Author: AK Gupta

Many of my friends, relatives, and acquaintances have been amazed by the long-term success of our incentive program, which continues to deliver results, drive growth, and foster a strong sense of ownership within our team. The engagement and retention we’ve achieved are truly remarkable.

However, despite their interest, many of them struggle with launching their own programs tailored to their specific goals. This often leads to missed opportunities for employee motivation and engagement. Read More

Creativity is a vital component of any successful team and fostering an environment where team members feel free to express their ideas is essential.

Allowing team members, the freedom to work in their preferred style encourages exploration, innovation, and mastery over time.

It is true that feedback, whether positive or negative, plays a crucial role in shaping the team’s future behaviour.

Encouraging experimentation and accepting that not all attempts will succeed is essential for fostering a culture of creativity and continuous growth. Read More

When a team’s excitement wanes, it can manifest in several ways:

Reduced Interaction: Team members are avoiding contact, perhaps due to fear, boredom, or a lack of perceived value in the interaction.

Minimal Questions: This could signify a lack of curiosity, understanding, or a belief that their questions are unimportant or will not be valued.

Apparent Disengagement: Team members seem detached, possibly due to burnout, lack of challenge, or feeling undervalued.

Routine Activities Feel Mundane: Even simple tasks can become dull without an element of fun or challenge. Read More

Scaling a business is indeed a complex endeavour, and entrepreneurs face unique challenges during this transformative phase.

This step is crucial to pursue other activities, maximize potential, and lead a fulfilled life.

The key to overcoming this challenge lies in building a strong team, as the acronym TEAM suggests: Together Everyone Achieves More.

Entrepreneurs who master this code start growing exponentially, provided they have a business model. Venturing out is just the first step; the next is to build a team to share the journey. Read More

“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

Companies would typically offer Gift Vouchers as this provided convenience while catering to the diverse preferences of gift recipients, but it often lacked advantage of bulk pricing and logo personalization. But the advent of e-marketplace has become invaluable resources for HR and Marketing professionals seeking to express appreciation and strengthen relationships with employees, clients, and stakeholders. E-marketplace offers a one-stop solution for efficient and personalized gifting. By leveraging the vast selection and competitive pricing, one can streamline the gifting process while delivering a superior experience for various recipients. The platform empowers companies to curate tailored gift options based on specific criteria, such as budget, categories, even recipient preferences. Read More