Architecting Strategic Rewards and Recognition to reinforce Organizational Goals

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There’s so many different worlds /
So many different suns /
And we have just one world /
But we live in different ones (Brothers in Arms, Dire Straits)

One of the biggest challenges faced by HR professionals is to design Rewards and Recognition programs that help align individual goals with that of the organization. A well designed program helps to align individual tasks and achievements with the overall business strategy of the organization and also reinforces organizational values in everyday activities. Companies can thus gain competitive advantage in the market place if their Rewards and Recognition programs are architected correctly through a complete understanding of business goals, organization structure, organizational culture and tailored to meet individual psychology. Continue reading “Architecting Strategic Rewards and Recognition to reinforce Organizational Goals”

FLIPping VUCA through Strategic Employee Recognition

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Livin’ on the edge / You can’t stop yourself from fallin’/ Tell me what you think about your situation/ Complication, aggravation is getting to you

If chicken little tells you that the sky is fallin’/ Even if it wasn’t would you still come crawlin’ back again/ I bet you would my friend  

(Living on the Edge, Aerosmith)

It has become nearly impossible to access a news site off late without coming across a report or opinion piece on how layoffs are imminent in the Indian IT/ITeS sector. Experts, who understand this sector much better than I do, seem to attribute the negative sentiment among companies in the sector to rising protectionist sentiments in traditional markets, impending rise of AI and ML and subsequent loss of jobs to automation. Some even feel that the entire sector was ‘lazy’ and that the loss of jobs was a foregone conclusion. And all those share buy-back offers by IT majors? Now that simply has to be the ultimate proof that things aren’t going well at all!

If all this fearmongering makes you want to scream out loud, join the line. As Aerosmith put it so well – it feels a bit like ‘Living on the Edge’! Continue reading “FLIPping VUCA through Strategic Employee Recognition”

n:gage: Jazz up Women’s Day wishes!

 

 

 

 

 

 

 

 

 

We know women work magic all the time – and here is a chance to really jazz up your wishes for tomorrow on Women’s Day.

5 cool badges to use in your emails, IM or set as your DP (let the world know what you are!).

For those who just can’t get the words out right, we got you covered. Select one of the eCards and you are all set!

To download the content head click here or copy the link into your browser (http://get.kwench.in/ngage_womensday2017_/)

Happy Women’s Day from all of us at Kwench! 

 

n:gage Leader Speak Series #2: Interview with Kavitha Balasubramanian, Director – Human Resources, GreenPoint Global

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In the second issue of the Leader Speak series, we publish an interview with Kavitha Balasubramanian, Director – Human Resources, GreenPoint Global. Kavitha too responds to questions on the importance of recognition in engaging the modern workforce and the challenges she sees in implementing a successful engagement strategy.

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An excerpt:

Many companies set ad-hoc goals for recognition and often fail to achieve them I believe that the goals must be articulated well enough for them to be achieved.

First and foremost, an overall philosophy that needs to be defined and have the buy in of all stakeholders. This needs to be followed up with a well thought out strategy, process, goals and tasks to achieve those goals.

 

To read the complete interview please go here or copy the URL (https://joom.ag/hNlW) into your browser.

In case you have difficulty in accessing our digital magazine, you can download a PDF version here

To make sure you don’t miss any of the insights we bring you under n:gage, please do sign up for the series updates here and spread the word among colleagues who you think would be interested in learning from top leaders of India Inc.

3 tips to ‘power-up’ timely recognition at the workplace.

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Employee recognition is an extremely effective way to empower your best workers. Whether you recognize an employee with a raise or just a quick email, it’s important to let employees know when they’re doing well. However, recognition alone isn’t enough. Continue reading “3 tips to ‘power-up’ timely recognition at the workplace.”

4 smart ways to engage with Millennials in India

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The psyche, work ethic and life choices of millennials are dissected and discussed continually by everyone from opinion columnists to psychologists to economists.

The millennial generation, whose members, born from 1980 to 2000, grew up during an unparalleled digital revolution, has a unique position in history, coming of age simultaneously with the rise of the internet, social media and all the other huge technological and communication advances we’ve seen in the past few decades.

These advances brought with them globalization, drawing the world in closer contact, and opening up new lifestyle and employment possibilities unimaginable just years before.

Because millennials grew up in an age of such progress and possibility, there is a lot of talk about how to engage them in the workforce.

By 2020, millennials are projected to make up 50 percent of the global workforce, and a whopping 75 percent by 2025.

In India for example, a country of over one billion, nearly 65 percent of the population will be of working age by 2026. This striking number of individuals will not only drive India’s progress, but also supply human capital around the world.

Companies around the globe are aiming to provide the kind of work environments that attract and motivate millennials.

Of course, not all millennials can be painted with the same brush; culture plays a huge role in motivational factors and personality.

In that case, what are some key motivators for Indian millennials?

Titles and avenues for progression

Millennials in India are ambitious and conscious of titles. Providing an organizational structure with designated roles and the opportunity for upward movement is key.

Mentor programs

Mentors make millennials feel valued and looked after by an organization. Effective mentor programs show fresh employees there is a path to promotion, and give them guidance for continued success along the way.

Skill development

Millennials have grown up in a society that is constantly reminding them of the need to stay relevant. Many do not want to stay in one role, or even one place, for too long. Offering training programs and skill development courses which allow them to multi-task and fulfill a variety of roles over time will keep them engaged.

Feedback and recognition

Communication with management is vital for millennials. They want to feel challenged and recognized, in order to feel they are an integral part of the organization, and that they are making a positive difference within the company. Give constructive criticism when improvement is needed, but make sure to equally dole out praise for a job well done.

Millennials, with all their quirks, are here to stay in a big way.

Therefore, it’s imperative to harness their collective power, understand what makes them tick, and motivate them for maximum productivity, on their terms.

Here is Sanjay Behl, CEO Raymond with his thoughts in the BusinessWorld Kwench HR Masterclass on how to engage the Millennials.

Do leave your thoughts and comments in the section below. I would love to hear your opinions on the topic.

Related Posts:

Engaging Gen-Y: The ‘Millennial’ Challenge (Part 1 – the Hero Generation)

Engaging Gen-Y: The ‘Millennial’ Challenge (Part 2 – The chasm)

Engaging Gen-Y: The ‘Millennial’ Challenge (Part 3 – The strategies)