5 WAYS TO BUILDA KICKASS

OFFICE CULTURE

Engaging Workplaces, Efficient Employees

GETTING YOUR OFFICE CULTURE RIGHT

CUSTOMERS WILL NEVER LOVEYOUR COMPANY UNTIL YOUREMPLOYEES LOVE IT FIRST!

GET YOUR INTERNAL BRAND RIGHT

88% of employees are not passionate towards work70% employees are either not engaged or disengaged

80% employees quit for reasons besides money

-Knowledge Sharing

-Career Growth Mapping

-Gamification at workplaces

-360 Degree Review systems

-Employee Feedback and Pulse surveys

Engagement Hacks 2016

.

-Free interaction spaces within the workplacefor conversations between employees.-Focus on peer-based learning and skillsharing-Document positive interactions betweenemployees

KNOWLEDGE SHARING

INCLUSIVEGROWTH

Employees wish to know

- How far would he/she go in the next

1 year/3 year

- How much time/ projects would it

require for her to get promoted

- In what fields does he/she wished to

be trained and how would it help her

- Having an internal career counsellor

in the organization

CAREER GROWTH MAPPING

Gamify your Workplace!

- Measuring KPIs through a point system

- Gamified interaction between peers

- Points attached to performance

- Leaderboard system

- A company legend of what actions

would fetch you points

- Give handsome rewards to the winners

HEALTHY COMPETITION HELPS

LIFE 'S A GAME !WHY SHOULDN 'TOFFICE BE?

- Peer recognition matters as much assenior recognition-Do away with abstract feedback,quantify it- Document and record the rewards &recognition and keep it public-Include the reward & recognition in theKPI- Think beyond monetary reward,customized rewards work the best

REWARD TO MOTIVATE

360 DEGREE REVIEWS

- Feedback should be quantifiable. Put numbers to it- Reverse performance interview between juniors andseniors- Scope to 'excel' rather scope to 'improve'. Use right setof words- Have a consultant to tackle grudge problems withinteams/bosses- Maintain an employee behaviour graph chart on thebasis of the feedback

-Nobody likes to fill boring long surveys

- Keep it relevant, short and simple

- Avoid text input, encourage numeric

input

- More clicking and less typing during the

survey

- Be consistent about your surveys, daily

or weekly

- Show results to the employees that the

company worked on the earlier feedback

- Have scope for anonymous feedback and

suggestions

EMPLOYEE FEEDBACK AND PULSE SURVEYS

KNOW THE VOICE

GET CONNECTED

HAPPIER EMPLOYEES MAKE PROFITABLE COMPANIES

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