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Buzzz offers an outstanding Reward and Recognition platform that empowers leaders and employees to build a culture that drives exceptional performance.

Companies are moving towards employee engagement because effective companies have engaged employees. Buzzz is focused fostering a positive work culture by providing the employee recognition software they need! Buzzz is now considered one of the best employee rewards platform. Features like Mood-o-meter, pulse surveys, employees appreciation activities, rewards and recognitions helps businesses boost productivity & collaboration.

We arrange best Channel Incentive & Loyalty Program, Influencer Loyalty Program, Trade Promotions, & solutions to implement your channel strategy effectively.

GRG India is at the top of the list of loyalty companies in india. If you are looking for employee rewards and recognition program examples, take a look at our website. Grg's 'My Incentives' is the best loyalty reward program in India. With My Incentives, reward high performers instantly and boost motivation.

With us, you can manage Employee Rewards, Channel Rewards, Customer Rewards & Gifting to help organization drive performance. Find digital rewards, gift vouchers, experiential rewards, utility rewards & many more.

GRG India is at the top of the list of loyalty companies in india. If you are looking for employee rewards and recognition program examples, take a look at our website. Grg's 'My Incentives' is the best loyalty reward program in India. With My Incentives, reward high performers instantly and boost motivation.

GRG India inspires people & brands with its service which includes employee solutions, customer engagement, channel loyalty program & rewards & gifting.

GRG India is at the top of the list of loyalty companies in india. If you are looking for employee rewards and recognition program examples, take a look at our website. Grg's 'My Incentives' is the best loyalty reward program in India. With My Incentives, reward high performers instantly and boost motivation.

Companies are moving towards employee engagement because effective companies have engaged employees. Buzzz is focused fostering a positive work culture by providing the employee recognition software they need! Buzzz is now considered one of the best employee rewards platform. Features like Mood-o-meter, pulse surveys, employees appreciation activities, rewards and recognitions helps businesses boost productivity & collaboration.

The psychological effects of appreciation at the workplace

The science of ‘appreciation’ is really simple. It has the capacity to change and strengthen the brain in remarkably positive ways. Studies have shown that positive emotions correlate with effective immune system function, which likely affects the ability to fight diseases that can lead to fewer absences and sick days for employees. In this article, we examine the importance of appreciation in the workplace with respect to their impact on employee satisfaction and productivity.

Apart from its positive effects, appreciation in the workplace also promotes psychological safety. Appreciation also influences the attitude of others, as support from superiors and colleagues leads to increased satisfaction in interpersonal relationships at the workplace. A supportive work culture, rooted in the habit of giving appreciation also contributes towards employee well-being – by providing a positive environment for employees who experience mental illness such as depression and anxiety; especially in the current pandemic times.

Can appreciation bring about behavioral change?

Here’s an interesting approach to comprehend the impact of appreciation. Consider this, neighbor 1- Alex and family who have a child named Ron, age 8 year old vs neighbor 2- Rahul and family who also have a child named, Rohan, the same age as Ron. They both go to the same school in the vicinity. Alex’s family is focusing on learning and growing the kid and appreciates their son for every little task he does. Be it a small win, they appreciate and celebrate the moment when Ron tries something new even if he is slower at picking up things, their approach is to motivate Ron to complete the task and always be ready to learn something new. On the other hand, Rohan is a bright child with superb creative skills and does amazingly well at school. He is always amongst the top graders, but his family is still not convinced and pushes him to strive to get 100% results. They have stopped all of his extracurricular activities for him to focus on his studies.

As you would agree, the impact of the approach in upbringing on both the children works differently. Ron who is an average kid and a slow learner but appreciated for his work turns out to grow more confident and an enthusiastic learner with a never giving up approach whereas, on the other hand, Rohan despite being a talented kid turns out to be under-confident as he is more focused towards perfection. The non-recognition resulted in him doubting himself even after achieving more.

The same psychology plays out at the workplace where an employee who is never appreciated or recognized for his/her efforts, in turn, doubts his capabilities and may resist trying something new.

So the question to ask ourselves is, how often do we appreciate our employees or colleagues for their efforts?

Appreciation may seem a small thing but often neglected and we don’t try hard enough to make it a habit. A great way to recognize your subordinate or to promote peer-to-peer recognition is to have a centralized social recognition platform like Buzzz that allows you to recognize anyone from anywhere through text, audio and even video messages. The recognition is visible to everyone across the platform in the organization where others can interact by liking and commenting on the post. This tool gives the power to make the recognition more prominent and visible for everyone to see the great efforts put by an employee and also motivate others to achieve more.

Let’s find some ways to express appreciation to those who really should hear about it, as well as some of the benefits of appreciation in the workplace. Here we unpack the psychology behind appreciation by explaining how it works and explore some tips on how to cultivate it not just for ourselves but also for others.

Appreciating changes the giver, not just the receiver

Appreciation is not only about the impact you have on others, but also about yourself. If you take your appreciation seriously, you will see the positive impact it can have on your mental health. Appreciation of the workplace has a huge impact on a person’s happiness and wellbeing. Even when you feel self-conscious, the positive effects of expressing appreciation to an individual can outweigh any passing sense of embarrassment. Expressing appreciation and expressing it in the form of a positive comment, such as a smile, a hug or even a handshake, is a great way to ensure that your appreciation is conveyed e sincerely and genuinely.

It boosts productivity

People who feel valued experience greater self-esteem and thus increase their satisfaction with their work and their ability to contribute to the company. This also has an impact on how employees see their role in their work environment, as those who have received recognition and reward feel valued and happier in the workplace, which in turn leads to a stronger relationship between employees and the people they work with and feel better about their company. Whether you thank a stranger for holding the door or sending a thank you note, recognizing other people’s contributions can also lead to new opportunities.

Encourage employees to go out of their comfort zone

While appreciating if the giver does not express in a meaningful way and if the receiver does not feel like his/her sense of self-esteem grew, then such an appreciation will become yet another tick box that managers can tick and continue to stay detached from the employees’ performance. Appreciation has the power to infuse confidence that cannot be taken away, as we saw in the Ron and Rohan example above. Appreciation at the workplace not only motivates employees but also encourages them to go out of their comfort zone and they certainly will then try to achieve more.

Read the rest here - https://www.letsbuzzz.com/the-psychological-effects-of-appreciation-at-the-workplace/

How leaders can manage a hybrid working team

If we know one thing for certain in these pandemic times, it is the fact that the workplace is different in 2021 and industry leaders now need to prepare for the changes that have come and are yet to come.

A quick recap of the known changes, training and retraining of employees is now part of any strategy for 2021, especially as the workplace is constantly evolving and the demographic of the workforce is also changing. Whether you start your start-up or have an existing company, you must take workplace trends into account when defining your office culture. Trends in the workplace are largely oriented towards the changing world of work and hinting towards the need for more flexible working hours. New approaches to retention focus on how to build and maintain a strong and diverse workforce and a healthy work-life balance. Another fundamental change that is looming in 2021 is how business leaders and human resources teams now approach hiring and retaining employees. 2021 will be a landmark year for businesses and employees as they strive to preserve the best of both worlds, personal and professional.

According to a news report by the Institute for Labour Market and Occupational Research, companies that fail to take account of workers changing expectations of flexible working hours could end up losing good talent. With more remote work, there will be a shift where companies will try to do more with less.

We believe that by 2021, many companies will make their strategies about introducing decentralized employment, decentralized work and a decentralized workforce. As employers and HR managers adapt to this new strategy in 2021, they will also in parallel need to focus on improving employee well-being.

All this with one goal in mind — productivity

While some teams under the guidance of a great leader seem to get things done effortlessly. Others struggle to even meet deadlines. Physical and mental well-being has always been the major reason affecting teams as well as individual productivity. A study revealed that even before the pandemic, around 61% of the workforce admitted that they’re burned out at their current job and nearly 31% experienced a high level of stress at work.

Business leaders must join hands with team leaders and HR to work on creating a work-life balance to ensure smooth functioning and higher productivity.

The goal of any HR leader and manager is to ensure that their team is productive even now. To ensure this, policymakers and leaders must provide contexts, create enabling spaces, and identify specific times that emphasize productivity. When employees experience positive vitality and well-being they will be more productive. But when people are exhausted or stressed, or when their work habits become unhealthy, their productivity is exhausted. An enabling work environment allows employees to focus, and that too helps them to be highly productive. When attention is scattered, the focus suffers from a lack of coordination and communication between people in the team or even between different groups which results in low productivity.

Looking forward:

The Glassdoor’s Workplace Trends for 2021 report identified several positive changes in 2020 that have worked and are forecasts that will continue to evolve. Here are five trends that companies should be aware of as they look ahead to 2021 while adjusting to the hybrid work environment. These are just some of the changes in the workplace that are likely to set the tone and trends for 2021 and beyond, but they are not the only ones.

Don’t move too fast

Individual preferences will take time to become clear and they might need time to adjust to the new change and so will the organization. With tomorrow being uncertain and no one knows what change in government norms and what side of the world will impact the business, the approach must be to take slow steps. In a hybrid work environment, rather than thinking about the long-term, leaders can go slow by setting milestones at shorter intervals, say 3 months instead of yearly milestones. These goals will help individuals to marry with their personal goals.

Install a robust digital infrastructure

Ensuring a basic level of well-functioning, and reasonably-priced digital infrastructure is a must. In a hybrid workplace where half the workforce is working remotely and the other half is performing their day-to-day function from the office, it is necessary that everyone is virtually connected and have access to every work-related detail, anytime and anywhere. Leaders must allow experimentation with commercial IP interconnection agreements to benefit innovation and growth in the overall digital ecosystem. But having a robust digital infrastructure alone is not enough, it is necessary to ensure that every individual is trained for using the infrastructure.

Personalized motivation

There are multiple ways to motivate a team and one of the most popular ways to motivate team members before the lockdown was team lunch that not only motivated teams to achieve more but was also a great team-building initiative. In a hybrid workplace, arranging a team lunch is nearly impossible. Leaders will have to focus on personalizing motivation as far as possible. This is the way to future motivation. One of the popular ways that are gaining momentum with team leaders is leveraging technology and the use of gamification to foster motivation.

Drum up recognition

Turn up the volume of recognition, leaders. When work is not recognized employees are likely to feel disengaged. During remote working or hybrid working where teams don’t meet every day, it is difficult to ensure the recognition is visible to all. This creates a physical barrier that dilutes the power of recognition. To ensure recognition and appreciation is given at the right time and is visible to all, turn up the volume by making it accessible to all by publishing it on social platforms, intranet platforms, internal newsletters and other collaborative platforms.

Read the rest here — https://www.letsbuzzz.com/how-leaders-can-manage-a-hybrid-working-team/

Why 2021 is the right time to embrace Employee Engagement Apps

Year after year, studies have revealed that employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best at work and likely to engage more.

To make improvements and engage employee, some organization aim to understand their shortcomings. Some organizations already have data, the analyzed data gives insights and direction, some others read articles about how to engage employees where they come across various suggestions, tips and tricks, but still, something is missing and that’s why organizations are still finding ways to further elevate their employee engagement.

Due to the COVID 19 pandemic companies have been forced to restructure remote teams to keep functioning which has further complicated the employee engagement challenge. Widespread implementation and response to the pandemic have shown that remote work is possible, though largely driven by technology.

And that’s where employee engagement apps come into the picture. In the digital age, monitoring and improving employee retention can be easier with the wealth of employee engagement tools and software platforms that you can deploy to keep track of employee engagement and employee happiness. With dreaded predictions of a mental health crisis on the horizon, 2021 will be an even more critical time for HR managers to engage employees.

From instant messaging to social recognition platforms to automated employee engagement surveys, we bring to you the most important employee engagement tools that you can implement in organization in 2021.

How this one shift can boost your employee engagement at the workplace

It is a universal truth that every good communicator knows that — the more relevant a message is, the more likely it is to be read, understood, and implemented. Employees respond to messages that they find important and they respond when they receive these messages in a format that arouses their interest.

Employee engagement apps offer the opportunity to reach your employees in a variety of ways. When you think about your apps, remember that it’s not a dump for old intranet or newsletter content. Apps, whether Computer or Mobile based require a new approach to content. But the fact remains that communication via apps strengthens the connection between employees and makes it easy to engage, whether you’re in Mumbai or Miami. Apps offer a personalized experience that enriches communication.

Why 2021 calls for organizations to adapt to new technology

The influx of Artificial Intelligence (AI) and Machine Learning (ML) are notable trends in employee engagement and retention in 2021. Technology has become a large part of building a committed workforce. Data generated by way of integrating technology helps managers better understand the drivers of labor productivity. HR departments are thus able to carry out sound analyses to make logical decisions. Let’s take a look at some relevant and strong reasons why 2021 is the right time to embrace Employee Engagement Apps for your organization.

Work from anywhere (WFA)

The search for a work-life balance is not a new concept, but the desire to achieve it is greater than ever before. Flexibility is emerging as a strong premise in the area of employee retention in 2021. The transition from WFH to WFA is evaluated and the result is unexpected, employees are not only happier but also a lot more productive. Stats reveal that WFA boosted individual productivity by 4.4%. Apart from the boost in individual productivity, HR leaders must evaluate similar benefits that WFA can bring in and evaluate how different employees are performing their tasks based on their department and hierarchy. This emerging trend is one of the most basic reasons why you should embrace an employee engagement platform in the year 2021.

Need for real-time feedback

To drive commitment, feedback is imperative. One of the pillars of the success of an organization in 2021 is feedback from its employees and making it easier and safe for individuals to share their thoughts. This means taking feedback from your team and processing it. It also requires leadership to respond to it. Without listening to feedback, many organizations will lose an opportunity to increase their engagement, change their business models, or discover new business ideas. At times asking for direct feedback may seem a little tough and that’s why many HR teams are adopting our amazing feature called the ‘Mood-o-Meter’ which allows employees to share their feedback in a fun way by marking their daily mood with emojis.

Read the rest here — https://www.letsbuzzz.com/why-2021-is-the-right-time-to-embrace-employee-engagement-apps/

HR leaders and their changing priorities in 2021

At the end of 2020, it was more important than ever for HR departments to take note of successes and failures, but this year it’s all about scrutinizing the strategy every 30 days or every quarter to stay on track.

It’s no surprise that organizational design and change management are the top priorities for HR managers in 2021. This priority is because 46% of HR executives feel that they are unable to lead change when it is necessary.

To prepare for the future, human resource leaders must develop and incorporate the following skillsets into their portfolio, according to Gartner.

Technological competence- As CHROs are a crucial part of strategic business decision-making in 2021, they need to be well aware of the latest technologies to suggest or quickly adapt to the changes.

Employee experience- The year 2021 is more than just basic employee engagement. It is about capturing employee needs and providing them with a richer experience.

When investing in your HR initiative, you should consider the trends that will significantly influence the way you design and implement strategies, processes, and best practices. The question for HR managers is: Do the trends look similar to what we have seen in the past? What immediate action and long-term adjustments will be necessary?

Here are the 6 key trends in human resources that should be included in your HR agenda for 2021 and beyond.

Return to work policy

Human resources experts and managers navigate the new normal by presenting a “return to work plan” that includes what employees can expect in their physical workplace and what others can expect. For both employees and employers, you should outline the safety measures to implement and comply with these new guidelines.

Getting back to work means examining all risk factors and determining when ‘return to work’ is most beneficial for your employees and your organization. A good return and work policy helps your business thrive while protecting and supporting employees.

Bennett Coleman & Co. Ltd adopted and leveraged the new-age collaboration tools and chose to transition to a hybrid work environment. With a continuous focus on Employee Safety & Business Continuity, BCCL’s hybrid working entails an effective mix of 60–20–20, 20% from home exclusively, 20% working from the office, while the rest 60% follow a revolving roster approach.

Revamp your performance management strategy

Rather than spending your time figuring out what your teams did well during the pandemic. Weed out the process that ain’t working and introduce new ones.

Analysis of prevailing performance management practices and leading trends in the industry can also help to develop a clear vision of what an effective performance management system should include.This review will help you understand how effective your current performance management system is and where it needs to be improved. In addition, evaluate the impact of changes and consider what could be further improved or optimized in your performance management process, and be ready to make changes if needed. Make sure that your process is driven clear stating the objective of your performance management system and that you make progress in achieving these objectives whilst managing your organization’s performance.

PwC handles its performance management by way of frequent and informal feedback. Regular feedback compared to annual reviews helps individuals to quickly cover the gap, maximize their strength and drive L&D throughout the year.

Build out an HR crisis plan

If your company is one of the 51 percent of organizations that admit they do not have a crisis management plan, now is the time to sit down and start planning. The creation of a crisis management plan (CMP) prepares your employees for everything that is coming their way.

If there is anything other than an immediate threat to your business, plan for the unexpected by creating a rapid response plan. The crisis management team rehearses the crisis plan by developing simulated scenarios for exercises and organizing the response as soon as it becomes clear that a crisis is underway.

SAP India has approached their Crisis Management Team to review their employee’s office entry and exit requests to access the office space by following all local COVID-19 regulations like social distancing, wearing masks and adhere to personal hygiene they are all set to allow their employees to office who wish to come and work from the office and for the remaining, they have allowed work from anywhere until June 30, 2021.

Protect your people from burnout

Burnout is a growing workplace epidemic affecting all employees, but many companies may not be doing enough to minimize burnout. Nearly 70 percent of professionals believe that employers in their companies do not do a good job of preventing or alleviating burnouts. But the truth is that proper management practices, such as nurturing managers and educating employees about the importance of passion, can help keep employees from burning out. Passion may not prevent stress in the workplace: 87 percent of professionals surveyed said they have passion in their current workplace, but 64 percent said they are stressed, dispelling the myth that passionate employees are immune to the stress of burnout, according to anF American Psychological Association survey.

Encouraging employees to manage their emotions differently, rather than suppressing them, will help reduce burnout. Because burnouts and signs of redundancy are so closely linked, strategies to reduce burnouts can have the effect of increasing involvement. If you try to prevent burnout among your employees, you can help people get back to a better state of mind by helping to make it feel as if it already feels different.

Finally, it should be borne in mind that work — at — play can increase the risk of burnout among employees. High employee engagement is a big goal, but it can come at a high price if not managed carefully.

Above is an example of how HR community is finding ways to tackle employee burnout in this pandemic. Source: Linkedin

Read the rest here — https://www.letsbuzzz.com/hr-leaders-and-their-changing-priorities-in-2021/

4 Extremely Underrated Employee Behaviors

Every organization has certain behaviors which they want to cascade amongst their employees. For example, going the extra mile, collaboration, teamwork, being professional, etc. These behaviors usually emerge from the company’s values and objectives.

Often, reward and recognition in the workplace are based on tangible results or activities. Achieving a sales quota, shortening the processing time of a support ticket or closing a large account, for example, but often some unmeasurable performance or behaviors are neglected. However, recognition of employees is a powerful communication tool that reinforces important results that people create for the company. Along with tangible results, when you recognize people for actions and behaviors that you want others to repeat, you reinforce these behaviours amongst all.

Recognizing and rewarding your employees for the generally commendable qualities they demonstrate can have a multiplier effect on your organization. With the right people and the right set up to support, behaviour appreciation and recognition can be planned and executed smoothly. This is a great way to also enroll managers and HR leaders to promote good work ethics and behaviors in the workplace.

Let’s look at four behaviors that often go underrated and need to be recognized immediately to create a strong work culture:

1) Humble & curious

One of the most common traits recruiters try to find in ideal candidates is their ability to be humble and curious. Even survey studies have shown that one of the most valuable personality traits found in a perfect employee is humility. In fact, it has also been stated that humility is a key factor in creating a work environment in which employees from diverse backgrounds feel psychologically safe, thereby creating a healthy work culture.

Talking about curiosity, it is the trait that drives relationship building within teams. Genuine curiosity helps build trust in relationships and enables employees to develop respect from each other.

A humble and curious employee in a leadership role propels the entire team forward. By learning from others, opening up to team members, and admitting mistakes, humble leaders set an example, no matter where they sit on the company ladder. Having humility also helps leaders to practice empathy with employees, because they are willing to take risks and set personal goals aside for the greater good.

Abhishek Desai comes across as a humble & curious employee in his organization and his behaviour was seen and acknowledged with an appreciation post that was visible to all employees in his organization. Other employees who have witnessed such behaviour also expressed their appreciation by sharing their views in the comment. His peers also engaged with the post by liking and sharing their congrats message.

Image 1 is a screenshot from Let’s Buzzz platform.

With Let’s Buzzz, you can create a buzz moment for the Abhishek in your organization to garner peer-to-peer recognition.

2) Problem-solving mindset

Problem-solving skills are a soft skill that is used in the workplace where difficult, unexpected and complicated situations occur. It consists of skills that help identify problems, propose solutions, and select and implement the best. By clearly defining the problem, focusing on the solution, positive language, changing the way of thinking and brainstorming possible solutions to the problem, one can sharpen their problem-solving skills. Understanding each step of the process of the problem and then finding a solution is beneficial.

Employees with problem-solving skills are rare. They have the best interest of the company and are always ready to share their opinion during important matters. When you have found such employees, it’s important to recognize their skills at the right time.

Shiwani from the client servicing team is the backbone of her team. Her problem-solving skill surprises not just her team but even her clients can see that and appreciates it. Her clients are less worried about any glitch as they know Shiwani is always there to solve it. Recognizing this skill of Shiwani is important to make her feel more valued and retain her with the company for a longer time.

Image 2 is a screenshot from Let’s Buzzz platform.

With Let’s Buzzz you can socially appreciate the Shiwani in your organization for her behaviour to solve a problem.

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Ruchika Kamat