Employee Engagement

Creating True Wellness: 5 Fresh Ideas for Employee Wellbeing Activities

“When employees are happy, they are your very best ambassadors.”

James Sinegal

In today’s day and age, employee wellness initiatives have become an important priority for organizations looking to optimize employee engagement, and in turn, their business results. Beyond just providing for the hygiene factors, many organizations have amped up efforts to ensure their employees feel included, valued and cared for. However, sometimes wellbeing in the workplace ideas don’t gain popularity with employees or are uni-dimensional in nature and hence, ineffective. This article will put forth the argument that work-life harmony is at the crux of employee wellness. In other words, by implementing employee wellness activities that improves employees’ lives both within and outside work, it is possible to create true wellness for them.

Often, organizations focus on improving experiences at work, without acknowledging external factors influencing their work-life. According to this Psychology Today article, there are seven areas of life that affect our overall well-being: family, professional, personal, physical, intellectual, emotional, and spiritual. While work falls into the ‘professional’ area of our life, it has an impact on all other areas and vice-versa.

In the following sections we will talk about the various aspects related to employee wellness:

  • Employee Wellness- The need for Personalized Wellness Programs
  • Flexibility- The Key to Employee Wellness
  • Corporate Wellness Activities for Employees

Employee Wellness- the need for Personalized Wellness Programs

The best way to ensure the success of wellbeing activities for employees is to build it around their individual needs. Ask questions and listen in carefully to understand the deterrents to a wellness-driven culture. Are your employees burned out due to mismanagement? Do employees feel like victims to office politics, leading to stress and anxiety? Has organizational restructuring led to confusion or disengagement? Have external factors like civil unrest, natural disasters or a health-related crisis impacted employees at scale? Understanding the root cause of unrest can help organizations offer targeted and relevant solutions. For example- providing access to one-on-one counselling to mitigate the impact of personal loss can be more effective than expecting employees to simply ‘get it together’.

There are many ways to engage in employee listening, be it through in-person sessions or employee pulse surveys. Using a platform like Gratifi can help tap into employee pulse through dynamic polls and surveys as well as rich analytics reports for feedback.

Flexibility- The Key to Employee Wellness

Flexibility is one of the key characteristics of a successful employee wellness program. It gives the message of trust in employees’ abilities to handle work priorities while supporting other areas of their life. In other words, flexibility helps employees succeed, their way. It can also be an attractive benefit as part of the organization’s benefit’s package, considering how 20 percent of employees in India are willing to take a pay cut, if that means they get to work remotely. Flexibility is increasingly becoming a pre-requisite for Gen Z employees, who strive to enjoy a healthy work-life balance and meaningful pursuits outside of their day job.

Apart from remote working, flexibility can be offered in work schedules, wellness benefits and perks.

Corporate Wellness Activities for Employees

Now, we will discuss some practical ways in which HR can offer wellness support to their employees, be it their physical fitness, mental health or social and emotional support:

  1. Promote corporate wellness activities

A healthy mind resides in a healthy body. Promote the value of a healthy lifestyle by encouraging physical fitness among employees. This can range from using signboards to use the stairs, to organizing walkathons, marathons and sports events. However, given the nature of today’s hybrid work structure, encouraging employee wellness with health tech to track and reward fitness activities can be very effective. Using gamification, organizations can reward the fittest individuals and teams through digital badges, public recognition and social mentions. Having senior management take the lead on wellness programs can encourage others to follow suit. It can also give younger employees the message that wellness need not be compromised in the pursuit of professional goals.

  • Mental Wellness Activities for Employees

Awareness about various mental health issues can be the first step to their prevention. Organizing educational seminars, setting up a mental health helpline organizing manager training can help to foster an empathetic and inclusive work culture. Ideas for wellness activities at work can be shared regularly with employees through email communication.

  • Build Communities

Creating walking groups, hiking clubs and cycling groups can be a great way to promote fitness using peer motivation. These groups can be encouraged to share their updates and stories on the organization’s collaboration or internal social wall, encouraging participation in employee wellbeing activities. Having an on-site gym, yoga and dance classes can also help employees socialize with like-minded people while getting fitter.

  • Offer Wellness Rewards

Employee digital rewards and recognition platforms are becoming increasingly popular, with leading R&R solution providers giving access to hundreds to gift cards and product options. Promoting wellness can mean including reward options that boost well-being. For example, instead of getting pizza coupons to celebrate a project completion, having the option of a healthy snack subscription or herbal tea boxes can subtly promote conscious eating habits.

  • Make Wellness Fun!

Employee wellbeing strategies need not be complex, expensive or overly challenging! You can use your creativity to weave wellness into employees’ daily work routine. For example- having a mindfulness ‘bell’ on campus to remind everyone to take a pause and relax their mind, every few hours. Even organizing ‘walking meetings’ or having standing desks, if possible, can encourage more movement at work. Building positive micro-habits can lead to lasting benefits, without involving much effort from HR.

There are many ways in which organizations can implement health and wellness activities for employees. The important thing to remember is to gather employee feedback, devise programs around their needs and promote holistic wellness through a wide-range of wellness initiatives.

Looking to weave wellness into your employee rewards and recognition program? Request a Demo of our product today.

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Employee Experience: The Heartbeat of a Thriving Workforce

“In order to build a rewarding employee experience, you need to understand what matters most to your people”- Julie Bevacqua 

The emergence of reward and recognition platforms has become a key driver in enhancing these experiences, creating a positive ripple effect throughout the entire business ecosystem.

A robust employee experience is the cornerstone of a thriving workforce. Beyond just providing a paycheck, employees seek an environment that fosters growth, recognizes achievements, and values their contributions. A well-designed reward and recognition platform becomes the conduit through which organizations can channel their appreciation and acknowledgment.

A reward and recognition platform offers a structured and transparent way to recognize and reward employees for their hard work and accomplishments and provides a space for harboring employee engagement and communication.  Whether it’s hitting targets, surpassing goals, or displaying exemplary teamwork, the platform serves as a tangible expression of gratitude. This not only boosts morale but also cultivates a positive workplace culture that is conducive to innovation and productivity.

Furthermore, a thoughtful reward and recognition program contributes to employee retention. When individuals feel valued and appreciated, they are more likely to stay committed to their roles, reducing turnover rates. This, in turn, saves organizations from high attrition rates and the cost and effort associated with recruiting and training new staff. 

Customer Experience: Fostering Loyalty and Employee Advocacy

In tandem with employee experience, the significance of customer experience cannot be overstated. A successful customer interaction is not just a one-time transaction; a happy customer is a potential brand advocate and a source of recurring business. Reward and recognition platforms extend their influence beyond the confines of the organization, positively impacting customer relations.

By acknowledging and rewarding customer loyalty, businesses can deepen their connection with their clientele. Whether it’s through exclusive discounts, personalized offers, or other perks, these platforms allow organizations to express gratitude for the ongoing support of their customers. This not only encourages repeat business but also establishes a loyal customer base that can become ambassadors for the brand.

Moreover, these platforms offer valuable insights into customer behavior and preferences. Analyzing the data generated by the rewards system can help organizations tailor their products and services to better meet the needs and expectations of their customers. This proactive approach to understanding and responding to customer feedback enhances the overall customer experience.

Synergy of Employee and Customer Experience: A Holistic Approach

The true power of reward and recognition platforms lies in their ability to create a symbiotic relationship between employee and customer experience. Satisfied and engaged employees are more likely to provide exceptional service, leading to positive customer interactions. 92 percent of executives agree that high engagement leads to happier customers. Conversely, happy customers contribute to a positive workplace atmosphere as employees witness the impact of their efforts to improve customer satisfaction.

In conclusion, the importance of employee and customer experience in the realm of reward and recognition platforms cannot be overstated. A reward and recognition platform like Gratifi catalyzes building a positive and symbiotic relationship between the workforce and customers, propelling organizations toward sustained success in today’s competitive business landscape. Looking to build a successful culture in your organization? We got your back. 

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Employee Appreciation Day 2024: Appreciation Quotes to Show You Care

In the context of modern workplaces, one of the most potent tools for fostering a positive work culture is employee appreciation. As we celebrate Employee Appreciation Day 2024, it’s crucial to reflect on the profound impact that acknowledging and valuing employees can have on organizational success.

Consider this- a study by Harvard Business School highlights that the optimal appreciation-to-criticism ratio is 5:1, which means that we should be sharing five positive comments for each criticism that is meted out, to ensure ‘effective feedback’ in our interpersonal relationships. Ultimately, the goal is to enable each person to deliver their best at work, and positive reinforcement is the only way to ensure that employees continuously build on their strengths. 

Moreover, there is a strong link between employee appreciation and customer satisfaction. Happy and motivated employees are likelier to deliver exceptional customer service, going above and beyond to meet customer needs. This creates a positive feedback loop where satisfied customers become loyal patrons, driving business success and growth. In other words, investing in employee appreciation is investing in the foundation of a thriving organization.

In this blog, we’ll explore meaningful ways to express gratitude at work, through appreciation message templates that you can use as they are, or create your own, just like on our employee recognition platform. These messages are categorized into:

Manager to Employee Appreciation

Employee to Manager Appreciation

Peer-to-peer appreciation, and

Organization-to-Employee appreciation

Manager to Employee Appreciation:

 1. “Your dedication and hard work are commendable. Thank you for going above and beyond the call of duty.”

2. “Your positive attitude is contagious and uplifts the team every time. We are grateful to have you on the team.”

3. “Your innovative ideas have elevated our project to a new level. Thank you for your creative contributions.”

4. “Your resilience in the face of challenges is commendable. You are a shining example of- when the going gets tough, the tough gets going.”

5. “Your attention to detail ensures that every task is executed flawlessly. Thank you for consistently delivering high-quality work.”

6. “Your ability to adapt to change with grace is commendable. We admire your agility and forward-thinking approach.”

7. “Your passion for learning and growth is inspiring. Thank you for setting a positive example for us all.” 

8. “Your communication skills help us work more effectively as a team. Your ability to clearly and succinctly present complex information is impressive.”

9. “Your keen problem-solving abilities and can-do attitude is admirable. We’re grateful for your resourcefulness and initiative.”

10. “Your dedication to personal and professional growth is admirable. Your learning mindset is an inspiration to all.”

Employee to Manager Appreciation:

1. “Your leadership skills shine bright, guiding the team with wisdom and compassion. We’re lucky to have you as our manager.”

2. “Your willingness to go out of the way to mentor others reflects your commitment to our success. We’re grateful for all your help.”

3. “The integrity and honesty with which you approach your work are admirable. You inspire us to better ourselves through your example.”

4. “Your curiosity for diverse perspectives and the willingness to listen make you highly approachable. We admire your keen insight and innovative problem-solving.”

5. “You are a pioneer in your field who doesn’t hesitate to share his knowledge with others. We deeply respect your humility and approachability, which is as pronounced as your achievements.”

6. “Your mentorship has helped me grow and improve, both as a professional and a human being. Thank you for your steadfast support.

7. “Your strategic vision inspires us to think bigger and aim higher. We’re grateful for your guidance in navigating difficult challenges.”

8. “Your ability to recognize strengths in each team member and develop those strengths is admirable. Thank you for helping us succeed.

9. “A healthy mind resides in a healthy body- you exemplify this quote! Your dedication to physical fitness inspires us to live and work better.”

10. “Thank you for believing in me even in times I did not. You are more than a manager- you are the best mentor I could have asked for.

Peer-to-peer Appreciation:

1. “Everything feels easier to do when you are around. Your inimitable humor is infectious. Thank you for being you.”

2. “Your positivity during difficult times gets us through any challenges. We deeply admire your can-do attitude!”

3. “Your readiness to consistently go out of the way to lend a helping hand is deeply appreciable. Thank you for being a true team player.

4. “You are our grammar ninja! Thank you for consistently transforming our emails and presentations into eloquent documents! .

5. “Your empathy and understanding help us cope with everyday stresses better. Thank you for your compassion.”

7. “Your dedication to excellence sets the bar high for us all. You are a rockstar!”

8. “Your ability to listen actively and provide constructive feedback fosters a culture of continuous improvement. We appreciate your insights.”

9. “Your initiative and proactive approach to problem-solving save the day more times than we can count. We admire your resourcefulness.”

10. “Your camaraderie is one of the things I value most at work. Thank you for making the team feel like a family.”

Organization-to-Employee Appreciation: 

1. “Your contributions to our organization’s success are deeply appreciated. Thank you for your dedication and hard work.”

2. “Your exemplify the mission and values that the company stands for. Thank you for being an integral part of our growth story.”

3. “Your loyalty and tenure with our organization are deeply valued. Here’s wishing you many more years of professional growth with us.”

4. “Your professionalism and work ethic set the standard for excellence within our organization. We are honored to have you work with us.”

5. “Your out-of-the-box thinking and innovation have benefitted our organization and improved customer experience. Thank you for your valuable contributions.”

6. “Your contributions in improving our workplace culture have not gone unnoticed. We’re grateful for your positive impact.”

7. “Your dedication to continuous improvement reflects our organization’s commitment to growth and innovation. Thank you for your forward-thinking mindset.”

8. “Your ability to adapt to change and navigate unprecedented challenges is admirable. We appreciate your novel thinking and problem-solving abilities.”

9. “Your professionalism and integrity has upheld our brand reputation over the years. Thank you for being a beacon of trustworthiness.”

10. “Your exceptional performance doesn’t go unnoticed. We’re thankful for your hard work, dedication, and the positive difference you make every day.”

As we express appreciation for our employees on this special day, let’s remember that gratitude should be a year-round practice. Fostering a culture of appreciation not only increases individual growth and satisfaction but also lays the groundwork for organizational success. Let’s celebrate and appreciate each other at the workplace, today and every day. Happy Employee Appreciation Day 2024!

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What Gen Z employees expect from the workplace: An HR Cheat Sheet 

The COVID-19 pandemic brought major waves of psychological differences for all those who transitioned from students to employees. From getting through university online to becoming full-time employees and immediately going to an office, some Gen Z employees may have had to re-learn a life of routine and adulthood. With this in mind, understanding the expectations of different generations is crucial for fostering a harmonious and productive environment. Gen Z, born between the mid-1990s and early 2010s, is emerging as a significant workforce demographic, bringing with them- unique values and expectations. As HR professionals strive to adapt to this shift, it’s essential to explore what Gen Z employees expect from their workplace. This blog delves into points you can note down and implement to boost that spark in your organization with all the younger employees. To enhance employee experience and get a 5-star rating for your organization’s culture, read on. 

1. Purpose-Driven Work: 

Gen Z employees are characterized by their desire to find purpose in their work beyond just a paycheck. Picture this: 76% of Gen Z believes their impact on societal issues matters (Deloitte’s 2020 Global Millennial Survey). HR, it’s time to align the company’s values with social causes, turning the workplace into a stage where employees can play a part in making the world a better place. 

2. Technological Integration:  

Gen Z employees have grown up in a digital era and expect a tech-savvy workplace. A staggering 84% of Gen Z believe that advanced technology positively impacts their productivity at work. (Source: CGI Survey) HR can cater to this expectation by ensuring the workplace is equipped with cutting-edge technologies, fostering a collaborative and efficient work environment. 

3. Flexibility= Higher Productivity:  

Gen-Zs believe in maintaining a work-life balance that allows them to have more than just their job as their daily priority. These priorities are often hobbies or a passion that drives them as much as or more than their work. Understanding that your life is not your work or vice versa is important to most gen-zs who believe in the diversification of time and work. Such a lifestyle requires a flexible work structure which allows deadlines to be managed at the same time. 

the future is flexible work hours/ flexible working

4. Clearer Indicators of Performance: Cut to the chase, and boost transparency! Gen-Z employees are strong advocates of transparency wherever possible. This transparency may be most required in the time of appraisal and feedback. According to The Muse, 80% of Millennials and Gen Z believe it is acceptable to leave a job after six months if it does not meet the advertised expectations. Clearer indicators help understand areas of improvement more efficiently and avoid any scope of ambiguity, keeping in line with every DEI and HR principle. 

employee confused

Reward and Recognition, Upgraded!  

Understanding the need for a tailored approach to motivate and engage Gen Z employees, HR professionals are turning to innovative reward and recognition platforms. Now, let us understand how a reward and recognition platform can enliven and enrich the Gen Z workplace experience. 

i. Personalized Recognition: Gen Z doesn’t want generic praise; they want a personalized shoutout that hits the right notes. With a reward and recognition platform, HR can curate a list of individual achievements, making each employee feel as special as they should. 

ii. Peer-to-Peer High-Five: In a world where teamwork is the ultimate power, HR can introduce a peer-to-peer recognition system. Let employees high-five each other’s accomplishments, creating a supportive team culture with communication that’s from the heart, rather than from cookie-cutter phrases over emails. PS, Gratifi has it all! 

iii. Gamification: Who said work can’t be a game? Gen Z loves a good, gamified experience, and HR can make it happen. Add gamification elements to recognition programs, turning the workplace into an arcade of engagement, quizzes, and friendly competition. We can help you make this happen! Get in touch with us to find out how. 


In conclusion, understanding and meeting the expectations of Gen Z employees is crucial for building a thriving workplace. By embracing purpose-driven initiatives, offering flexibility, integrating technology, and implementing innovative reward and recognition platforms, HR professionals can create an environment where Gen Z not only excels but also feels valued and motivated in their professional journey. Moreover, many Gen Z-focused principles may be helpful for the whole workforce, keeping demographics aside. Learn and grow with the times, just like we are. Let us help you be up to date with everything reward and recognition with a seamless digital R&R platform. Schedule a demo of the platform today! 

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Ensuring data security while onboarding an R&R platform: An HR Checklist 

As a leading rewards and recognition solutions provider in India, we often interact with prospective customers who have a looming concern about integrating external R&R platforms with their HRMS. No matter how attractive the platform’s features are, most HR personnel fear the ‘IT’ factor- clearance from their IT teams for any third-party software. This article is written to help HR identify any data security-related threats upfront, so they appear smart in front of the technology guys (and girls).  

On a more serious note though- data privacy for employees and data security in general are some of the top concerns for HR tech in 2024. Considering the rise of AI-driven tech, each organization and its members have the right to identify how their information is going to be used by any technology provider. Consider this article as a checklist to ensure security and autonomy when it comes to data handshaking between two organizations, especially in the context of a rewards and recognition platform.  

Minimizing Data Exchange 

HR is the custodian of sensitive employee data, including contact details, addresses, and payroll information. The first step to data security is ensuring that the vendor requires minimum employee data points to get started, like name and work email/employee codes. Any additional data like phone numbers or employee grades can be optionally provided, using only end-to-end encryption. 

Manual Data Uploading  

Having the option to directly upload data on the R&R platform using an admin panel can be a great way to ensure that employee data is being used for its targeted purpose. This can be especially useful in cases where bulk distribution of rewards or bulk nominations are involved. This can also come in handy when supplying attrition-related data to the system. However, this is not the most efficient way to share data, and more streamlined, yet secure options will be covered in the next point 

Integrations for Data Exchange 

To keep both systems in sync, data exchange is needed. Automated data integration using SFTP (Secure File Transfer Protocol) is the preferred approach for securely transferring data from your organization’s HRMS to the R&R platform. For an added layer of security, files can be encrypted, or password protected. Data sharing frequency can be daily, weekly, or fortnightly as needed. 

Another approach to data exchange is through API integration. The R&R platform provides secure APIs to seamlessly integrate with your HRMS system to manage employees (create/modify and deactivate) in the R&R platform in real time.  

 Anonymized Data 

As mentioned in the first point, encryption helps anonymize sensitive employee data when stored in the platform’s database, boosting data security. In addition, anonymization can come in handy when it comes to getting survey/feedback responses within the platform, or even individual employee mood reports, such as those supplied by our patented moodometer.  

Compliance and Certifications 

Most of the top R&R solution providers have all of these compliance-related certifications, but requirements may vary depending on the geographical areas you operate in. The basic ones are 

  • ISO 27001 (International Standard for Information Security) 
  • GDPR (General Data Protection Regulation) 
  • PCI DSS (Payment Card Industry Data Security Standard) 
  • SOC (Voluntary compliance standard for service organizations) 

Secure Access 

Finally, access to the R&R platform for your organization can be secured in multiple ways. SSO (Single Sign-On) allows users to use their corporate credentials to log in. The advantage here is that user authentication is driven by the organization. This means that once an employee leaves an organization, their access to the R&R portal will be automatically revoked. Better yet, auto-login from the intranet itself can ensure ease of use along with security. Other ways to secure access are through 2-factor authentication (OTP-based login) and role-based access, which limits access to some features for certain types of employees. 

As per SHRM data, 61% of CHROs plan to invest in AI to streamline HR processes in 2024. The move towards increasing HR tech adoption is inevitable, as it has the potential to transform the HR function- right from employing chatbots to improve the employee experience to using AI-driven analytics to make policy decisions, technology is here to stay. Therefore, the best for HR is to select technology vendors that follow the highest standards in coding, data usage, and even data deletion in case the contract ends. 

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How to love what you do: Reduce Dissatisfaction and start Thriving at Work

Have you ever felt like you’re stuck in a job you don’t like? Maybe you felt excited about your work in the initial years but now feel drained and uninspired? Our larger cultural narrative has highlighted the need to ‘find your passion’ or ‘life purpose’ to lead a fulfilling life. Yet, how many of us can truly say we’re living our life purpose within our jobs? Sometimes, creating spreadsheets or sending emails feels like we’re wasting our lives. Or maybe we’re overworked and underappreciated, at which point, we stop loving our work. 

Consider this- 70% of millennials and Gen Zs were actively looking to switch their jobs in 2023- the year of layoffs among global giants. This is ample evidence to suggest how today’s working class is actively looking for their ‘dream job’ and is willing to jump ship if needed. In this Valentine’s Day Special Article, we will uncover the secret to reducing dissatisfaction and falling in love with your current job, even if it isn’t your dream job (yet)! Read on to know more.

Tip #1- See your job as a step in your career

People who wake up each morning excited to get to work, know that it was not always the case. They worked their way to their current occupation, maybe even doing jobs they hated but learned a lot from. Ask yourself- what are you learning in your current job? Even if it is just discipline or patience, that’s a great start. 

Tip #2- Achieve Mastery in your current work

Carl Newport, an American bestselling author, highlights the importance of building a ‘mastery mindset’ to fall in love with your work, whatever it may be. This involves becoming very good at whatever you do, even if it just means stamping, labeling, and sorting files correctly. This in turn helps to build an attitude of excellence, which naturally breeds the satisfaction of a job well done.

Tip #3- Acquire related skills you’re interested in

Becoming excellent at what you do often involves gaining expertise in more than one skill set. Don’t hesitate to acquire skills related to your work that will give you an edge over the competition while also satisfying your desire to learn something new. If those skills are even remotely related to your dream job, go master them! leverage your natural talents and interests, even better!

Tip #4- Network and Grow

“Alone we can do so little, together we can do so much.” This quote from Helen Keller is especially relevant in the context of loving your work- love the people involved in your work! Right from connecting with teammates using an employee appreciation platform to reaching out to seniors, mentors, and even customers, each person can teach us a lot about maximizing our work potential. If nothing else, work becomes more fun and exciting when you’re doing it with people you like! The power of teamwork and shared goals can pull you out of even the deepest rut and help you enjoy your work more. 

Tip #5- Learn from your mistakes

Even after following all these steps, there may be times you question your career decisions or want to pivot to another field completely. Allow yourself room to make mistakes and recover from them. Use them as clues to know what you don’t want to do. Continue honing those skills that bring you market leverage and satisfaction. Stay connected with your professional network, especially those in your ‘ideal’ job position, to help you make informed career choices. 

If you expected tips like ‘find your life purpose’ and ‘search for the work you’re passionate about’ in this article, sorry to disappoint you! Passion and purpose are both great drivers of meaningful work. However, they’re not static or even well-defined for most people. You can only be passionate about something you’re good at. Once you’re good at something, you may develop a passion for something else. That doesn’t mean you don’t have a purpose- it just means your purpose isn’t large enough to accommodate your full potential. The key is to continue exploring your inner motivations on your career journey and realign yourself till you reach the point where you love your work. 

Looking to make your employees love their work and talk about it? You may be interested in our blog on Employee Advocacy

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The Importance of Soft Skills in the Workplace

As companies recognize the value of their most valuable asset – their workforce, strategies for retaining and upskilling top talent are evolving. One innovative approach to gaining traction is investing in soft skills training. This paradigm shift is not only reshaping the employee experience but is also proving to be a strategic move for companies looking to leverage their human capital effectively. Read on to know more about employee experience that can be enhanced by promoting soft skills development.

One key advantage of incorporating soft skills training into the workplace is its direct impact on employee retention. Employees who feel their personal and professional development is a priority are more likely to stay with a company. Soft skills training not only enhances individual performance but also contributes to a positive workplace culture, making employees feel valued and invested. Furthermore, there is a misconception that this type of training is only for new hires. The fact is that employees with all levels of expertise, in all jobs and responsibilities, require soft skill refresher training.  Research from the Carnegie Foundation, Stanford Research Center, and Harvard University found that most on-the-job success comes primarily from soft skills. 85% of job success comes from well-developed soft skills, while only 15% comes from technical (hard) skills! Read on to learn how soft skills can be beneficial to overall organizational growth and more specifically, to boost employee retention.

emotional intelligence

Advantages of Soft Skill Training:

Positive workplace cultures are produced through training: Toxic workplace cultures cost businesses money and employees. However, training is one of the best ways to establish a positive organizational culture. It encourages teamwork, raises output, and retains employees longer. A positive workplace culture prioritizes the well-being of employees and fosters an environment of confidence, esteem, empathy, and support.

Enhanced Communication Skills: In the fast-paced and digital landscape of 2024, effective communication is essential for remote collaboration and virtual team environments. Soft skills training in communication ensures that employees can navigate in-person as well as online communication tools adeptly, fostering connection and understanding even in virtual settings. This adaptability contributes to job satisfaction and retention in a tech-driven work era.

Adaptability and Resilience: The year 2024 will witness rapid technological advancements and industry disruptions caused by AI in the workplace. Soft skills training that emphasizes adaptability and resilience prepares employees for the challenges posed by emerging technologies. As industries evolve, adaptable employees are more likely to stay engaged and committed, seeing change not as a threat but as an opportunity for growth, thereby positively impacting employee retention and with that confidence, employee experience. 

Promoting Emotional Intelligence: Soft skills training in emotional intelligence helps employees navigate complex social dynamics both in-person and virtually. A workforce with high emotional intelligence is more likely to build strong, cohesive teams, fostering a sense of belonging and satisfaction that contributes to higher employee retention rates. Higher emotional intelligence also contributes to a culture of appreciation within the organization. These go hand in hand in keeping an organization’s graph at an all-time high! 

Leadership Development: Employees who undergo such training are better equipped to assume leadership roles, as they possess the emotional intelligence and communication skills necessary for effective management. This not only benefits the individual but also contributes to the organization’s overall leadership pipeline.


In essence, leveraging soft skills training through a rewards and recognition platform is not just about skill development; it’s a strategic initiative that shapes a positive workplace culture, strengthens employee loyalty, and positions the organization as a leader in employee development and satisfaction. Imagine a scenario where employees are not only recognized for their technical skills and achievements but also for their ability to collaborate effectively, communicate clearly, and adapt to change. A rewards and recognition platform like ours can serve as a mechanism for acknowledging and celebrating these soft skills achievements and reinforcing their importance within the organizational culture! Get in touch with us to know more about how we can help. 

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Allyship at Work in 2024: A Quick HR Guide 

Before we dive into this blog, let’s go through some eye-opening statistics related to diversity, equity, and inclusion in the workplace: 

  • 1. As per studies conducted in 2021, men remained disproportionately in power across both business and government, accounting for around 90 percent of all heads of state and Fortune 500 CEOs. 
  • 2. The predicted time to close the global gender gap is 135.6 years, according to the Global Gender Gap Report 2021 from the World Economic Forum. 
  • 3. According to Korn Ferry, only 5% of leaders globally are acting in an inclusive way 
  • 4. 77% of men believe they are doing all they can to support gender equality at work, while only 41% of women agree.
  • 5. LGBTQ+ activists think that well-meaning allies often don’t understand what they should and should not do, including at work. 

In the current corporate arena, DEI&B (Diversity, Equity, Inclusion & Belonging) have become increasingly important from an organizational perspective, not just for cultural enrichment, but also for business success. Studies have shown that diverse teams outperform more homogenous ones in both productivity and profitability. Additionally, organizations that are both diverse and inclusive are 70% more likely to capture new markets and 19% more likely to see higher innovation. However, to make these DEI&B goals actionable, facilitating allyship at the workplace is crucial for HR departments.  

What is Allyship? 

The Cambridge Dictionary defines allyship as the quality or practice of helping or supporting other people who are part of a group that is treated unfairly, although you are not a member of this group. This definition applies to people in a position of privilege and uses it to benefit those from traditionally marginalized backgrounds at work. However, it is important to understand that allies are not rescuers or heroes. Instead, they proactively question potential biases in the organizational structure, processes, and day-to-day decision-making. They observe, question, examine evidence, and try different methods to arrive at equitable solutions that ultimately benefit everyone. For example, if a male ally hears someone say that a woman is unfit for a project, they challenge the root of that assumption.   

How HR can facilitate allyship 

Allyship can take on many forms, right from gender allyship to allyship based on other identities like race/caste, sexual orientation or even neurodiversity. It can also take the form of manager allyship, wherein managers stand up for and support their direct reports who are also facing discrimination at work. However, organizations have a moral imperative to encourage allyship, and HR can play a key role in this process, in the following ways-  

  1. 1. Promote Allyship Education 

Right from launching training programs to making educational material about allyship available on the intranet, HR can ensure that employees have adequate awareness about allyship and how they can safely stand up for their disadvantaged colleagues within the workplace. 

  1. 2. Dedicate Spaces for Allyship 

Creating employee resource groups dedicated to discussing allyship beyond just work helps diverse employee voices feel heard and gives allies a chance to make a difference through joining meetings and discussion forums which help to better understand what disadvantaged communities go through. 

  1. 3. Encourage Allyship in the day-to-day 

Allyship does not necessarily involve making grand gestures, but it’s important to spotlight when employees are supporting others without seeking any personal gain. Managers or peers can recognize positive traits related to allyship like empathy, courage, and initiative through an employee recognition software, which will empower allies to work in the right direction. 

  1. 4. Create Equitable Opportunities for all 

Spotlighting the achievements of those who are often passed for recognition, either because they work behind the scenes or in junior positions gives a positive message about inclusion and the organization’s resolve towards fairness and equitable opportunities for all. Additionally, creating career advancement programs for those from traditionally underprivileged groups can be an actionable way to create systemic change through organizational allyship.  

It’s important to remember that allyship is inherently uncomfortable and requires people to step out of their comfort zones. Additionally, it is an iterative process wherein mistakes can be made. For example- standing up for a woman facing a microaggression at work may backfire if she feels she was not given the opportunity to defend herself first. Another example can be that a company’s public declaration of solidarity towards a particular community alienates some other communities who feel threatened by the declaration. However, it is better to learn and grow in the process than to let apathy eat into the human values that build lasting success for organizations.  

Are you looking for an HR tech solution that helps create an equitable and inclusive R&R program for your workplace? Talk to our team of experts today.