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Employee Engagement Organizational Culture

Positioning Empathy as a Core Value Using CSR

In the fast-paced world of business, where competition often takes center stage, it’s easy to overlook the value of empathy as a core organizational principle. However, as Tim Cook emphasized in his 2017 MIT commencement address, empathy should not be relegated to the sidelines of our careers. Research consistently shows that empathetic workplaces reap numerous benefits, including stronger collaboration, reduced stress, higher morale, and increased resilience during challenging times.

But the question remains: how can organizations truly integrate empathy into their culture, ensuring it’s not just a lofty ideal but a daily practice? The answer lies in understanding the dynamics of organizational culture and leveraging the power of recognition and acts of kindness to make empathy visible and contagious.

Bridging the Gap Between Ideals and Norms

One standard challenge organizations face is the disconnect between their prescribed ideals – how they believe people should behave – and the actual social norms within the workplace. When these two aspects clash, employees tend to follow the established standards, not the stated ideals. This misalignment can lead to frustration, resistance, and a perception of leadership as hypocritical.

The Role of Recognition in Fostering Empathy

Empathy often resides within the quiet majority of employees. To bring it to the forefront, organizations can utilize recognition as a strategic tool. By spotlighting empathetic behaviors and attitudes through incentives and recognition programs, organizations can amplify their prevalence, effectively changing the social norm within the workplace. Recognition highlights individuals who consistently demonstrate empathy, encouraging others to follow suit. When employees witness their colleagues being recognized for their kindness and understanding, it sends a powerful message that these behaviors are not only valued but expected. This shift in perception helps create a more empathetic culture.

Identifying Connectors and Champions

In every organization, certain individuals play a crucial role in fostering cohesion, even though it may not be part of their formal responsibilities. These “connectors” are bridges between teams and departments, often driving positive cultural change. Identifying these connectors and enlisting their help in championing empathy initiatives can significantly boost their success. By involving connectors, organizations not only increase the likelihood that new ideals will be embraced, but also provide an opportunity for employees to be recognized for their ability to connect with others. This further reinforces the positive social norm of empathy and collaboration.

CSR Activities as Catalysts for Empathy

Now, let’s explore how CSR (Corporate Social Responsibility) activities can be instrumental in building an empathetic work culture:

1. Donation Matching: Embracing CSR initiatives like matching employee donations to charities aligns with the empathetic core value. It demonstrates the organization’s commitment to employees’ values and desire to positively impact the world, fostering a sense of empathy and shared purpose.

2. Sustainability Initiatives: Involving employees in eco-friendly initiatives within the workplace, such as recycling programs or energy conservation efforts, encourages a shared sense of responsibility for the environment. This collective commitment to sustainability naturally promotes empathy toward the planet and future generations.

3. Skill-Based Volunteering: CSR activities that allow employees to use their professional skills to support nonprofit organizations and empower them to make a meaningful impact. This aligns with the empathetic ethos of leveraging one’s expertise for the greater good.

4. CSR Recognition: Recognizing and celebrating employees who actively engage in CSR activities reinforces a culture of social responsibility and empathy. It communicates that the organization values and appreciates their efforts to make the world a better place.

In conclusion, empathy is a fundamental aspect of a healthy and thriving organizational culture. To ingrain empathy as a core value from the bottom up, organizations should pay close attention to cultural dynamics, leverage the power of recognition, and enlist the help of connectors. Furthermore, by integrating CSR activities that promote kindness, shared responsibility, and recognition, organizations can transform empathy from an ideal into a driving force that shapes their culture and success. Embracing empathy as a core value isn’t just good for employees; it’s good for business.

Catch our team demonstrating our award-winning reward and recognition platform at the upcoming SHRM India Annual Conference on, the 12th and 13th of October, at the Taj Palace Hotel, New Delhi. 

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Employee Engagement Employee Engagement Software Organizational Culture Popular Rewards and Recognition

Workplace Communication: Responding to employees in difficult situations 

“To effectively communicate, we must realize that we all are different in the way we perceive the world and use this understanding as a guide to communicate with others. “

Effective workplace communication is essential for maintaining a healthy and productive work environment. One critical aspect of this is how managers and leaders respond to employees in difficult situations. In this blog, we will explore strategies for responding to employees in challenging moments, including reward and recognition, empathy, and other powerful tools for fostering a positive workplace culture.  

Why effective communication is important 

86% of corporate executives, educators, and employees cite ineffective communication and poor collaboration as reasons for failures in the workplace. Effective communication abilities, empathy, and adherence to established standards are necessary when dealing with challenging team members. You can manage challenging personnel and foster a positive work atmosphere by remaining composed, seeking the proper training, comprehending applicable regulations and rules, consulting HR, starting productive conversations, actively listening, providing feedback, and following up. A positive workplace with positive reinforcement, appreciation and acknowledgment, and reward and recognition for employees can help avoid complicated situations and critical conversations. Get in touch with us to know more about how you can elevate your RnR Operations! Here are a few ways that can help  

Active Listening: The Foundation of Communication 

Active listening is the cornerstone of effective communication. When employees face difficult situations, they need to know that their concerns are being heard and understood. Managers should practice active listening by giving their full attention, maintaining eye contact, and providing verbal and non-verbal cues that they are engaged. For example, many important conversations that happen over video calls tend to feel too distant and delay response cues. Pro tip: nod, smile, and ask relevant, timely questions. Avoid this: looking away from the camera, and multitasking with the video on.  

 
Empathy and Understanding 

Empathy is the ability to understand and share the feelings of another. When employees encounter difficulties, managers should approach the situation with empathy. This means acknowledging their emotions, validating their experiences, and showing genuine concern. Often, it becomes tough to understand the depth of someone else’s problems, but it is important to acknowledge that everyone comes from different walks of life. Empathy creates trust and opens the door for constructive dialogue, wherein a person expressing their issues or discomfort in a situation feels heard and valued and not judged.  

Transparency and Honesty 

Transparency and honesty are crucial when addressing difficult situations. Employees appreciate leaders who are upfront about challenges or problems. Being transparent about the situation and any potential solutions fosters trust and a sense of shared responsibility. 

Constructive Feedback 

When addressing issues or challenges, it’s essential to provide constructive feedback. Instead of focusing solely on the problem, managers should offer guidance and support on how employees can improve or overcome the difficulty. This approach not only addresses the immediate issue but also contributes to professional growth. 

Reward and Recognition: Motivating Excellence 

Reward and recognition play a pivotal role in responding to employees in difficult situations. Acknowledging and appreciating their efforts, especially during tough times, can boost morale and motivation. To introduce seamless reward and recognition tools in your organization that create a digital-first environment, schedule a demo with us.

Conclusion 

97% of workers believe that communication impacts tasks every day. While one of the most important aspects of having clear communication is to be an understanding individual with empathy, reward, and recognition programs are valuable tools that can motivate and acknowledge employees who excel in challenging times. By developing strong communication skills and cultivating a supportive workplace culture, organizations can navigate difficult situations with grace and resilience, ultimately leading to a more motivated and engaged workforce.  

Looking to reinforce positive communication, employee engagement, and an RnR Platform that eases multiple roadblocks in your organization? We got your back!  

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Employee Engagement

Blog Series: Empathy at the Workplace

Imagine being at your first day at work. You’re new to your role, your team and the company, feeling overwhelmed with everything you need to learn and adapt to. Or you’re a mid-senior executive gearing up for promotion- when your family member falls seriously ill. Or you’re a senior leader with many of your peers laid off and you’re struggling to cope with organizational restructuring. Have you or someone you know gone through these situations? What one factor do you believe can help in better resilience during such circumstances?

‘Empathy’ is the ability to understand and share the feelings of another person. It involves not only recognizing and comprehending someone else’s emotions but also demonstrating care and support for their well-being. In this introductory blog, we’ll explore the definition of empathy, its increased relevance in post-COVID workplaces, and the compelling business case for fostering empathy among employees.

What Empathy is Not

In the workplace, empathy means acknowledging the experiences and emotions of colleagues and showing genuine concern for their professional and personal challenges. Empathy does not, however, mean being a pushover or giving others what they want at all times. It just involves contextualizing actions based on the person, team or stakeholder one is interacting with. This helps in bringing out the best performance potential within employees, while also balancing it with their unique needs in the moment. Empathy also helps create a safe space for diverse voices to be heard and understood.

Increased Empathy in Post-COVID Workplaces

The COVID-19 pandemic brought about a profound shift in the way we work and interact. As we grappled with remote work, isolation, and uncertainty, empathy became a cornerstone of effective leadership and team dynamics. Organizations that prioritized employee well-being, listened to their concerns, and provided support thrived during these trying times. Simultaneously, global movements like Black Lives Matter and Me Too spotlighted the urgency of integrating the ‘human agenda’ with the ‘business agenda’. These movements called on businesses to take a stand, examine their practices, and respond with empathy to the experiences of marginalized groups. As a result, organizations worldwide were compelled to reassess their commitment to diversity, equity, and inclusion.

The Business Case for Empathy

It is clear that empathy and humaneness are prerequisites for adapting to the new world of work. Some advantages of demonstrating empathy at work are:

1.Improved employee engagement and retention

Empathetic leaders and colleagues create an environment where employees feel valued and heard. When employees feel their emotions and concerns are acknowledged, they are more engaged and motivated. This heightened engagement leads to increased retention rates, as employees are more likely to stay with a company that cares about their well-being.

2. Higher client satisfaction

When employees demonstrate empathy towards clients, they are better equipped to understand their needs, concerns and expectations. This allows for more personalized solutions and positive interactions, results in higher client satisfaction

3. Having a positive and inclusive work culture

Empathy nurtures a positive and inclusive work culture where employees feel accepted and valued for their unique backgrounds and perspectives. This not only attracts top talent but encourages creativity and innovation

In conclusion, empathy is not just a soft skill; it’s a strategic advantage. Organizations that prioritize empathy will not only weather crises more effectively but also cultivate a loyal, high-performing, and diverse workforce. This blog is just the beginning of our exploration into empathy at the workplace. Stay tuned for more insights and practical tips on how to nurture empathy within your organization in our upcoming blog series.

  1. Responding to Employees in Difficult Situations: 5 Simple Strategies
  2. Empathetic Leadership in the Layoffs Era
  3. Leveraging CSR and Charity for Improved Work Culture

Stay tuned!

As a leading provider of employee rewards and recognition software, we understand the transformative power of empathy in the workplace. Connect with us to discover how our solutions can help you foster a more empathetic and thriving corporate culture.

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Employee Engagement Organizational Culture Popular Rewards and Recognition

5 ways to Amplify a ‘Hybrid’ Company Culture

Hybrid?

In recent years, the concept of workplace culture has evolved. When the COVID-19 pandemic struck, all our worlds came together and eventually gave rise to a popular work culture that we continue to operate in today: the hybrid work culture. Certain organizations used a hybrid work culture before the COVID era, but it wasn’t until after the pandemic that its popularity and effectiveness became apparent. Organizations inevitably faced challenges in adapting to the hybrid work model because it called for a lot of experimentation and novel thinking. Working from home meant that organizations saved a lot on infrastructure costs, but it also made monitoring production and fostering efficient communication difficult.

Today, most industries have embraced the hybrid or remote working model, and it seems to work for employees. According to a report by Gartner, 76% of newly remote and hybrid employees report a positive perception of the ‘workplace’. The definition of the ‘workplace’ itself, of course, has evolved to mean ‘anywhere that work happens’. For HR, this means hybrid is the only way forward. In this blog, we’ll discuss how HR can redefine and amplify their corporate culture within the ‘hybrid’ or ‘digital’ workplace.

The operationalized shift

The key to operationalizing culture is to ensure that employees, whether remote or located close by, feel a connection to it. Some managers may feel that the physical workplace is the primary driver of cultural connectedness, yet culture is driven by how people interact and collaborate. In this sense, the challenges remain the same as they were in physical workspaces. Some useful questions to ask at this point are-

  1. 1. Are my company’s cultural values known to all employees?
  2. 2. Are my employees, particularly leaders, aligned with these cultural values?
  3. 3. Is the company culture reflected in the way people interact, collaborate, and make decisions on a daily basis?
  4. 4. Do I have the tools to help unify the company’s cultural experience for remote as well as onsite employees?

Culture must not only be consciously crafted but also remain dynamic so that it is adapted by employees across hierarchies and geographies. Let’s look at 5 ways to amplify your company’s culture in a ‘hybrid’ setting-

5 tips to amplify your hybrid work culture:

  • Clear Communication Channels: Establish transparent and efficient communication tools that enable seamless interaction between remote and in-office employees. Regular updates, virtual town halls, and open forums can foster a sense of belonging and keep everyone informed about company goals and developments
  • Flexibility with Schedules: Embrace flexible work hours that accommodate individual preferences and responsibilities. This empowers employees to balance work and personal life, leading to higher job satisfaction and increased engagement
  • Virtual Team-Building Activities: Organize engaging virtual team-building activities that encourage camaraderie and collaboration. Online games, workshops, and virtual coffee breaks can help bridge the gap between remote and in-person team members. Pro tip: With a reward and recognition platform like Gratifi, virtual employee engagement such as quizzes, surveys, contests and more can make it easier to introduce team-building activities
  • Performance Recognition and Feedback: Implement a robust performance recognition system that acknowledges employees’ efforts, regardless of their location. Both manager-based recognition and peer-to-peer recognition are important to create a well-rounded perception of performance and motivate employees. Regular feedback sessions and one-on-one meetings can provide guidance, growth opportunities, and a feeling of being valued
  • Invest in Professional Development: Offer virtual learning opportunities, workshops, and skill development sessions to help employees enhance their skills and grow in their roles. Providing access to resources that aid professional growth demonstrates the organization’s commitment to its employees’ success, which is especially relevant in the context of Generation Z, which places a high value on professional growth

Conclusion

By implementing these strategies, you can create a hybrid work culture that prioritizes employee engagement, collaboration, and personal development, resulting in a motivated and productive workforce. With the recognition culture evolving and the hybrid work culture becoming the new norm, it’s important to stay updated and grow with the trends and evolving definitions, learning and re-learning as we go! Looking to digitally transform and amplify your reward and recognition practices? Get in touch with us!

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Employee Engagement Organizational Culture

Engaging Women Returning to the Workplace

Gender equality at the workplace has proven to be beneficial for businesses, right from profitability and market share to employee engagement and well-being. However, women in the workforce have had their share of ups and downs. The recent COVID pandemic was when many had to quit their work for childcare and other caregiving responsibilities. While things improved thereafter, the recent “Great Breakup” recorded in McKinsey’s ‘Women in the Workplace Report’ for 2022, points to another change. Women, particularly those in senior leadership positions are switching jobs at record high rates- they’re demanding more from their workplaces, like better career advancement opportunities, inclusive workplace policies and recognition for their work.

 Organizations need to step up if they’re hoping to attract, retain and engage women employees, including a high-risk group within them- women returning to work after a career break. As per a study conducted by the Genpact Centre for Women’s Leadership, 50% women in India leave their jobs to take care of their children at the age of 30. Even among those who return, a large chunk drops out within 4 months of resuming work. This blog will discuss strategies that organizations can adopt to leverage the potential of these women who, despite being well-qualified and experienced, drop out or ‘quiet quit’ at workplaces after they return.

Bridging the Confidence Gap in Women

1. Addressing the Lack of Confidence in Women: Creating a Mentorship Program for Women Returnees

Lack of confidence is a prevalent issue among women returning to work after a hiatus. Organizations can counter this challenge by establishing a robust mentorship program by pairing women returnees with experienced leaders. Having resource groups for working mothers is another way to help build trusting, authentic relationships across the organization, making women feel supported through their shared experiences. Such programs can help women rebuild their confidence, navigate the transition effectively, and integrate seamlessly into the work environment.

2. Keeping Flexible Work Policies for Caregiving Responsibilities at Home

Juggling caregiving responsibilities at home and professional commitments can be overwhelming. Recognizing this, companies must implement flexible work policies that accommodate women’s diverse responsibilities. Remote work options, flexible hours, and part-time arrangements can empower women to balance their roles effectively.

3. Openly Celebrating Women’s Achievements

Acknowledgment and celebration play a pivotal role in boosting morale. Organizations should openly recognize women’s achievements, whether big or small. This recognition can take various forms, such as through internal newsletters, applause on a digital employee recognition platform, or mentions within in-person team meetings. Highlighting women’s successes not only motivates other women but also sends a clear message about the company’s commitment to gender diversity and inclusion.

Celebrating Women's Achievements at Work

4. Orienting Managers Towards Women Returnees’ Challenges

To create a truly inclusive environment, it’s essential to foster empathy and understanding among all employees, especially managers. Training managers to coach women returnees with sensitivity can help build a more supportive work culture. A formal employee R&R program with special emphasis on women returnees can also go a long way in institutionalizing gender equity.

The journey of women returning to the workplace is riddled with obstacles, but it’s also brimming with potential. By addressing the lack of confidence, offering flexible work policies, celebrating achievements, educating male counterparts, and fostering champions for gender equality, workplaces can create an environment where women not only return but also thrive. When women succeed, businesses succeed, and the foundation of a more diverse and inclusive corporate landscape is strengthened.

At Gratifi, we have taken the lead in creating positive change in the workplace, with more than 50% of women in leadership positions, including those returned after maternity breaks. Know more about us and how we contribute to digital R&R programs for organizations.

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Employee Engagement Organizational Culture Popular

Multi-Generational Workplaces: Navigating the Changing Landscape

In today’s dynamic corporate landscape, understanding and adapting to the evolving priorities of different generations is key to creating a cohesive and productive workforce. In this blog, we’ll delve deeper into the changing priorities of Generation Z, the influence of millennials on these trends and strategies to engage seniors in the modern workplace.

Priorities of Generation Z: A Quest for Balance

Generation Z, born between the mid 1990s and early 2010s, has brought its own unique set of values and preferences to the workplace. Aiming for a harmonious work-life balance, Gen Z employees are prioritizing roles that offer flexibility and remote work opportunities. Internet trends like the #LazyGirlJobs – showcasing women with fully remote jobs- is not about laziness, but rather a pursuit of work arrangements that allow them to maintain a fulfilling personal life while being professionally productive.  

Interestingly, the influence of Millennials, the preceding generation, has played a role in shaping Gen Z’s priorities. Millennials paved the way for flexible work arrangements and a stronger emphasis on company culture. This influence has provided Gen Z with a blueprint to pursue their preferences boldly, catalyzing a broader shift in how organizations structure their work environments.  

Work Life Balance for Gen Z

Quiet Quitting: A Phenomenon with Millennial and Gen Z Origins

The notion of “quiet quitting” is a trend that has emerged largely due to the influence of both Millennials and Gen Z. As employees who highly value purpose-driven work and personal growth, these generations are more likely to disengage subtly when they feel disconnected from their roles. This phenomenon calls for a renewed focus on employee engagement strategies, such as manager engagement, continuous learning initiatives, and open lines of communication.

Engaging Seniors in the Modern Workforce  

In contrast to the traditional concept of retirement, a growing number of seniors are choosing to remain in the workforce beyond their retirement age. These seniors bring decades of experience and wisdom, making them valuable assets to any organization. Engaging seniors involves recognizing their expertise and creating opportunities for them to mentor younger colleagues, contribute to strategic initiatives, and participate in knowledge-sharing sessions.

Fostering a Multi-Generational Work Environment  

To create a truly inclusive and thriving workplace, organizations must find ways to bridge the gap between different generations. This involves fostering a culture of mutual respect, encouraging cross-generational collaboration, and providing tailored employee engagement initiatives. Some important ways are-

1.Employee Listening

Gallup cites that managers must have one meaningful conversation with their team members every week for at least 15-30 minutes to check up on their life situation, work strengths and goals. This is perhaps the most critical component of engaging the hybrid, remote and even contract-based workers who are at risk of feeling disconnected from the organization or unsupported in their professional roles

2. Aggregating Employee Data

Going a step beyond just listening, collecting employee data involves sentiment analysis through AI tools, survey data and even ‘stay interviews’ for actively disengaged employees. This data should then be used to create custom solutions for employee engagement like deciding between remote and on-site working schedules, working hours and so on. Financial and non-cash incentives can also be leveraged more effectively if we know what motivates each employee (eg-do they want a raise or better L&D opportunities?)

3. Promoting DE&I in Rewards

Recognizing the strengths of each generation can help in creating an equitable R&R framework that values experience-based wisdom as much as emerging skills. Right from widening the scope for formal appraisal parameters to rewarding a wide variety of contributions- such as strategic contributions by senior workers and reverse mentorship by younger employees- an organization can consciously foster mutual respect and trust between generations.

In conclusion, the changing priorities of generations like Gen Z and Millennials are reshaping the workplace landscape, driving trends like #LazyGirlJobs and quiet quitting. Simultaneously, the decision of seniors to continue working post-retirement calls for strategies to engage their expertise. By embracing these changes, organizations can unlock the full potential of their diverse workforce.

As an employee R&R and engagement product firm, we are dedicated to assisting organizations in navigating these shifts and creating targeted incentives for various employee groups. Get in touch with us to know more!

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Employee Engagement

HR versus Technology: Can AI really take over HR jobs? 

In recent years, the rapid advancement of artificial intelligence (AI) has sparked a debate about its potential impact on various industries, including human resources (HR). With AI-powered technologies becoming increasingly sophisticated, the question arises: will AI truly take over our jobs in the HR sector? It may be the first time in history wherein everyone in the world is threatened by the scope of technology but also cannot wait to find out. A paradox of ‘what’ and ‘what not’ puts us in a confusing yet curious space, as every article we read about AI appears on our LinkedIn feeds! Here, we aspire to find out what  

This blog explores the nuances of this contentious topic, examining both the promises and challenges that AI presents to the future of HR. 

Streamlining Recruitment Processes 

One of the primary areas where AI has shown promise is in streamlining recruitment processes. AI algorithms can analyze resumes, applications, and social media profiles to identify the best-fit candidates more efficiently. Automated chatbots can engage with applicants, answer their questions, and schedule interviews, thus enhancing the candidate experience. 

Enhancing Employee Engagement and Experience 

AI-driven tools can also play a pivotal role in enhancing employee engagement and experience. Predictive analytics can help HR professionals identify potential employee burnout or disengagement by analyzing patterns in data related to performance, attendance, and interactions. This allows HR teams to intervene proactively, creating a more positive work environment. 

Personalized Learning and Development 

AI-powered learning management systems can provide personalized training and development plans for employees. By analyzing an employee’s skills, performance, and career aspirations, AI can recommend tailored learning modules, fostering continuous growth and skill enhancement. 

Challenges and Consideration 

Striking a balance between AI-driven automation and human intervention remains a critical consideration. Here are two major challenges:  

Loss of Human Touch: While AI can streamline processes and offer efficiency, it lacks the human touch that is essential in HR. Employee grievances, sensitive conversations, and complex interpersonal issues require empathy and understanding that AI may struggle to replicate. Striking a balance between AI-driven automation and human intervention remains a critical consideration. 

Job Displacement vs. Job Transformation: The fear of job displacement due to AI is valid, but it’s important to consider that AI might lead to job transformation instead. Routine tasks like data entry and scheduling can be automated, freeing up HR professionals to focus on more strategic and creative aspects of their roles. Upskilling and reskilling will be essential to ensure HR teams remain relevant and valuable in an AI-driven landscape. 

Rather than viewing AI as a replacement, it’s more productive to see it as a tool that can complement HR professionals’ capabilities. AI can handle repetitive tasks, data analysis, and other routine functions, allowing HR teams to dedicate more time to relationship-building, strategy development, and fostering a positive workplace culture. 

As AI becomes more integrated into HR practices, ethical considerations must take center stage. Organizations must ensure transparency in AI decision-making processes, actively combat biases, and prioritize data privacy to maintain trust with both employees and candidates. 

Conclusion 

Rather than viewing AI as a replacement, it’s more productive to see it as a tool that can complement HR professionals’ capabilities. AI can handle repetitive tasks, data analysis, and other routine functions, allowing HR teams to dedicate more time to relationship-building, strategy development, and fostering a positive workplace culture. 

As AI becomes more integrated into HR practices, ethical considerations must take center stage. Organizations must ensure transparency in AI decision-making processes, actively combat biases, and prioritize data privacy to maintain trust with both employees and candidates. While there is a bit of fear on the expanse of AI tools and their reliability, organizations can create an environment wherein everyone is open to learning and relearning the scope of AI decision making while ensuring interpersonal communication in its healthiest form. With the right level of trust, transparency and openness, the intertwining of AI and good organizational behavior, we can create an extremely thriving environment!  

In the ongoing debate about AI’s impact on HR jobs, it’s clear that while AI has the potential to transform the HR landscape, it may not necessarily lead to wholesale job displacement. The future likely holds a balance where AI tools and human expertise coexist to create more efficient and effective HR practices. Looking for digital first, RnR tools to drive employee experience? Get in touch with us to experience AI analytics seamlessly in your organization.  

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Employee Engagement Employee Engagement Software Organizational Culture Rewards and Recognition

Rewarding Innovation at Work: Creating the Ideal R&R Framework

“Here’s to the crazy ones — the misfits, the rebels, the troublemakers, the round pegs in the square holes. The ones who see things differently…the ones that change things.” Steve Jobs

Innovation is the name of the game when it comes to remaining relevant in today’s hyper-competitive business environment. Out-of-the-box thinking is increasingly credited for the success of many giants, notably those in tech like Google, Meta, and Apple. However, most companies are unable to tap into the creative genius of their employees either due to no incentives or R&R policies that look better on paper than in practice. In this blog, we will discuss simple, actionable ways in which companies can reward innovation at work.

Francesca Gino, a Harvard professor, and celebrated author highlighted the need to ‘constructively break rules’ at work to achieve success in her bestselling book ‘Rebel Talent’. Gino describes 5 ways in which ‘standout employees’ do things differently to help their companies succeed. They-

  1. 1. Try new things  
  2. 2. Ask questions
  3. 3. Work to expand their base of knowledge
  4. 4. Resist categorization and stereotypes
  5. 5. Show their authentic selves at work

Creating a work environment that can support innovation can result in higher employee engagement and work satisfaction, her research claims. Embracing these qualities within employees can help rather than hinder progress, once they are aligned with organizational goals. Here are some ways in which companies can foster ingenuity within their workforce:

  • 1. Having a formal recognition program

Establishing a tiered award system that recognizes different levels of innovation, from incremental improvements to game-changing breakthroughs. Employees can receive badges, certificates, or trophies based on the impact of their innovations. 

  • 2. Innovation Incubators

Designate a physical and virtual space where employees can collaborate on innovative projects during ‘innovation hours’. Offer 360-degree support like financial help, time off, or bonuses depending on your organization’s budget.

  • 3. Cross-Functional Collaboration

Organize time-bound innovation challenges where cross-functional teams work on solving specific problems. The winning team could receive a unique experience or an exclusive development opportunity.

  • 4. Managerial Coaching

Feeling seen and accepted for their unique ideas is an important quality that employees seek in their managers. Coaching leaders and managers on careful listening and constructive feedback can be a foundational step to enabling an innovative work culture.

  • 5. Leadership showcases

Host innovative showcases where employees present their ideas to senior leadership and peers. Recognize outstanding presenters with a spotlight feature in an employee recognition platform like Gratifi.

  • 6. Promote L&D

A recent study shows that 74% of Millennial and Gen Z employees are likely to quit within the next year due to a lack of skills development opportunities. Just having a sound learning portal is not enough. Incentivize learning by allotting ‘innovation hours’ as Google does and reward the completion of each learning module through our points-based reward system.

Fostering innovation requires a shift in work culture, which can be perpetuated by an effective R&R framework. Some concluding pointers to keep in mind are-

  1. 1. Ensure the R&R policy clearly states the types of behaviors to be acknowledged as innovative such as a process change or something as notable as a patent/IP
  2. 2. Implement rewards organization-wide to send a clear message about the value placed on innovation at work. Public recognition via employee recognition software can help in this regard
  3. 3. Let awards be personalized, timely, and engaging ranging from badges, certificates, experiences, and development opportunities to even bonuses and promotions within the organization
  4. 4. Measure the success of your R&R efforts by directly tying cutting-edge initiatives to the organization’s bottom line
  5. 5. Finally, remember to appreciate your colleagues’ efforts, irrespective of the results. This will create a culture of experimentation, encouraging more and more employees to bring out their creative selves at work.

Join us to discover the ultimate guide to revolutionizing recognition and rewards at work!