Month: July 2024

“I hear, and I forget. I see and I remember. I do and I understand.”

Experiential Learning (Doing)

1. Hands-On Experience: Experiential learning emphasizes the importance of hands-on experience. Employees remember up to 90% of what they actively do.
2. Combined Learning Methods: A combination of hearing, seeing, and doing enhances learning outcomes. Create dynamic and effective learning experiences that convey information and empower
   employees.
3. Practical Application: Emphasize the value of practical application and interactive experiences. Learning by doing allows employees to apply knowledge confidently in real-world situations.
4. Direct Involvement: To truly grasp a concept or skill, seek opportunities for direct involvement and practice.
5. Enhanced Understanding: Incorporate interactive and practical elements into learning experiences. Enhancing understanding and retention through active engagement.
6. Reflective Learning: Hearing about something is not enough for complete understanding. Learn best by seeing, doing, and reflecting on the activities.
   

Starting the journey of Rewards & Recognitions towards Results & Relationships!

Begin by designing individual program outcome parameters, divided into 5 to 10 slabs. Start with the lowest possible slab and progress to the highest thinkable slab, each with corresponding percentage slabs. (see image).

To Ensure Success:

Thorough Planning: Do all homework and consultations before announcing the incentive program. Any tinkering later, whether adjusting slabs or percentages, can derail the trust we’re aiming to build. Read More

Outcome of Rewards & Recognitions program is earning trust & loyalty. Journey starts with results & thereby relationships and further blooms into engagement and retention.

Results Lead to Relationships

When employees are recognized for their contributions and achievements, they feel valued and appreciated by their organization. This recognition, whether through monetary rewards, praise from managers, or peer-to-peer acknowledgment, demonstrates that the organization values their efforts and is willing to invest in their success. As a result, employees are more likely to develop a sense of belonging and connection to their team and the organization as a whole. This fosters stronger relationships between employees and their managers, as well as among team members. Read More

Rewards and Recognitions (R&R) are key components of employee engagement and motivation strategies. While they often go hand in hand, there are distinct differences between the two:

REWARDS: Rewards are tangible incentives given to employees for achieving specific goals or milestones. They are often financial or material in nature. Examples: Monetary bonuses, Gift cards, Corporate gifts, Paid time off, Stock options, Commissions and performance-based incentives.

RECOGNITIONS: Recognitions are intangible acknowledgments of an employee’s effort, performance, or behavior. They often focus on appreciating the person rather than the output. Read More