BlogTags - Channel Incentive

Performance-based Recognition: The New Normal

30 October, 2020

Performance-based Recognition: The New Normal

There is no doubt that the pandemic has left an indelible mark on the workplace. In 2020 only 53% employees globally are feeling engaged with their organizations. This is a particularly alarming statistic considering how employee engagement directly impacts not only an individual’s performance but also the organization’s bottom line. Engaged employees are more productive, bringing in 2.5x more revenues than their disengaged counterparts. Moreover, since most organizations now have distributed or downsized teams, old methods of employee motivation have been rendered obsolete. However, even before 2020, the trends were showing an undeniable need for change. Long before the crisis…

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Redefining Employee Recognition during COVID-19

19 October, 2020

Redefining Employee Recognition during COVID-19

COVID-19 has changed the workplace as we know it. Everyone is still coming to terms with the uncertainties it has brought along with it- financial, social and emotional. As organizations repair and rebuild their revenue streams after being forced to undertake stringent cost cutting measures, they need to retain and reward the people who have stuck by. This is important from a business continuity perspective not just during but beyond the pandemic. An effective employee rewards and recognition program is thus an important requirement for organizations in the recovery phase. There are powerful statistics to show the impact of having…

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Using the ‘Drive to Defend’ Psychology to Enhance Employee Engagement

29 September, 2020

Using the ‘Drive to Defend’ Psychology to Enhance Employee Engagement

The rise of information technology coupled with an ambitious, self-determined workforce, is the definition of the future of work. Studies show that the youngest Generation Z- the latest ones to enter the workforce- are more ambitious, independent and competitive than any of their predecessors. They not only work hard to achieve their goals, but also demand to be rewarded for it. They also prefer tangible rewards rather than pursuing vague ideals of satisfaction. Personality traits like competitiveness and self-reliance stem from an ancient human biological drive called the ‘Drive to Defend’ which is present in all human beings in varying…

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Using the “Drive to Innovate” Psychology as a Key Driver of Employee Engagement

23 September, 2020

Using the “Drive to Innovate” Psychology as a Key Driver of Employee Engagement

Human beings are naturally curious about their general surroundings and the ‘why’ and ‘what’ of things. This sense of wonderment has its’ roots in an innate human biological drive, called the ‘Drive to Innovate, Learn or Create’, which is part of the human 4-drive model explained in our previous blog. Studies show how a particular type of dopamine receptor in the human brain helps create a pleasurable ‘Aha’ or ‘Eureka’ moment whenever we undertake activities that satiate this drive. Solving a complex problem, for example, involves a neuro-circuitry of associations between our current experience (stimulus) and long-term memory (in the sub-conscious mind), which is why…

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Using the “Drive to Bond” Psychology to Improve Employee Engagement

15 September, 2020

Using the “Drive to Bond” Psychology to Improve Employee Engagement

The last five years have seen a major spike in interest in ‘employee engagement’ as a driver of business growth.  Organizations across the world have already adopted rewards, incentives as well as some form of an employee recognition tool to make employees feel appreciated and acknowledged for their hard work. These efforts are put in to ensure one simple objective- help employees feel a sense of belonging within the organization. It is useful therefore, to explore the underlying psychological factors responsible for human bonding, which we’ll discuss in this blog, along with concrete ways to harness this knowledge for a…

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Using the ‘Drive to Acquire’ Psychology to Enhance Employee Engagement

9 September, 2020

Using the ‘Drive to Acquire’ Psychology to Enhance Employee Engagement

Evolutionary Psychology is a multi-disciplinary approach to understanding human nature from a historical perspective, based on the study of genetics, archeology, neuroscience etc. Modern evolutionary psychologists have been able to rigorously study human behavior using brain-imaging, pharmaceutical and genetic technologies. Among them, two Harvard professors- Nitin Nohria and Paul Lawrence, have studied people in the workplace and built on previous research to propose 4 human drives that regulate our behavior at the workplace. They are as follows: The Drive to Acquire – the desire to obtain physical objects like money, cars, trophies as well as intangible goods like status and…

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Create an Effective Employee Rewards Program Using the Halo Effect

25 August, 2020

Create an Effective Employee Rewards Program Using the Halo Effect

The term ‘Halo Effect’ was first coined by a psychologist named Edward Thorndike in 1920. However, it was later popularized by neuroscientists and psychologists, striving to understand the hidden cognitive phenomenon influencing the behavior of the modern man. The Halo Effect occurs when one or more past experiences with an individual, place or entity are used to create the current overall perception, resulting in a sort of halo around everything associated with the subject. Nobel Laureate Kahneman draws this concept back to the ‘associative machine’: a system of the intuitive (or subconscious) brain used to form impressions about someone or…

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How Workplace Friendships Impact Employee Engagement

3 August, 2020

How Workplace Friendships Impact Employee Engagement

To reach its’ annual findings on employee engagement metrics, Gallup asks a regular question that remains highly debated- Do you have a best friend at work? In a 2018 follow up study, they acknowledged that while the question seemed simple on the surface, it often elicited the strongest response from participants, particularly from managers who remain convinced that work equations and personal relationships should be treated separately. Why then do so many imminent researchers in the field continue to explore this topic? The answer is simple- workplace friendships are found to have a significant positive impact on an employee’s engagement…

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