Recognising employees’ efforts consistently for their proactive contribution to the firm is inspiring. It adds value to their work. Their perception of the work culture enhances and evolves.
Employees grow well professionally in a workplace that implementsregular employee engagement activities.
One of the primary goals for HRs and managers in emerging companies is to serve their sincere and hardworking employees well throughout their lifecycle.
That’s why it’s relevant to put our sheer focus on thedos and don’ts of employee recognition activities today. Because when an employee is rewarded on time, they wish to do better next time. That’s their basic human psychology as an employed person.
Writing warm appreciatory letters to your employees could be an example of recognising their efforts. But wherever these letters are, email,Social Intranet, or another app, use warm and welcoming words.
Reading warm appreciation letters creates a bond between employees and their seniors. Employees feel that their contribution has effectively impacted the senior to say those words.
You can use words like “We are glad/honoured/stoked/so happy for your success.” These words give out a positive vibe. Using theseemployee recognition examples is a proven way tobuild a rapport with your employees.
If an employee is dedicatedly performing well, they deserve the grand scale of appreciation and recognition. This could be as minimal as in front of the team or as grand as in front of the entire organisation or on a social media platform.
It depends on whattype of company culture the firm follows. But achieving a feat should matter a lot to the company. It already does to the employee. Therefore, theemployee recognition program of a firm must include posting live recognition letters or posts.
It gives a moral and social boost to the employees receiving these accolades in front of their whole team. One such example can be “start of the month” or “employee of the month.”
Labels of these accolades must depend on what kind of task was given and performed by the employee.
There’s another way to get into yourtop-performing employees’ good books. That’s basically when you offer them free meals. If employees can bring their family or friends to these free meals, it would be a plus point for the company.
Companies must have regular tie-ups with restaurants or similar venues for discounted deals. These deals create an excellent impact on an employees’ impression of the work culture of their workplace.
Some employees put their level best every month to get exciting deal offers as their incentives for proactive contribution. Again, these are justemployee recognition examples that are often workable and appreciated.
While learningdos and don’ts of employee recognition activities, you must understand that upskilling is a core part of their journey. When you provide them with free or discounted certified courses related to their profile, they will surely thank you for it.
After all, your top-performing can become better at one thing or another. Later, employees could use the same knowledge to be assigned better, more challenging, and more complex projects.
It would ultimately benefit employees only. This way, their portfolio and skillset multiply.
That’s one of the most acceptable ways to show that the company recognises their efforts and wants them to excel in various other skills.
Be mindful while learningdos and don’ts of employee recognition activities of not creating awards for expected KPIs. Employee recognition does not mean that you reward or award each employee for completing their KPIs per month.
Awards or recognition are for top-performing employees.
The mere activity of recognising or rewarding employees should mean that they did something exemplary than what was expected. Such awards motivate all other team members afterwards to perform better in a healthy and competitive environment.
Theexample recognition example here to understand this "don't" is to avoid awarding or recognising the same employee as “Star of the month.” That is if you don’t have enough proof for their excellence month after month.
If you have proof that the employee did better than everyone every month, even breaking their record, then awarding them is justified.
But that rarely happens. So, be mindful of that. Because if you award employees wrongly based on false digits or data, it could create confusion and mistrust.
Instead, keep team performance transparent. For that, the uKnowva performance management system is apt. There, team managers and team members can see each other’s progress. That way, the competition between employees remains healthy and objective. There is no scope for bias or ambiguity in such a system.
All in all, rewarding and recognising hard-working employees’ efforts never go to waste using this tool.
One major part of the dos and don’ts of employee recognition activities is to be on time for appreciating your top performers. Otherwise, don’t do it from the beginning. It should be a regular task from your end as an employer or hiring manager.
That means you should be rewarding or recognising your employees’ sincere efforts regularly. It’s equivalent to ego massaging and boosting their morale.
If you are inconsistent in suchregular employee engagement activities, it will lead to disappointment amongst team members. So, either you should assign someone to measure and monitor HRMS analytics or don’t do it. But the most affordable solution is to form the habit of timely recognising employees.
This habit improves employee engagement, retention, and overall contribution to the company.
They might even become brand ambassadors of your firm in front of their peers when they trust your company culture. Again, that is an added advantage for persuading good employees to stay longer in the firm.
Dos and don’ts of employee recognition activities is a topic you must research for empowering employees to collaborate and co-create.
In short, from the 7 pointers mentioned in this blog, you understand ways to appreciate your smart/talented employees timely. Once implemented, a company culture strengthens, and employees’ trust emboldens in the company policies and management.
As a result, they contribute better each month and exhibit qualities of a self-serving asset to the company.
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There are two things that are critical to our productivity as we move deeper into this digital age: Ability to communicate and access information as quickly and painlessly as feasible, and engage with peers on topics other than work.
Intranets, thankfully, are still alive and well. An intranet is a company's internet gateway, including all of the information that keeps a business functioning.
Users return to a successful intranet to keep on top of what they're working on and more. Intranets are sometimes forgotten since they aren't established in a company's operations or culture. Employees either aren't aware that their intranet exists, don't know how to utilise it, or don't have a compelling motive to do so.
Benefits of uKnowa Social Intranet are multiple as it is highly accessible using mobile and desktop, allowing workers to access all resources from a single dashboard.
To deliver the maximum value to your firm, uKnowva also has an integrated Artificial Intelligence into your custom social intranet platform where employee portals can leverage this advanced feature to deliver a customised user experience based on common behaviours and department goals.
These personalised social intranet bring your workforce, with a common communication hub that boosts employee engagement and motivation across the board. Employees have greater access to learning and knowledge, allowing them to participate in new ideas and crowdsourcing information.
Email is the most common technique of conveying essential corporate information in most businesses. Did you know, though, that the average employee checks their email 36 times every day? Sharing information where your workers currently work saves time and reduces context switching. For company-wide announcements, It's more convenient to have a company's intranet.
Everyone gets access to the posts that are being shared, the conversations that are taking place (no more FOMO), the teams engaged, and anything else that is trending in the organisation on your uKnowva intranet.
Your team will have more opportunities to respond if you share information via internal blog posts.
Instead of one-way communication from one person to the rest of the firm, anybody may use likes, emojis, and comments available on the uKnowva social intranet facility to express themselves. You're establishing the principles of open communication and trust among employees by creating a space for them to talk with one another.
This way of sharing on an open platform also encourages conversation and assists in identifying specialists within the firm who are willing to share their perspectives and skills.
Your firm, no matter where you work, has a lot of data to store. The majority of the time, knowledge is saved across various platforms such as email, Word documents, Google Drive, and other similar services, making it difficult to locate information.
Instead, use benefits of uKnowva Social Intranet concerning it as a single one-stop shop for all information. Then your staff will have a simpler time finding what they need. uKnowva provides an intranet that has robust search capabilities so that teams can find relevant content fast.
Blog entries, documentation, and business polls are all examples of knowledge kept on an intranet.
The tribal knowledge accumulated by everyone in the organisation is one of the most significant advantages of having a single source for this information.
This may provide your organisation a significant competitive advantage by lowering the time it takes to onboard new workers, maintaining the expertise of those who have left the company, and making it all available to existing employees.
Knowing that all of the information an employee could want is reliable and easily available allows them to work more quickly and with greater confidence in the job they create. This will have an impact on how you treat your consumers and how they perceive your company.
Pulling workers into your intranet is the greatest method to persuade them to use it. When people are drawn to their co-workers or their work, they will naturally employ a tool.
Many intranets include social features like @mentions, comments, quick document sharing, and alerts. Using mentions and comments allows you to pull in the relevant individuals at the right moment to help with tasks, while also keeping all feedback and contributions contextual.
A uKnowva intranet allows for real-time page modification with coworkers as well as task assignments with due dates and it promotes cooperation as all information is available to involved stakeholders and changes are in real-time and there is only a single spot to collect input and collaborate with your team.
You need to establish an environment where your workers can feel comfortable sharing their ideas and opinions if you want to bring out the best in them.
Did you know that 87% of individuals prefer to work for a firm that is open and honest? I'm sure you've figured out that from given benefits of uKnowva Social Intranet that it help yous do precisely that.
Our corporate culture, which is based on the values of openness and transparency, is one of our most valuable assets at uKnowva and we believe that a social intranet is integral to a company and to how you choose to collaborate with one another.
Anything shared within the firm may be contributed to, liked, and commented on by anybody, providing for openness between executives and all workers and when teammates feel free to be themselves at work, they form better bonds with their coworkers.
This leads to a better knowledge of one another, increased trust, and eventually the ability for each member to fully offer their worth to the team, resulting in higher job satisfaction and better work life!
Acompany culture adds new colour and personality to your organisation. Each new person you hire and onboard contributes to it by adding their point of view and beliefs. However, that’s where team leaders have to smarten up.
They must keep observing company changes brought forward implicitly by new hires. Some of these changes can be explicit too.
Their impact matters on the generally accepted norms and radically changing workforce perceptions. Without team leaders' or policymakers’ involvement,strong company culture might fall apart unexpectedly.
For this reason, read strategies that fine-tune your corporate culture. It’s a necessary read despite the onboarding of new hires or the departure of existing ones.
How will you expect strong company culture to surface without transparency between your teams? That’s nearly impossible because if your teammates have no trust; they can’t deliver their performances well.
That’s more in the case of performances linked together. When employees grow more responsible for their job roles, shared performances and relational analytics become the norm.
They cannot avoid talking to each other to get the necessary work done attached to their individual JDs.
As a team leader, you encourageemployee engagement that delivers the message across flawlessly. You can use uKnowva communication systems and tools for that. The interface of the Intranet we offer is fully customisable and configurable.
Set its tone and colouring as per your internal branding and goodwill. It also helps your employees become more educated about your branded logos, information, etc.
In any case, transparent communications with teams and seniors in the system are always fruitful. It helps reform and nurture relationships in the firm for achieving tougher and more complex goals together.
Become an example for your employees, especially the new ones. They look up to you to know what’s acceptable and not. Address the importance of communicating and extending collaborations with a purpose.
Give them theuKnowva Social Intranet tool for equal opportunities to nurture their official interpersonal relationships. Allow them some time to know each other and work on projects together.
Overview their performances. See how two or more employees or subordinates are working. Review that progress weekly as they communicate to and fro. Appreciate their conversations that improve conversions of expected deals or project deliveries.
Employees’ mental well-being plays a key role in reforming and fine-tuningorganisational culture. Mentally disturbed employees won’t be agile and flexible enough to adopt changing work norms and expectations.
They will be prone to more mistakes, human errors, and mood swings. This leads to hampering their overall productivity. Watching or observing behaviour continue, other team members get mentally distressed too.
Team leaders must equally focus on their staff’s job engagement and involvement to avoid a domino effect. They must enrol and participate in weekly catch up or monthly meets up. That is applicable even for remote workers to feel included and respected.
These activities bring more harmony between teams even when they work in various shifts across geographies.
uKnowva virtual biometric system has a happiness meter. Employees use it to punch in/out their current mood along with their to-do list. This is for every actively registered user working in your team.
The system generates a data analysis based on these data sets or points. From there, managers can gauge if their employees are working exhaustively.
They change staff’s roster timings if that is the case. It will improve their mental health and protect them from occasional burnout.
Calibrate your standard company culture norms initially for better orientation of new employees. This helps human resource managers to hire potential talent appropriately.
Every employee must know what behavioural attitudes or patterns are acceptable there. But communicating them and reinforcing the same can be time-consuming. So, you can use the uKnowva HRMS network system’s panel to upload your company policy there.
Employees will have access to download and read it whenever they like. HRs can remind new and existing employees to re-read the norms whenever there’s a new change or improvement.
In fact, you can shape and reimagine your organisational culture by asking your employees their suggestions or opinions. Give them well-researched questions to answer or vote in polls or pulse surveys.
Check the result and issue the findings in your company culture if that matches the management’s vision too.
Another point and strategy to improvestrong company culture is this one.
Employees make up your culture. That is a point you will find a hard time denying or defusing. Accept it and make alterations whenever possible. Because unsatisfied employees will eventually leave. That impacts your retention rate and internal branding.
To welcome that practice of listening to your employees on time:
Let your employees know the welcoming change as and when it's improved. The changes suggested by the majority of your staff must be prioritised. This will keep your staff more engaged and satisfied with the culture and the management.
Boost a progressive andgoal-oriented company culture. For that, keep tracking your employees’ progress. That is now rather easier with an on-cloud and highly accessible performance management system by uKnowva.
Use it whenever or wherever you are. You need credentials to log in. System admins will provide you with that. Check how well your team is doing. Keep motivating and ensuring them to be on the right track.
With that mindset, no one would have time to indulge in gossip, negativity, and workplace politics. Rather, your teams will be encouraged and powerful enough to work on their personal and professional goals.
Organisations with such a workforce often stand the test of time and external factors like the pandemic and the Great Resignation. In fact, your reputation and mutual respect increase when employees focus on everyday learning and development.
Reward your teams on time to inspire them to work hard. That’s a strongcompany culture you should aspire to sustain in a rapidly changing, hyper-digitised world. When employees get timely rewards and appreciation, they prefer that firm over others.
They recommend it to others if such practices continue to develop and nurture sincere and dedicated talent. Your company’s goodwill will organically spread across regions if you develop a culture of next-generation favours.
Robust company culture is the backbone of an organisation to sustain modern-world HR challenges.
Develop it with reliable HRMS systems and strategies mentioned above. Be consistent in practice to readjust the norms with new hires replacing existing ones as they depart.
Contact us here now to refine your corporate culture smartly.
A disengaged workforce can be of any age, religion, culture, or nationality. It is a major concern for acompany culture where productivity matters.
Off lately, millennials and gen-Z feel more disengaged when they work at a place that’s too casual to care about their contributions.
With the emergence of modern AI technologies, some feel left out and thus have checked out. Initially, it is hard to decipher disengaged employees. However, as employee engagement drops, HRs realise something is wrong.
By the time they try to fix it, the disengagement spreads across the culture like the new norm. It has multiple downfalls if not treated and addressed on time.
A few are listed below. Feel free to read and see if you face the same issues that disengaged employees bring forward. Tackle them with highly mobile and agileuKnowva social intranet tools. However, let’s just read about these impactful changes first.
The first sign amongst many is this one. The most disengaged person wouldn’t be interested in coming to work daily. Their attendance would fall short of the criteria to be met. They might start taking unnecessary paid or unpaid leaves.
If you confront them, they might not be sure or reply late. They also take holidays without prior notice, impacting the entire team’s coordination.
It's not a good sign when your staff does not regularise their attendance mark. It shows they are casual about their timesheets, projects, and appraisals. That is the most impactful incident in acompany culture where disengagement is shooting up the charts.
When your team members are not in a mood, it spoils the entire agenda of the meeting. It doesn’t even matter if you boostdiversity in the workplace when no one pays attention.
This usually happens when employees are not concerned about the topic of the meeting. Otherwise, they might be attending the discussion with a preoccupied mind.
Disengagement seeps into yourcompany culture when your staff is least interested in performing well.
They have no idea how much their goals weigh and what’s expected month-on-month. This could be because of ambiguity in setting up goals and KPIs for new employees.
Otherwise, maybe, existing employees are not bored of their monotonous work. They need an upgrade orexcitement in their work life.
Disengaged and disinterested workers are full of excuses. They do not want to improve or come out of their comfort zone.
They might not be great risk-takers. That happens because there are fewer incentives and no proper system for timely reward and recognition.
Chances are they do not see their journey long enough in the corporate culture. That’s why they do not seem to be serious about changing their unproductive behaviour.
Even if you welcomediversity in the workplace, it does not mean your employees will be excited. They might still show no interest or lack of judgement when it comes to decision making.
That usually happens when employees are looking for other job openings and positions. They are not finding any value in their current job roles. Thus, they cannot see how well they can perform at the current pace for more years or months.
To increaseemployee engagement and sort out this matter, you need to be an active observer. As an HR person, you need to know why there is a sudden change in your staff’s behaviour.
When you talk to them, you will realise they have no insights about their future in the firm. They have limited purpose and perspective of their job roles assigned to them. That happens when you do not fine-tune their goals and KPIs as the trend changes.
You lack the ability to nurture your diversified workforce. Hence, disengagement replaces the expected employee engagement levels in the firm.
Acompany culture suffers more fromunproductive behaviour when employees do not lead. They do not develop an entrepreneurial mindset. This shows that the team leader or the manager is unsuccessful in nurturing their talent effectively on time.
Employees would feel new energies and participate in synergies to lead the team when they realise the benefits attached to it. They must have enough trust in the company, its management and its culture to bring about desired changes.
If there is no trust or hope, employees don’t bother leading the conversation, let alone any project.
Yourcompany culture gets defined by your employees' effectiveness and active engagement. With disengagement, productivity suffers and drops below the unexpected levels.
That is a possible outcome when you do not nurture your team members consistently with the right technologically-advanced tools. This is what the blog post above teaches you from one point to another.
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Georgetown University had a poll in 2018 where 20,000 worldwide employees voted their opinion. Thispolling study showed respect was the prioritised factor determining leadership quality amongst the majority.
This fact encourages policymakers to reshape thecompany culture to date. Most of the focus is now on respecting everyone in the workplace. Because employees of today and tomorrow want value and respect just before the monetary benefits.
They work more in organisations where their job roles count and are respected and appreciated. For that, HR persons have to be proactive in listening to what their employees have to suggest and say.
Because the company evolves and becomes a respectful workplace when policymakers start listening and acting on time. If you’re one of those decision-makers, this post is certainly for you.
HR persons can bring forward more respect amongst teams and the workforce from different locations with a careful selection of words. They have to master the art of gratitude and appreciation.
Employees feel better after observing thankful and generous attitudes of HRs and team leaders. Thecompany culture automatically transforms and becomes more respectful that way.
HR persons and team leaders have to be responsible and more attentive. While they interact with anyone in the organisation, they have to be clear & concise but refrain from being rude or curt.
Otherwise, it could hurt the sentiments of people working for you (the HR/TL).
These decision-makers or authoritative persons have to exercise this communication style. It gets work done on time and earns more respect and trust from teammates.
Respect the freedom of speech and the right to speak or vote. Be humane about it and let your workforce take the culture forward. Give them the right tools like theuKnowva Social Intranet.
They connect with other teams transparently there for purposeful communications. Such tools offer enough opportunities for welcomingdiversity at the workplace.
Appreciating and accepting diversity and inclusion is a great part of the modern organisation culture.
With a social Intranet, your teammates have the suitability to connect with anyone with a shared purpose. Plus, there will be no delays in important conversations.
These could bond one-on-one levels or with other teams. These groups can exist in one or multiple organisational units. That depends on the policy of interactions accepted within the culture.
But the overall employee experience of interacting with their fellow teammates and the workforce must not be prohibited. While using chats, forums, surveys, and space for publishing content, they meet and greet different people from various walks of life.
Such behaviour opens up their perspectives and general take on life. It makes them more respectful and humble in the long term.
That’s one of the subtle ways to teach your staff how to manage people and build better interpersonal relationships without the involvement of corporate politics.
Soft skills: emotional quotient, social quotient, mental well-being, being self-aware, becoming self-reliant, and conversing with people to get work done matter a lot. These skills sharpen a person’s character over time.
In acompany culture, with the emergence of new technologies, it could be difficult at first to focus on these skills. But effective and goal-oriented managers help employees shift focus on these skills regularly.
With the acceptance and sharpening of these skills, respect eventually develops. People working for or with you in the team (s) become more self-aware and self-reliant. They are more responsible for their job roles.
Thus, they do not prefer delaying their work schedules or commitments. TheuKnowva performance management system lets them know that their work is counted and looked after for on-time appraisals.
They need this feeling to grow more emotionally, mentally, and physically attuned to their job roles. Employees, when focusing on their commitment or regular KPIs, do not indulge in negativity at the workplace.
Instead, they prefer to respect everyone’s opinions, even when they differ. Such modesty promotes a respectful and open company culture at a faster rate in the firm.
Another way to promote respect culture and increase organicemployee engagement is never to tolerate any discrimination. You would be working with people from different religious, cultural, and national backgrounds.
You mustn’t blame them for their beliefs, values, or personal opinions on life, work, etc. At the time of hiring, work-related questions should be clear and transparent.
It should be communicated to the person you interview to be respectful of other teammates at any point. There is no room for tolerating any discrimination from employees with clear-cut company policies.
It sets a positive example in the firm.
Employees also grow drawn to this culture where they exercise their political, cultural, personal, religious, or similar views.
But that must also be without hurting the opinion of others. Only then can an encouraging environment develop where respect is the top priority, driving home more employee engagement organically.
This point has a close connection to the previous one but has different parameters as well. Harassment could differ for people within a variety of scenarios.
It could be an incidence of discrimination and derogatory remark for one. While others might consider that episode as a serious case of harassment and defamation against their culture, political, and neutral voice.
That is why both discriminating and harassmentepisodes in acompany culture must have zero-tolerance policies. Harassment could be sexual too at the workplace. In the purview of which many Indian laws have already been formed.
To sustain that, growing organisations must form committees and juries within their culture. At some point, these could be anonymous. But employees approach them using grievance redressal systems like on uKnowva.
This allows employees to feel safe, respected, heard, and cared for at any given business hour. It must not be limited to a particular nation, region, or religion. Everyone working in the firm must be protected with a strict and disciplined grievance redressal system.
Only then can you exercise zero-tolerance against harassment and discrimination. But the complainant must also have critical proof against the suspect. This will fasten and strengthen the investigation of such harassment cases.
Promoting a respectful company culture isn’t easy in modern workplaces. But it isn’t impossible either. With disciplined yet flexible norms, HR persons and CHROs strategically reform corporate culture.
In the above copy, you find 5 such ways to investigate the cultural norms that offer respect and gratitude at every touch point.
These promises are easy to deliver to your workforce with the involvement of employee engagement platforms like uKnowva.
Contact us here for an impact on respectful culture using uKnowva smart tools.
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