Categories
Employee Engagement Software

5 things to look for in your Employee Engagement Software in 2023

employee-engagement

The HR technology space looks more exciting than ever more organizations undergoing ‘virtual digital transformations’ and recognizing the potential of SaaS solutions to empower HR processes. The recent focus on positive employee experience as a prerequisite for attracting and retaining talent is well-founded and, when combined with people-centric leadership, is a force to reckon with. However, most HR leaders are still grappling with getting the right technology for their organizations- one that fits their culture and is adopted by employees extensively. Statistics from Forrester show that 54% of HR folks globally are dissatisfied with their current Human Capital Management suite, including employee engagement softwares. While the pandemic has clearly highlighted the need for digital tools to ensure business resilience, the focus must now shift to building sustainable partnerships with technology providers in order to ensure a happy and engaged workforce in the long-term. Below are 5 things that you should keep in mind while selecting your total rewards software in 2023.

1. Innovation

Artificial intelligence is beginning to play an increasingly important role in modern employee R&R softwares in the form of intuitive workflows, predictive analytics and hyper-personalized experiences for employees. For example, an admin can receive alerts in case of low platform usage or attrition risk, thus resulting in immediate action and a quick feedback loop. Having a provider that is technically adept to keep up with the changing workforce algorithms gives a firm a significant competitive advantage.

2. Communication

Communication is the single biggest function that has undergone the maximum transformation in 2023, thus putting pressure on business tools and applications to humanize and enable better collaboration. Features like audio-visual recognition, interactive digital walls and virtual events are crucial to engage a remote workforce and increase the adoption of your R&R platform.

3. Behavioral Insights

Employee listening is another big theme when it comes to creating a future-ready workplace. Engagement technology now enables employers to understand employee sentiment based on data gathered from sources outside of pure formal surveys and polls, such as a mood-o-meter. With a robust collaboration feature, information sharing patterns can also be analysed and acted upon appropriately.

4. Usability

Employee recognition platforms that are easy to access and use will see higher adoption with young and senior executives alike. Features like a user-friendly mobile application, gamification and easy integration with other internal applications will help the software blend into an employee’s regular working day.

5. Flexibility

Perhaps the most important of all, your total rewards platform should have the capability to change with your organization, be it to accommodate workforce changes or new features. Look for technology that can be tailor-made to your organization’s requirements, instead of having a wide gamut of features that no one will use. A vendor with a good track record, clear roadmap and consistent post-launch support can help create a truly effective employee engagement program. COVID-19 has resulted in a series of ongoing shifts in the global market as well as internal workplace dynamics. This requires organizations to work with employee appreciation software tools that are dynamic and can evolve quickly to meet new demands. Additionally, the move towards ease of use and personalization needs to continue in the form of on-the-go recognition moments, curated rewards/experiences and quick, ongoing performance feedback between managers and employees. Performance data can now be linked to rewards disbursal, resulting in a fair, transparent, merit-driven culture for employees. In other words, the right employee engagement software can help your organization attract, develop and retain talent in a measurable way, while creating an employee-centric work culture in 2023.

Boost your employer brand and stay ahead of the curve. Get a detailed walkthrough of our cutting-edge employee engagement solution today.

Categories
Corporate Gifting

Employee Gifting 101: 5 Benefits of a Corporate Gifting Platform

corporate-gifting-platform

Gifts have been a way of expressing love, respect, and care since the beginning of time. The tradition of exchanging gifts among families and loved ones is a widely popular practice, mostly due to the feel-good element that comes with it. Similarly, within the workspace, corporate gifting essentially entails an emotional quotient that helps forge deeper connections with employees. It is certainly one of the most effective employee engagement strategies used by organizations across the globe to build brand awareness and foster brand loyalty.

In recent years, the gamut of corporate gifting has undergone a tremendous change, with many organizations adopting a corporate gifting platform to digitize their manual R&R processes. Beyond the apparent advantages such as ease-of-use and reduced manual overheads, we have enlisted some additional benefits offered by a digital solution in this blog. Read on to know more!

Automation

Automation is the ability to choose, customize, pack, ship, and track your gifts with reduced manual interference. The best corporate gifting platforms allow organizations to send occasion-specific gifts in bulk to amass employees, or even curate personalized campaigns for employee-specific gifting. Seamless integration with HRMS, ERP, and other in-house systems further eases the process, including automation of time-intensive factors such as shipping and tracking.

Scalability

Scalability is a paramount characteristic of corporate gifting platforms, as it allows a wide range of organizations, from SMEs to MNCs, to leverage the power of digitization. Thus, regardless of the growing volume or size of your business, a digital gifting solution is equipped to function congruously, in line with your dynamic requirements.

Personalization

As professionals, we spend a considerable amount of time with our colleagues, employers, business partners, and other stakeholders. It’s only natural to show them that their presence and contributions are valued and appreciated. The key to a long-lasting impact with a corporate gift is to make it personal- for instance, a simple logo imprint can transform a gift into a meaningful, engaging, and responsive experience.

There are several other ways of adding a dash of personalization, and this is where a digital corporate gifting solution really shines! Robust integrations and behavioral analytics can help devise a thoughtful gifting strategy based on individual preferences and buying patterns.

Read our blog on how digital corporate gifting solutions can help boost the employee experience for further insights!

Gifting Catalog

Sociology and behavioral psychology dictates that the significance of a thing is lost when you are overly familiar with it and if it is ubiquitous or mundane in nature. Likewise, organizations that resort to the customary chocolate boxes and sweets for every occasion have hit the deadpan with their employee engagement initiatives.

To be precise, the success of your corporate gifting strategy depends on how diverse, extensive, and unique your catalog is. Adopting a digital solution is one of the best ways to ensure that your corporate gifts never go out of style, as such platforms give you access to a comprehensive catalog that includes every perceivable gift- ranging from physical products, digital vouchers, gift cards, and experiential rewards.

Logistics and Reporting

A gift’s true value can be realized if you are able to view and measure its’ impact on the recipient. With a corporate gifting platform, you can ensure last-mile delivery and real-time tracking of gifts, courtesy the vendor’s robust logistics network. Furthermore, reports on gifts redeemed, delivered, and ordered can be generated with ease, that can help parse data and understand your employees’ preferences and needs.

Digitize the Art of Gifting with Gratifi!

The bottom line is clear- corporate gifting platforms are the enablers between an organization and its’ stakeholders as they help augment the employee experience through the art of gifting. It is worth mentioning that personalized corporate gifts also contribute to a more positive work culture brimming with happy, loyal, and engaged employees.

Gratifi gives you access to a global catalog of over 15000+ products across 500+ brands in 20+ categories with the option of onboarding specific vendors of your choice. Connect with us today to experience our corporate gifting module in action and explore the endless possibilities offered by digitization!

Categories
Employee Engagement

Why Should HRs Focus on Employee Experience

employee-experience

Employee experience has emerged as a salient indicator of organizational success amid global disruptions in the employee-employer markets. Often abbreviated as EX, it is the sum of interactions in an employee’s journey through all the touchpoints at a particular firm, including recruitment, onboarding, development, retention, and exit. The wide-ranging nature of EX makes it a complex endeavor, but it undoubtedly plays a crucial role in propelling the employee engagement levels and shaping the organization culture.

So why should HRs focus on enhancing the EX? What’s in it for the employer? How does it contribute to the overall business success? This blog answers these titillating questions along with actionable strategies.

Why should Employee Experience be a Top HR Priority?

The EX is the HR equivalent of the customer experience. The latter has always been a primary driver of business success, but in recent times, the conversation has shifted to the former. The underlying realization is that when your employees are engaged and happy with their jobs, customers take notice. Moreover, instead of half-hearted responses and minimal effort, engaged employees are willing to go the extra mile for customers.

Apart from the apparent correlation between employee engagement and customer success, facilitating an optimal EX has numerous other benefits. Here are a few facts to shed light on why it needs to be prioritized:

1. 81% of the global firms have reported EX as a dominant topic of discussion amongst leadership

2. 44% of the employees who fall within the lowest 25% in terms of EX express intent to quit their jobs

3. Companies that invest in EX outperform the ones that don’t by 2x in terms of average profit

3 Essential Elements of Employee Experience

The memo is clear- employees are no longer satisfied with clocking in and out and receiving a paycheck in return. The transactional dynamic between an organization and its’ workforce is becoming absolute, as people now look for meaningful work amid a supportive and collaborative environment. Studies have found that the majority of employees (64%) say a role that allows them to have greater work-life balance and better personal wellbeing is “very important” to them. Thus, an employer of choice is one who comprehends employees as full-rounded human beings and demonstrates care in genuine, authentic ways.

Jacob Morgan, author of The Employee Experience Advantage, writes that “as we shift to the future of work, where organizations are focusing on the reasons why employees want to work versus need to work, it is important to understand employee experience.” In his keynote address at the People Matters EX India Conference, he suggested focusing on the below three aspects as integral parts of an equation in order to build a robust EX strategy.

Technology

To paraphrase Morgan, “Technology is the central nervous system of the organization.” A cutting-edge EX design comprises of employee-centric solutions and services that further the cause of the HR department, whilst strengthening the employees’ sense of purpose.

A digital R&R platform offers myriad features such as 360-degree social recognition, virtual group events and talent contests, gamified quizzes, and an exclusive social wall. It also doubles up as an effective feedback collection tool with dynamic surveys and polls, that can be analyzed through easy-to-read reports based on user responses.

Physical Work Environment

Physical space includes the physical environment where employees work, as well as the tools and resources available at their disposal for increased efficiency. Additionally, the advent of hybrid and flexible working models has mandated the adoption of appropriate technology to ensure smooth functioning of a diverse workforce. This is where a digital employee engagement platform comes in- it helps centralize all communications and also livens the organizational culture with vibrant engagement features and R&R tools.

Organizational Culture

The most critical indicator of EX is the organizational culture, as it takes precedence over technology and physical space. Let’s look at it this way- a warm, lively, and high-spirited work culture gets you out of bed on a rainy week day. A toxic one might make you consider calling in sick, or start exploring better job opportunities. Thus, to foster employee retention and keep your workforce’s happiness quotient in check, it is vital to embed appreciation into your cultural DNA.

Read our blog on “Humanizing Work Culture” for a detailed insight!

Turn your EX into your X factor!

Research shows that people who report having a positive EX have 16 times the engagement level of employees with a negative experience, and are 8 times more likely to want to stay at a particular firm. Thus, it is upon HR leaders to act as the guiding light, by taking a granular look at all of the interactions experienced by employees at every stage of their lifecycle.

Wondering how our digital R&R solution can help engage and motivate employees across all touchpoints in the EX? Schedule a personalized demo today!

Categories
Organizational Culture

Humanizing Work Culture: How Core Values Shape the Workplace

shaping-personal-values

Most organizations have a set of ‘core values’ defined as a part of their corporate identity, intended to serve as a masthead to guide employees’ actions and org-level decisions. But how often are they really integrated into the organizational culture and more importantly, are individual employee values in resonance with these larger org values? This blog talks about the criticality of integrating core values into work life and advocates a strong feedback and R&R framework to align individual behaviors to organizational interests.

Why have Core Values in the first place?

Peyush Bansal, the CEO and CPO of the Indian startup Lenskart, defined ‘Culture’ during his talk at the People Matters EX Conference in 2022, as “the framework with which you (the organization) make decisions everyday”. Culture, then, can be said to be made up of guiding principles that have propelled the organization forward till date and are a part of its’ unique business philosophy. These principles are nothing but core values that shape the stakeholder and customer experience. Formalizing these values have various benefits like:

1. Differentiating the corporate brand identity

2. Creating a uniform, consistent customer experience

3. Streamlining team efforts for maximizing success

4. Integrity-building and crisis management

5. Creating a healthy, positive work culture

Aligning Individual and Organizational Values

aligning-individual-and-organizational-values

Despite being aware of an organization’s core values, a majority of employees either dismiss them as hollow talk or in the worst case, don’t relate to these values at all. The latter points to a lack of a cultural fit and can eat into an organization’s health if not addressed in time. However, more often than not, the problem lies in failing to translate these core values into specific behaviors. According to Brene Brown, the renowned American sociologist and thought leader- “only 10% of organizations have translated their values into teachable and observable behaviors”. She compares having cultural values without specific behaviors to “saying that honesty is your value but you’re OK with telling lies.” Individual behaviors on a day-to-day basis are what ultimately constitute culture, no matter how well-intentioned the organization’s core values are.

Putting Values into Action

Keeping the above in mind, we can safely say that mapping specific behaviors to each core value is indispensable to holding employees accountable for cultural health. This can be achieved through a detailed R&R framework and a robust feedback mechanism that can check employee pulse and help organizations co-create their core values with their people. A rewards and recognition platform can help systematize a value-based rewards system in the following ways:

1. Mapping each core value to specific behaviors through a digital employee recognition module, with behaviors forming individual recognition categories. For example- ‘Customer Obsession’ as a core value can be defined as ‘taking ownership for a smooth customer experience’ and ‘resolving all customer queries in a timely and professional manner’. These can be explicitly mentioned on the nomination form

2. Setting up a transparent, digital nominations process for value-based awards with custom approval workflows and the option for self-nomination. Linking these awards to exciting redemption options through a digital rewards catalog

3. Spotlighting ideal behaviors through social recognition via a social wall or other org-wide collaboration tools

4. Keeping regular checks on cultural alignment through automated surveys with anonymized results. Facilitating 360-degree feedback through confidential manager reviews sent to the HR department

Conclusion

Core values alone cannot make a winning culture – the way in which they are modelled and rewarded determine their penetration into an organization’s day-today functioning, ultimately determining its’ reputation. Setting clear expectations for employees and using their feedback to reinvent these core values along the way can help create a trusting, connected work environment. Moreover, shared values supported by model behaviors can create a sense of unified purpose that can help steer organizations in times of crisis. Thus, leveraging human values is as important as ever to create cultural stability and business success.

Looking to craft your own R&R program around promoting organizational core values? Get in touch with our team to know how our award winning rewards and recognition platform can help!

Categories
Rewards and Recognition

3 Psychology Theories that can be Applied to Employee Rewards and Recognition

rewards-and-recognition

There are abundant behavioral science and psychology theories that can be applied to the workplace for its’ betterment. Surprisingly enough, these theories are just as applicable today as they were before, even more so with the dynamic nature of employee engagement activities and the ever-evolving employee experience. In this blog, we discuss three important theories that find profound application at the workplace, along with simple ways to put them to action.

Read on for an interesting insight into the world of behavioral psychology and employee R&R!

Expectancy Theory

Victor Vroom popularized his expectancy theory in the 1960s, and now more than ever, employers are applying the expectancy theory to their total rewards strategy in order to organically drive motivation and thus boost productivity.

This motivational theory is driven by three basic factors-

1. Expectancy: The inherent belief that your effort will lead to better performance.

2. Instrumentality: The trust that if you perform well, you will achieve the expected outcome.

3. Valence: The importance and the personal value of the outcome, in this case, the reward.

In simpler terms, this theory is dictated by deep foundational perceptions such as “I can do this” and “If I do this, I will get something that is important to me”. Understanding the vitality of such perceptions can help to create rewards and recognition programs that are more practical and catered to the individualistic needs of a diverse workforce.

Deploying a digital R&R platform is the best way to make the most of the expectancy theory. For example, a robust R&R software enhances your total rewards communication by maintaining a transparent flow of information. Features such a surveys and polls can help you determine what kind of R&R initiatives your employees value the most, and a holistic employee rewards framework can provide a customized rewards catalog to empower your people with the freedom of choice!

Two Factor Theory

The Two Factor Theory (also known as the motivation-hygiene theory) entails that job satisfaction levels depend upon two types of factors-

1. Motivators that contribute to job satisfaction: Rewards, recognition, advancement opportunities, and access to training.

2. Hygiene factors that contribute to job dissatisfaction: Job security and safety, organizational culture, compensation, work conditions, and team bonding.

As the labels suggest, motivators steer up employee satisfaction and improve their motivation, while the absence of hygiene factors can result in lower employee engagement and faster burnout.

Referring to all the factors listed in this theory while designing your unique R&R program can be the best way to create a strategy that includes both motivational as well as de-motivational elements, thus leaving no room for error. Connect with us for an expert consultation on your R&R needs!

Reinforcement Theory

The reinforcement theory applied to the workplace means that organizations can change employees’ behaviors using positive and negative reinforcement in the form of recognition, rewards, and company awards. This theory can be actionable only if the reinforcers used by employers are meaningful and worth the desired effort. If your employees are unsatisfied with the R&R framework, it will not inspire any motivation within them to pursue excellence or maximize productivity.

Two factors to consider while leveraging the reinforcement theory are-

1. Timeliness: The effect of appreciation is full-fledged when it comes right after the action. If the gap between the two is longer, the reinforcer will not serve its’ cause. Adopt a digital R&R platform to ensure real-time, on-the-go recognition through a web portal and a mobile application.

2. Relevance: A banal coffee mug as a reward is no longer an impactful motivator, employees now want to be appreciated with rewards that symbolize their achievement and incarnate their personal idiosyncrasies. Read our blog on the power of customization in employee rewards to know more!

Make the Most of Psychology Theories by Adopting a Digital R&R Platform!

Gratifi has helped many industry leaders in the digital transformation of R&R by leveraging behavioral and sentiment analytics. Curating tasteful mix of rewards, recognition, and employee engagement suited to your organizational needs is what we do! Ask for a personalized demo to experience the software in action!   

Categories
Employee Engagement

Gamification: How to Match your Organizational Goals to an Employee’s Personal Goals

As human beings, we enjoy the excitement and sheer gratification that comes from playing games- be it board games with family or virtual contests with colleagues. The idea of participating in a competition where it’s possible for us to win stimulates us more than simply going through a mundane office workday. This knowledge can be leveraged by HR leaders to implement elements of gamification in their total rewards program and engagement strategy. Gamification of both the recognitions process and the sales incentives process ensures higher adoptability of the platforms by employees and greater employee motivation levels.

Gamification in behavioral economics has been used across industries to encourage favorable behaviors. These range from airline loyalty programs to fitness applications. Brands across the world already use gamification to increase user engagement. On a broad level, gamification is a method of creating milestones or levels of achievement, as a result of breaking down major goals into smaller achievable outcomes.

In our use case, employees are rewarded upon the completion of each milestone, which motivates them to work towards the ultimate goal without directly controlling their actions. This motivation is based on two theories in behavioral economics, read on to know more!

Goal Setting Theory

This theory extrapolates the impact of well-defined, challenging yet achievable goals in improving performance. This is the secret success formula of games like Pokemon Go where people have spent thousands of hours playing online. Such games are usually characterized by clear rules, instant feedback, frequent rewards and exciting end-goals. These very attributes are crucial to the design of a successful gamified incentive platform for employees.

Translating this theory into application in the workplace means that recognition categories in an organization are clearly defined and targets for sales teams are well established. Moreover, employees should feel empowered to choose their ideal redemption options.

employee rewards and recognition
Gamification in Employee Engagement

Goal Gradient Theory

The Goal Gradient theory, simply put, says that the closer people are to their goals, the harder they work to achieve them. This is clear in the ‘last-lap’ run for racers and the last minute rush we experience right before our work deadlines! Therefore, having many small, short-term goals tend to inspire action more than one major long-term goal. This is a core principle applied in R&R programs, which means that the sooner and more frequently people are rewarded for their actions, the better.

For employees, this could mean the public appreciation of top recognition receivers in a weekly broadcast or via a leaderboard feature on a robust employee recognition software. For sales teams, the platform design should offer regular notifications on their performance, distance from the goal set and their relative performance to their peers.

Gamify to Engage!

There are many ways organizations can implement these gamification techniques for optimizing their employee engagement program. A points-based reward system based on the organization’s core values and performance metrics can be beneficial in this regard. However, it is important to remember that rewards need not be monetary or involve large sums of money. The key is to give a frequent positive psychological boost, either through badges, levels or titles, thus acknowledging the work and effort put in by employees.

Connect with us to explore our gamified R&R module and experience the platform in action!

Categories
Rewards and Recognition

5 Rewards and Recognition Ideas to Express Gratitude during Festivals

rewards-and-recognition-ideas

The much-awaited festive season is here, and people-centric organizations across all industries are gearing up for a delightful workplace celebration. From virtual employee engagement activities to on-the-floor merriment, the possibilities are endless! HR professionals are always on the lookout for fresh ideas that can ramp up the employee experience using rewards and recognition, employee engagement, and corporate gifting strategies. If you’re one of them, this blog is the optimal headway you need to plan your organizational festivities!

Here are 5 unique rewards and recognition ideas to express gratitude during the festive season.

1. Make Your Workplace Celebration a Family Affair!

What’s better than being recognized at the workplace? Being recognized in front of your loved ones! Offer your employees the opportunity to invite their family and friends at the office event, for instance, a Diwali or Christmas party. Consider hosting an informal employee recognition ceremony where managers can express their appreciation for any significant achievements or behaviors displayed by the team.

2. Roll Out Theme-Based Recognition and Award Categories

The technological advancements in HR have enabled a plethora of innovative R&R strategies, all made possible through a digital R&R platform. You can leverage such software to deploy customized employee recognition and award categories, designed exclusively for the occasion. For example, “Your energy lights up the work environment” can be an apt choice for the festival of Diwali, where managers and peers can recognize team members who showcase a positive, contagious energy.

Add a dollop of excitement by presenting theme-based trophies or plaques along with the awards! An R&R solution provider with a robust merchandizing and logistics unit can help streamline this process. Connect with us to explore our turnkey R&R platform and its’ myriad features today!

3. Organize a “Wellness Retreat”

People losing track of their fitness habits comes as no surprise during the festive season. Juggling work with familial traditions can get tricky and more often than not results in an unbalanced health regime. Thus, a wonderful way to show your employees that you care is by organizing a wellness retreat, that can include virtual sessions, a day-long spa and massage retreat, as well as a yoga or meditation camp. Feel free to mix it up and give the employee wellness strategy your own touch, but don’t forget the essence- Healthy employees are more productive, happy, and engaged.

4. Initiate an Employee Appreciation Drive

Research has found that doubling the number of recognitions in an organization leads to a five-point increase in employee engagement. So why not leverage this relevance during festivals, a time where most people tend to be distracted or disinterested in work-related tasks?

Consider conducting an organization-wide employee appreciation drive spread throughout the last quarter of the year, wherein you can encourage the workforce to recognize desirable characteristics over a wide range of categories. Leverage a digital R&R platform to make managerial as well as peer recognition convenient and accessible!

Read more about the fundamental types of employee recognition.

5. Curate Exclusive Quizzes to Boost the Festive Spirit

A great way to blend rewards and recognition into the festive season is by hosting quizzes related to the occasion or event. For instance, you can design and administer a dynamic quiz on the topic “Test your Diwali Knowledge” using an employee engagement software. Adding gamified elements and score-based rewards can further amplify the excitement around it!

Planning Your Festive R&R Strategy? We’re Here to Help!

The above ideas can be used to design an impactful and holistic employee experience strategy, particularly during the dynamic festive phase. Curious about how a digital R&R platform can help? Connect with us for an expert consultation and a free demo!

Categories
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!