards and recognition is no longer just an industry standard, it has metamorphosed into an indispensable requirement for employee well-being and happiness. Gratifi, a revolutionary R&R platform, harnesses the power of technology to offer a customizable and adaptable solution uniquely built to suit your organizational needs. Book a demo today!

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Organizational Culture

Examples of Employee Recognition: 4 Ready-to-Use Appreciation Letters

employee-appreciation

Thanking your employees for their effort, dedication, or exemplary performance is no longer just a customary office etiquette, it is something that the senior management should embrace as a regular practice to consistently boost employee motivation, keep up morale, and raise the overall happiness quotient within the organization.

When it comes to employee recognition, the most common question that lingers in one’s mind is “What qualities should I recognize?” Agreeably, there is a broad spectrum of skills that deserve to be acknowledged; however, it is also important to note that often times, the real value of an employee’s contribution is acknowledged not through the ‘what’ but the ‘how’ of employee recognition. Key elements such as personalization, authenticity, and timeliness of the recognition play a pivotal role in maximizing the impact as well as creating a lasting impression on the recipient.

Examples of Employee Recognition

To get your appreciation strategy off the ground, we have curated a few significant moments that deserve to be recognized, along with ready-to-use appreciation letters. You can modify the ideas below to suit your requirement or just comb through the provided sample messages for inspiration before designing your own unique thank-you note.

1. Praise them for Going Above and Beyond the Call of Duty

When an employee puts in discretionary efforts, or in simpler terms, does something he/she didn’t really have to do- they undoubtedly deserve ample recognition. Examples involve taking on more responsibility, working late, doubling up on productivity to meet a deadline, or simply taking initiative. It is worth mentioning that a well-designed employee recognition program can help drive an 11.1% increase in average employee performance, so why not get the ball rolling by professing appreciation where it’s due?

Sample appreciation letter:

Dear <Employee Name>

I am extremely happy to see you take initiative and put in the extra effort to push this project to completion. Thank you for stepping out of your comfort zone and bringing your innovative ideas to the table- your dedication is commendable!

I am sure your efforts will translate into tangible results for the project. Keep up the excellent work!

Regards,

<Senior’s Name>

2. Acknowledge their Years of Service

87% of employee recognition programs focus on tenure, and with good reason. Long-term employees form an integral part of your brand positioning as they represent unprecedented loyalty and commitment towards the organization. Consider sending a personalized, heartfelt appreciation letter to commemorate such an important milestone.

Sample appreciation letter:

Dear <Employee Name>

You have accomplished yet another milestone with us- I would like to personally congratulate you on your service anniversary! This achievement symbolizes your unwavering loyalty and dedication to your job. We are aware of the consistent efforts you put in on a regular basis, and we cannot thank you enough.

You are a valued asset to us, indeed! Looking forward to many more of your service milestones. Kudos!

Regards,

<Senior’s Name>

3. Recognize the Embodiment of Organizational Values

Recognizing value-driven behaviors is a great way to promote your organizational culture and emphasize its’ strong linkage to organizational goals. As of now, over 52% of employees feel that their recognition program is not aligned to their organization’s larger goals. Hence, if you notice exemplary behavior that sheds light on one’s ethics and business values, don’t forget to appreciate it!

Sample appreciation letter:

Dear <Employee Name>

The way you handled our customer’s queries today was a great example of “solution-orientation” and “customer satisfaction”, two of our fundamental company values. The essence of such behavior could not have been demonstrated better. Thank you for your perseverance and extended support on this project!

We hope this embodiment resonates with the rest of our team and encourages them to follow in your footsteps. Keep up the good work!

Regards,

<Senior’s Name>

4. Appreciate Things that Usually Go Unnoticed

Consider recognizing the tasks or efforts that tend to be seen as routine and hence, are taken for granted. When you appreciate something that is repeated on a daily basis, it can be an incredible motivator and can supercharge the mundane work schedule. Occasional acknowledgement of such small-scale contributions can work wonders in instilling gratitude and a sense of purpose within your people.

Sample appreciation letter:

Dear <Employee Name>

I would like to take this moment to appreciate the way you always set up the conference room with all the necessary requirements- lights, presentation, chairs, etc. This is an underrated yet highly helpful task that you take up without a second thought.

Thank you for your mindful actions- your efforts don’t go unnoticed!

Regards,

<Senior’s Name>

Get Started Today with a Digital R&R Platform!

We hope the above tips and samples serve as a reference guide for authentic employee appreciation at your workplace. Furthermore, with the advent of digital transformation, sending and receiving appreciation has become convenient and more accessible through digital R&R platforms. Features such as instant, 360-degree recognition using custom e-cards, social recognition, and personalized multi-media messages can be a phenomenal upgrade to the overall employee experience.

Connect with the Gratifi team for a personalized walkthrough of our digital R&R platform and indulge in the vast field of employee appreciation!