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5 Engaging Games You Can Play With Your Remote Team Right Away

5 Engaging Games You Can Play With Your Remote Team Right Away

5 Engaging Games You Can Play With Your Remote Team Right Away

Remote working in some form is here to stay. Many companies are transitioning back to the office model, but work-from-home cannot be ruled out completely. Engaging a remote team is a challenge, but thankfully, online games are proving to be a great solution to build team camaraderie. Be it as an ice-breaker, a stress-buster, or an innovative way to start a meeting, there are endless possibilities available out there in the form of virtual team games.   

Here are five such interesting games that can be played online and help make your teams collaborate better. The games have been chosen based on the extent to which they support problem-solving, collaboration, and assisting employees in getting to know one another personally.  

So let’s go… 

1) Online ludo with Ludo King 

Ludo is a much-loved game; most of us have tried our hands at the classic version during our childhood years. However, that was in the physical space with our close family and friends.  

A simple yet engaging game, ludo is fun. And why Ludo apart from the fun quotient? 

  • It improves logical reasoning and interpersonal skills.  
  • It is highly competitive, giving you an adrenalin rush every time your piece nears the home or an opponent’s piece.  
  • It is a fabulous game to develop concentration skills, freeing it from stress and anxiety of work. 
  • Above all, being a multiplayer game, it improves personal bonding between players. 

A befitting game for all with easy-to-use interfaces, Ludo King, is a free game and can be downloaded by players on their mobiles.  

How to play?  

Like the classic physical game, Ludo King can be played by two or four players. They need to choose from one of the four colors available. A dice has to be rolled to get the game started. Each player gets to roll a six so that their piece can move on the board. Every time a player rolls a six, they get an additional turn to roll the dice. Players need to strategize then and make game plans so that their pieces complete the journey of the colored path and reach the home or the center in the fastest possible time.  

Download the game at https://www.crazygames.com/game/ludo-king 

2) A word game for the group: WordPlay 

Word games have been a part of our childhood too. And WordPlay has been developed on the lines of the web game Wordle with the green and yellow squares. Each player gets six chances to guess a random five-letter word.  

WordPlay is a free game and makes the right choice to keep getting better at the game with practice. You can set up group challenges and share the link with all team members.  

How can word games do good to your remote teams?  

Games like WordPlay are entertaining. Besides helping improve language skills like vocabulary, and spelling, these games are known to enhance concentration and cognitive skills, analytical and strategizing skills, driving a competitive spirit in the players. These games are best advised for team building and driving self-esteem in individuals. Games like WordPlay are great stress-busters and can be played often without your employees getting bored. In the remote working model, this game can be extremely beneficial for social bonding. 

  

The game can be played at the official site: https://wordplay.com/challenge/new 

3) Guess the word with Skribbl.io. 

Another free game for team building is Skribbl.io. It is a multiplayer game with as many as twelve players permitted in private rooms. There is no need to download the game as it can be played in browser-enabled mode. Every game has several rounds. In every round, one automatically selected player has to draw a picture to represent a given word – the player has to choose from three given options. The other players need to guess the word and type it in the chat. They are awarded points accordingly. The winner has the maximum points at the end of the game. The way to win the game is to guess the word and type the same in the chat swiftly. The quicker a player guesses a word, the more points they get.  

This game definitely brings in the element of carefree play. It serves as a great ice-breaker because of its underlying childlike fun element. Participants need to be alert and attentive, pushing their competitive spirit and comprehension skills to win the game. Also, the game is simple to understand and play and does not involve any long-drawn setup processes. 

The game can be played at https://skribbl.io/ 

4) Be a master at Bluff games with Psych. 

A one-of-its-kind game, Psych is an interesting bluffing trivia game where the one who is the best at masquerading becomes the winner. No harm meant; the online game was developed as a party game by Ellen DeGeneres. It can be downloaded from Google PlayStore by Android users and the App Store for iOS users.  

How is it played? A question is asked to all the players, and each of them has to provide false answers. Everyone then votes for the answer that seems true or accurate – so players need to give believable false answers. The one who is the best at kidding others wins the games as players need to convince others that their answer is the truth.  

Psyche is a fun game letting people in a group find common grounds to crack jokes and get friendlier. Played in the right spirit, the game helps players get to know each other well. 

The game can be downloaded from https://play.google.com/store/apps/details?id=com.wb.goog.ellen.psych&hl=en_IN&gl=US 

5) An Online Charades game – Heads up!

A trivia party game, the Heads Up is also the brainchild of Ellen DeGeneres and was first unveiled on The Ellen DeGeneres Show. The multiplayer social party game can be played with one or more people. There are about 75 fun categories to choose from or themed deck cards.  

The trivia game starts with one participant holding their phone facing outward so that other participants can view the phone screen. A clue appears on the screen. The person holding the phone facing outward has to guess the correct answer based on hints given by others. Each player gets only one minute to guess all the clues or finish as many cards as possible. There is an accelerometer that controls the game. At the end of each round, the scores are tallied up, and the one with the highest score wins the game. It is possible to record a video of the game so that everyone can have a look at the same later and have some fun. 

Since it is a trivia party game, it is fun and exceedingly entertaining. A brilliant way to break the ice! It can also be played as an energizer at the beginning of a meeting. 

The game can be downloaded from this link: https://play.google.com/store/apps/details?id=com.wb.headsup&hl=en_IN&gl=US  

Hope you enjoyed the list and have some fun bonding sessions with your remote teams. 

Remote working in some form is here to stay. Many companies are transitioning back to the office model, but work-from-home cannot be ruled out completely. Engaging a remote team is a challenge, but thankfully, online games are proving to be a great solution to build team camaraderie. Be it as an ice-breaker, a stress-buster, or an innovative way to start a meeting, there are endless possibilities available out there in the form of virtual team games.   

Here are five such interesting games that can be played online and help make your teams collaborate better. The games have been chosen based on the extent to which they support problem-solving, collaboration, and assisting employees in getting to know one another personally.  

So let’s go… 

1) Online ludo with Ludo King 

Ludo is a much-loved game; most of us have tried our hands at the classic version during our childhood years. However, that was in the physical space with our close family and friends.  

A simple yet engaging game, ludo is fun. And why Ludo apart from the fun quotient? 

  • It improves logical reasoning and interpersonal skills.  
  • It is highly competitive, giving you an adrenalin rush every time your piece nears the home or an opponent’s piece.  
  • It is a fabulous game to develop concentration skills, freeing it from stress and anxiety of work. 
  • Above all, being a multiplayer game, it improves personal bonding between players. 

A befitting game for all with easy-to-use interfaces, Ludo King, is a free game and can be downloaded by players on their mobiles.  

How to play?  

Like the classic physical game, Ludo King can be played by two or four players. They need to choose from one of the four colors available. A dice has to be rolled to get the game started. Each player gets to roll a six so that their piece can move on the board. Every time a player rolls a six, they get an additional turn to roll the dice. Players need to strategize then and make game plans so that their pieces complete the journey of the colored path and reach the home or the center in the fastest possible time.  

Download the game at https://www.crazygames.com/game/ludo-king 

2) A word game for the group: WordPlay 

Word games have been a part of our childhood too. And WordPlay has been developed on the lines of the web game Wordle with the green and yellow squares. Each player gets six chances to guess a random five-letter word.  

WordPlay is a free game and makes the right choice to keep getting better at the game with practice. You can set up group challenges and share the link with all team members.  

How can word games do good to your remote teams?  

Games like WordPlay are entertaining. Besides helping improve language skills like vocabulary, and spelling, these games are known to enhance concentration and cognitive skills, analytical and strategizing skills, driving a competitive spirit in the players. These games are best advised for team building and driving self-esteem in individuals. Games like WordPlay are great stress-busters and can be played often without your employees getting bored. In the remote working model, this game can be extremely beneficial for social bonding. 

  

The game can be played at the official site: https://wordplay.com/challenge/new 

3) Guess the word with Skribbl.io. 

Another free game for team building is Skribbl.io. It is a multiplayer game with as many as twelve players permitted in private rooms. There is no need to download the game as it can be played in browser-enabled mode. Every game has several rounds. In every round, one automatically selected player has to draw a picture to represent a given word – the player has to choose from three given options. The other players need to guess the word and type it in the chat. They are awarded points accordingly. The winner has the maximum points at the end of the game. The way to win the game is to guess the word and type the same in the chat swiftly. The quicker a player guesses a word, the more points they get.  

This game definitely brings in the element of carefree play. It serves as a great ice-breaker because of its underlying childlike fun element. Participants need to be alert and attentive, pushing their competitive spirit and comprehension skills to win the game. Also, the game is simple to understand and play and does not involve any long-drawn setup processes. 

The game can be played at https://skribbl.io/ 

4) Be a master at Bluff games with Psych. 

A one-of-its-kind game, Psych is an interesting bluffing trivia game where the one who is the best at masquerading becomes the winner. No harm meant; the online game was developed as a party game by Ellen DeGeneres. It can be downloaded from Google PlayStore by Android users and the App Store for iOS users.  

How is it played? A question is asked to all the players, and each of them has to provide false answers. Everyone then votes for the answer that seems true or accurate – so players need to give believable false answers. The one who is the best at kidding others wins the games as players need to convince others that their answer is the truth.  

Psyche is a fun game letting people in a group find common grounds to crack jokes and get friendlier. Played in the right spirit, the game helps players get to know each other well. 

The game can be downloaded from https://play.google.com/store/apps/details?id=com.wb.goog.ellen.psych&hl=en_IN&gl=US 

5) An Online Charades game – Heads up!

A trivia party game, the Heads Up is also the brainchild of Ellen DeGeneres and was first unveiled on The Ellen DeGeneres Show. The multiplayer social party game can be played with one or more people. There are about 75 fun categories to choose from or themed deck cards.  

The trivia game starts with one participant holding their phone facing outward so that other participants can view the phone screen. A clue appears on the screen. The person holding the phone facing outward has to guess the correct answer based on hints given by others. Each player gets only one minute to guess all the clues or finish as many cards as possible. There is an accelerometer that controls the game. At the end of each round, the scores are tallied up, and the one with the highest score wins the game. It is possible to record a video of the game so that everyone can have a look at the same later and have some fun. 

Since it is a trivia party game, it is fun and exceedingly entertaining. A brilliant way to break the ice! It can also be played as an energizer at the beginning of a meeting. 

The game can be downloaded from this link: https://play.google.com/store/apps/details?id=com.wb.headsup&hl=en_IN&gl=US   

Hope you enjoyed the list and have some fun bonding sessions with your remote teams. 

10-Ways-to-Improve-Your-Rewards-Recognition-Program

10 Ways to Improve Your Rewards & Recognition Program

10 Ways to Improve Your Rewards & Recognition Program

10 Ways to Improve Your Rewards & Recognition Program

10 Ways to Improve Your Rewards & Recognition Program

There was a time when people worked 14-16 hour shifts in factories because the production had to run 24×7. It was only in 1914 that the Ford Motor Company reduced the working hours of workers to eight hours. It was a landmark decision back in those days. It soon produced overwhelming results as the productivity of workers improved dramatically. Ford Motors went a step ahead and doubled the wages too. And, the rest, as they say, is history.   

It can be said that this was one of the earliest reward strategies that worked immensely well at that time. Today, eight-hour shifts are no add-on for an employee but an expected norm, and a wage hike is a normal course of action to award top performers. Employees today seek much more than this. That is why organizations introduce innovative Rewards and Recognition programs to create a holistic working ecosystem.  

Why does your organization need a Reward & Recognition Program? 

Gallup study points out that employees, in most cases, quit their jobs because of a lack of recognition. Another Gallup study shows that employees who feel they are not being recognized for their work are more probable to leave their job than others. These studies clearly and rather alarmingly point out that employees feel that their employers ignore their best efforts routinely. The result – there is an ever-increasing flock of employees actively searching for greener pastures.  

Well-defined and realistic reward programs serve multiple purposes. These programs are a great way to engage employees, leaving them feeling appreciated and recognized for their work. Organizations today have realized that R&R programs can contribute meaningfully to their employee retention programs while helping improve the work culture. Here are the top reasons why an increasing number of employers rely on objective R&R programs that promise to deliver noteworthy results.   

  • To drive employee motivation: A well-created R&R program infuses motivation in employees, giving them reasons to stay on track and collaborate with their colleagues positively. It is not rocket science – just simple human psychology – if a person is rewarded for doing something right and in the best possible manner, the individual is motivated to repeat the performance, over and over again. 
  • Develop a positive work culture: Recognizing people for their work and rewarding them encourages friendly competition amongst peers. It brings in an enthusiastic and proactive rivalry where each team member tries to do the best each time. 
  • Improve productivity: When employees are motivated to better their previous work or maintain consistency in their performance, there are high chances of improving employee engagement. It makes individuals and teams more efficient and productive as they are more invested in their work. In the end, all of them will ensure to contribute high-quality work.  
  • Retention: Motivated employees are more likely to stick around. Employees appreciate employers who recognize and reward their work. It is a natural give-and-take philosophy.  

R&R programs can help in creating a positive company culture. When there are a bunch of happy, motivated, and appreciated people around, it usually catches onto others. Everyone tries to put their best foot forward; there is enthusiasm and involvement with work. All of this helps create a good place to work.  

Is your R&R program delivering the desired results?  

Probably not! If the mere presence of R&R programs were that effective, all organizations would be reporting top performances of employees. But that’s not the case? Why? Because rewards & incentives need to be aligned effectively with employee needs and expectations.  

It is crucial to research ways to optimize rewards & recognition programs to achieve the best results. All the benefits mentioned above are reachable and realistic, provided the company’s R&R program is custom-designed for matching the unique challenges of your organization.  

As mentioned before, there is no rocket science involved in designing a reward and incentive program that works. It needs to psychologically appeal and impress your employees and practically deliver what they expect.  

Here are ten ways to upgrade your Reward & Recognition program: 

Clarity around reward programs 

Ensure every employee has clarity and know-how about earning rewards as per company policy. Ambiguity leads nowhere other than frustrations. In the process, it alienates people. If the very people who the program is meant for are not aware of the program, what good can it deliver? Plus, there is the risk of employees misunderstanding and sidelining it off as biased and unfair. Communicating what the program entails is important. For example, if your organization is ready to launch a wellness program, be sure that your employees know what they are required to earn the rewards.  

Infuse unicity in your rewards and incentives program 

It is important to be unique as that arouses intrigue and interest. What is important is that the rewards program is attuned to the unique culture of your workplace. There are many ways to make the program extraordinary. It is crucial to discover what your employees want and value – take feedback – delve deep into their minds. It could be that they are looking for freedom. Or, a few fun parties, or maybe a volunteering opportunity. Also, make sure that top performers are appreciated and recognized publicly, through an e-dashboard, company newsletter, email, etc., with peer recognition taking it to an enhanced level. 

Ensure rewards are present for big and small achievements 

Big achievements are worthy of celebrations, but so are the small ones. Employers often forget the little fish. What they forget is that small feats add up to become big achievements. All the small ones add up, so let’s not forget these. It is vital to make your reward programs layered. While the bigger wins can get monetary rewards, the smaller ones can get little words of appreciation, a pat on the back, and more.  

At the core of a great team is teamwork. Reward teams to amplify teamwork 

Let’s accept that most of the work done well is due to collaborative efforts. If the team is lagging on teamwork, the productivity of individuals is affected. Hence, the reward system should acknowledge the contribution of the entire team. It leads to fueling team and inter-departmental relationships.  

Create a healthy competitive environment by gamifying rewards 

One way to induce friendly competition in the workplace is to take advantage of gamification. Competitiveness should be in moderation and not overly competitive because that can lead to burnout and unhappiness. Gamification helps introduce a fun element to the reward program, making it easy for everyone to be on board.  

Inventing new ways to reward top performers 

Bring in new ideas to the rewards program, now and then. Innovate to give your people real-world rewards. It is natural for boredom to seep in with regular stuff, thereby, decreasing the overall value of the reward system. To ensure that your employees are consistent in their quest to perform better every time, it is essential to refresh your R&R program from time to time. There should be an ever-evolving reward system for employees to feel truly incentivized to avoid stagnancy and a taken-for-granted attitude. 

It is all about personalization today 

Ensure rewards are personalized too. This can make a key difference in employee engagement and the recognition process. Be it consumerism or human resource retention policies, offering tailor-made incentives can make top performers feel acknowledged and recognized even more. For example, lunches can be a one-to-one affair with a senior manager or one of the top bosses. Small efforts like these can reflect that the employer cares for what the employee has achieved. Such endeavors also motivate others to excel in their job.  

Inundate rewards programs with personal development factors and causes close to employees 

Personal development is a topic close to every employee. Be it junior or senior personnel, everyone wants to progress in life. Giving opportunities to employees to develop their skills and improve their know-how is one of the best rewards. Plus, upskilled workers can add value to your organizational goals too. Yes, such endeavors can be expensive. But, the end results are brilliant and worth the time and money.  

Another way to show your employees that you care is to let individuals give time to causes that they are passionate about. Company-level feedback can be taken on what is close to their heart, and the company can choose to align with causes that most feel about. Or let individuals make use of volunteering leaves. It can have an everlasting impact in enhancing the company’s corporate image, helping attract deserving talent. 

Nurture self-esteem of employees 

Motivating employees just doesn’t come from financial rewards. Intrinsic motivation comes from giving employees control over their work. Give them the reins. Keep the communication channels open and celebrate achievements. Give them opportunities to train and teach others. Offer them coaching support in case of setbacks. Feature them on your brand website as Top or Consistent Performers. There are multiple ways to strengthen the self-esteem of individual workers. 

Research before gifting your employees 

Another way to ensure that your R&R programs are truly motivating is to find out what kind of rewards they want from your people. There are innumerable choices of gift cards, staycation rewards, event tickets, monetary incentives, creative rewards, etc. Give employees the freedom to choose because that can drive maximum employee satisfaction. 

Conclusion  

Many factors affect employee productivity, and a strong forceful Rewards & Recognition program is one essential element of making the workplace performance-oriented, engaging, and fun. Thankfully, modern technology has helped evolve various high-tech platforms that facilitate rewarding and incentivizing seamlessly. Buzzz is one platform that helps you comprehensively implement, monitor, and track your R&R program. Features like peer-to-peer recognition ensure that appreciation and positive feedback can occur even when workers are remotely working. Contests can be integrated to infuse healthy competitiveness in the workplace. Instant rewards, instant recognition, gamification, and a centralized dashboard can provide a strong impetus to your R&R program. 

 
 

There was a time when people worked 14-16 hour shifts in factories because the production had to run 24×7. It was only in 1914 that the Ford Motor Company reduced the working hours of workers to eight hours. It was a landmark decision back in those days. It soon produced overwhelming results as the productivity of workers improved dramatically. Ford Motors went a step ahead and doubled the wages too. And, the rest, as they say, is history.   

It can be said that this was one of the earliest reward strategies that worked immensely well at that time. Today, eight-hour shifts are no add-on for an employee but an expected norm, and a wage hike is a normal course of action to award top performers. Employees today seek much more than this. That is why organizations introduce innovative Rewards and Recognition programs to create a holistic working ecosystem.  

Why does your organization need a Reward & Recognition Program? 

Gallup study points out that employees, in most cases, quit their jobs because of a lack of recognition. Another Gallup study shows that employees who feel they are not being recognized for their work are more probable to leave their job than others. These studies clearly and rather alarmingly point out that employees feel that their employers ignore their best efforts routinely. The result – there is an ever-increasing flock of employees actively searching for greener pastures.  

Well-defined and realistic reward programs serve multiple purposes. These programs are a great way to engage employees, leaving them feeling appreciated and recognized for their work. Organizations today have realized that R&R programs can contribute meaningfully to their employee retention programs while helping improve the work culture. Here are the top reasons why an increasing number of employers rely on objective R&R programs that promise to deliver noteworthy results.   

  • To drive employee motivation: A well-created R&R program infuses motivation in employees, giving them reasons to stay on track and collaborate with their colleagues positively. It is not rocket science – just simple human psychology – if a person is rewarded for doing something right and in the best possible manner, the individual is motivated to repeat the performance, over and over again. 
  • Develop a positive work culture: Recognizing people for their work and rewarding them encourages friendly competition amongst peers. It brings in an enthusiastic and proactive rivalry where each team member tries to do the best each time. 
  • Improve productivity: When employees are motivated to better their previous work or maintain consistency in their performance, there are high chances of improving employee engagement. It makes individuals and teams more efficient and productive as they are more invested in their work. In the end, all of them will ensure to contribute high-quality work.  
  • Retention: Motivated employees are more likely to stick around. Employees appreciate employers who recognize and reward their work. It is a natural give-and-take philosophy.  

R&R programs can help in creating a positive company culture. When there are a bunch of happy, motivated, and appreciated people around, it usually catches onto others. Everyone tries to put their best foot forward; there is enthusiasm and involvement with work. All of this helps create a good place to work.  

Is your R&R program delivering the desired results?  

Probably not! If the mere presence of R&R programs were that effective, all organizations would be reporting top performances of employees. But that’s not the case? Why? Because rewards & incentives need to be aligned effectively with employee needs and expectations.  

It is crucial to research ways to optimize rewards & recognition programs to achieve the best results. All the benefits mentioned above are reachable and realistic, provided the company’s R&R program is custom-designed for matching the unique challenges of your organization.  

As mentioned before, there is no rocket science involved in designing a reward and incentive program that works. It needs to psychologically appeal and impress your employees and practically deliver what they expect.  

Here are ten ways to upgrade your Reward & Recognition program: 

Clarity around reward programs 

Ensure every employee has clarity and know-how about earning rewards as per company policy. Ambiguity leads nowhere other than frustrations. In the process, it alienates people. If the very people who the program is meant for are not aware of the program, what good can it deliver? Plus, there is the risk of employees misunderstanding and sidelining it off as biased and unfair. Communicating what the program entails is important. For example, if your organization is ready to launch a wellness program, be sure that your employees know what they are required to earn the rewards.  

Infuse unicity in your rewards and incentives program 

It is important to be unique as that arouses intrigue and interest. What is important is that the rewards program is attuned to the unique culture of your workplace. There are many ways to make the program extraordinary. It is crucial to discover what your employees want and value – take feedback – delve deep into their minds. It could be that they are looking for freedom. Or, a few fun parties, or maybe a volunteering opportunity. Also, make sure that top performers are appreciated and recognized publicly, through an e-dashboard, company newsletter, email, etc., with peer recognition taking it to an enhanced level. 

Ensure rewards are present for big and small achievements 

Big achievements are worthy of celebrations, but so are the small ones. Employers often forget the little fish. What they forget is that small feats add up to become big achievements. All the small ones add up, so let’s not forget these. It is vital to make your reward programs layered. While the bigger wins can get monetary rewards, the smaller ones can get little words of appreciation, a pat on the back, and more.  

At the core of a great team is teamwork. Reward teams to amplify teamwork 

Let’s accept that most of the work done well is due to collaborative efforts. If the team is lagging on teamwork, the productivity of individuals is affected. Hence, the reward system should acknowledge the contribution of the entire team. It leads to fueling team and inter-departmental relationships.  

Create a healthy competitive environment by gamifying rewards 

One way to induce friendly competition in the workplace is to take advantage of gamification. Competitiveness should be in moderation and not overly competitive because that can lead to burnout and unhappiness. Gamification helps introduce a fun element to the reward program, making it easy for everyone to be on board.  

Inventing new ways to reward top performers 

Bring in new ideas to the rewards program, now and then. Innovate to give your people real-world rewards. It is natural for boredom to seep in with regular stuff, thereby, decreasing the overall value of the reward system. To ensure that your employees are consistent in their quest to perform better every time, it is essential to refresh your R&R program from time to time. There should be an ever-evolving reward system for employees to feel truly incentivized to avoid stagnancy and a taken-for-granted attitude. 

It is all about personalization today 

Ensure rewards are personalized too. This can make a key difference in employee engagement and the recognition process. Be it consumerism or human resource retention policies, offering tailor-made incentives can make top performers feel acknowledged and recognized even more. For example, lunches can be a one-to-one affair with a senior manager or one of the top bosses. Small efforts like these can reflect that the employer cares for what the employee has achieved. Such endeavors also motivate others to excel in their job.  

Inundate rewards programs with personal development factors and causes close to employees 

Personal development is a topic close to every employee. Be it junior or senior personnel, everyone wants to progress in life. Giving opportunities to employees to develop their skills and improve their know-how is one of the best rewards. Plus, upskilled workers can add value to your organizational goals too. Yes, such endeavors can be expensive. But, the end results are brilliant and worth the time and money.  

Another way to show your employees that you care is to let individuals give time to causes that they are passionate about. Company-level feedback can be taken on what is close to their heart, and the company can choose to align with causes that most feel about. Or let individuals make use of volunteering leaves. It can have an everlasting impact in enhancing the company’s corporate image, helping attract deserving talent. 

Nurture self-esteem of employees 

Motivating employees just doesn’t come from financial rewards. Intrinsic motivation comes from giving employees control over their work. Give them the reins. Keep the communication channels open and celebrate achievements. Give them opportunities to train and teach others. Offer them coaching support in case of setbacks. Feature them on your brand website as Top or Consistent Performers. There are multiple ways to strengthen the self-esteem of individual workers. 

Research before gifting your employees 

Another way to ensure that your R&R programs are truly motivating is to find out what kind of rewards they want from your people. There are innumerable choices of gift cards, staycation rewards, event tickets, monetary incentives, creative rewards, etc. Give employees the freedom to choose because that can drive maximum employee satisfaction. 

Conclusion  

Many factors affect employee productivity, and a strong forceful Rewards & Recognition program is one essential element of making the workplace performance-oriented, engaging, and fun. Thankfully, modern technology has helped evolve various high-tech platforms that facilitate rewarding and incentivizing seamlessly. Buzzz is one platform that helps you comprehensively implement, monitor, and track your R&R program. Features like peer-to-peer recognition ensure that appreciation and positive feedback can occur even when workers are remotely working. Contests can be integrated to infuse healthy competitiveness in the workplace. Instant rewards, instant recognition, gamification, and a centralized dashboard can provide a strong impetus to your R&R program. 

 
 
minimal love hearts background with text space

Bring love to work: The ultimate way to engage employees

Bring love to work: The ultimate way to engage employees

Bring love to work: The ultimate way to engage employees

Bring love to work: The ultimate way to engage employees 

Stephen Stills had once written – “If you can’t be in the job you love…love the job you’re in.”  

Love is a very strong human feeling – a sentiment that connects two or more people, a person with activities, inanimate objects, etc. The feeling is blended with emotions, gratitude, purpose, and more. However, love takes effort. 

Our topic today is about being in love with work. We mostly limit love between two or more individuals or between individuals and hobbies like cooking, music, dance, etc., but here we are extending the concept to how viewing work from the lens of love can help improve organizational work culture. Loving work is being emotionally connected with the tasks at hand, is about looking forward to being occupied and doing something meaningful.  

What is love? The essence of being in love with your work  

Leaving aside the fairytale stories, love is when two people bond with one another, have affectionate feelings that they mutually share, and are drawn into a relationship of commitment. The bond is marked with feelings of care and mutual respect. The relationship is about filling their lives with positivity, warmth, and a general sense of being appreciated and seen. Can this analogy be extended to the workplace?  

“The bond is marked with feelings of care and mutual respect.” 

Ideally, yes. It would be great if employees love their work with as many emotions as they love their family and friends because love brings out the best in an individual. Love filles people with positive energy. They become enthusiastic and motivated. Thus, they would give their best in every aspect of their job, be it the tasks at hand or maintaining a strong emotional connection with employers, managers, peers, and subordinates. But, that’s too utopian because, in reality, most employees are not as motivated as you want them to be. Considering that only 15% of the total workforce is engaged with their work, most employees come to work every day not with a lot of love.  

There are enough and more statistics about employee engagement at the workplace that indicate that love is missing in the workplace or, in other words, employees work, but they do so because of various reasons and compulsions and not per se because they love to work. That special feeling or attachment seems absent in about 85% of the workforce. Consequently, it is leaving an ever-lasting impact on their productivity, which in turn influences your organizational goals and business performances. Thus, understanding the essence of ‘being in love with work’ and doing your bit as an employer, manager, or HR is important.  

You would want to have employees fall in love with work for obvious reasons. When they love what they do, they enjoy it and go the extra mile. For example, we love being with our close-knit group, which accentuates our best form, our true self. We are comfortable in our skin, have no pretension, and have the best time ever. That is how it should be at work too. When employees are in love with work, they are bound to enjoy coming to work, day after day. Not just that, they will happily go the extra mile to collaborate and work as a team with their subordinates, colleagues, and superiors and contribute willingly towards a better organizational culture.  

Is it practically possible to always love what one does for a livelihood? Maybe not because every job has certain aspects that are not too pleasant. Being in love with work does not mean that one has to love everything about their task. We don’t love everything about our partners, kids and parents, do we? We love them despite it. We love them because the moments of joy and contentment experienced with them are more than the moments of discord or unhappiness. 

“The essence of loving work is that it inspires the person to do his job well.” 

Bringing love to work – strengthens trust, builds a collaborative workforce 

Being in love with work can be very rewarding because it helps employees search and look for positive things, bringing optimism and trust to the workplace. Loving work generates the passion for outdoing the previous performance. It is a big turn-on, not just for an individual employee but people around him because pragmatism attracts like-minded attributes. Work is no longer a monotony that one has to get through daily since the individual enjoys the job at hand. It is a great way to bring in a constructive mindset and approach that can become the foundation for creating a collaborative workspace. 

This Valentine’s Season – set a goal for enhancing the emotional connection with work  

Being in love with work is more about the intrinsic nature of the employee. Employers might wonder what they can do to make their employees love work. There are two things that employers can do as facilitators of loving work:   

Create a culture where employees love their work and are emotionally connected 

Employers need to create a culture where employees are motivated enough to give their best and work dedicatedly. While most of the emotional connection with work is in the hands of individual employees, HR and employers can do everything possible to make the workplace fun, motivating, and inspiring. For example,  

  • Continuous and consistent performance analysis and management. 
  • Create a high-trust work environment.  
  • Ensure inclusiveness in team meetings, work distribution, etc. 
  • Ensure pay parity and fair treatment.  
  • Frequent, open, and honest communication  
  • Fair and justified rewards & recognition system in place.  
  • Offer career growth and learning opportunities.  

 Fortify love for work with reinforcements in daily life

If your employees love work, you can keep them motivated by offering reinforcements. Such motivations assure employees that they are on the right track. One of the best reinforcement is peer-to-peer appreciation.Verbal acknowledgment or an electronic message in cognizance on a public platform from a peer reinforces his philosophies about work. Similarly, another aspect is about being appreciated by seniors and team leaders. A pat on the back, a listening ear, and an empathetic outlook can work wonders for employees trying to work self-assuredly and give their best.   

Conclusion 

How do you show appreciation when you love someone? The easiest and the quickest way is to compliment them. Buzzz by GRG India is a Reward & Recognition platform that can be used to appreciate team members with peer-to-peer recognition features. Such platforms encourage open feedback and communication that can be used as an effective medium to help enhance confidence in employees to keep loving their work. 

Stephen Stills had once written – “If you can’t be in the job you love…love the job you’re in.”  

Love is a very strong human feeling – a sentiment that connects two or more people, a person with activities, inanimate objects, etc. The feeling is blended with emotions, gratitude, purpose, and more. However, love takes effort. 

Our topic today is about being in love with work. We mostly limit love between two or more individuals or between individuals and hobbies like cooking, music, dance, etc., but here we are extending the concept to how viewing work from the lens of love can help improve organizational work culture. Loving work is being emotionally connected with the tasks at hand, is about looking forward to being occupied and doing something meaningful.  

What is love? The essence of being in love with your work  

Leaving aside the fairytale stories, love is when two people bond with one another, have affectionate feelings that they mutually share, and are drawn into a relationship of commitment. The bond is marked with feelings of care and mutual respect. The relationship is about filling their lives with positivity, warmth, and a general sense of being appreciated and seen. Can this analogy be extended to the workplace?  

“The bond is marked with feelings of care and mutual respect.” 

Ideally, yes. It would be great if employees love their work with as many emotions as they love their family and friends because love brings out the best in an individual. Love filles people with positive energy. They become enthusiastic and motivated. Thus, they would give their best in every aspect of their job, be it the tasks at hand or maintaining a strong emotional connection with employers, managers, peers, and subordinates. But, that’s too utopian because, in reality, most employees are not as motivated as you want them to be. Considering that only 15% of the total workforce is engaged with their work, most employees come to work every day not with a lot of love.  

There are enough and more statistics about employee engagement at the workplace that indicate that love is missing in the workplace or, in other words, employees work, but they do so because of various reasons and compulsions and not per se because they love to work. That special feeling or attachment seems absent in about 85% of the workforce. Consequently, it is leaving an ever-lasting impact on their productivity, which in turn influences your organizational goals and business performances. Thus, understanding the essence of ‘being in love with work’ and doing your bit as an employer, manager, or HR is important.  

You would want to have employees fall in love with work for obvious reasons. When they love what they do, they enjoy it and go the extra mile. For example, we love being with our close-knit group, which accentuates our best form, our true self. We are comfortable in our skin, have no pretension, and have the best time ever. That is how it should be at work too. When employees are in love with work, they are bound to enjoy coming to work, day after day. Not just that, they will happily go the extra mile to collaborate and work as a team with their subordinates, colleagues, and superiors and contribute willingly towards a better organizational culture.  

Is it practically possible to always love what one does for a livelihood? Maybe not because every job has certain aspects that are not too pleasant. Being in love with work does not mean that one has to love everything about their task. We don’t love everything about our partners, kids and parents, do we? We love them despite it. We love them because the moments of joy and contentment experienced with them are more than the moments of discord or unhappiness. 

“The essence of loving work is that it inspires the person to do his job well.” 

Bringing love to work – strengthens trust, builds a collaborative workforce 

Being in love with work can be very rewarding because it helps employees search and look for positive things, bringing optimism and trust to the workplace. Loving work generates the passion for outdoing the previous performance. It is a big turn-on, not just for an individual employee but people around him because pragmatism attracts like-minded attributes. Work is no longer a monotony that one has to get through daily since the individual enjoys the job at hand. It is a great way to bring in a constructive mindset and approach that can become the foundation for creating a collaborative workspace. 

This Valentine’s Season – set a goal for enhancing the emotional connection with work  

Being in love with work is more about the intrinsic nature of the employee. Employers might wonder what they can do to make their employees love work. There are two things that employers can do as facilitators of loving work:   

Create a culture where employees love their work and are emotionally connected 

Employers need to create a culture where employees are motivated enough to give their best and work dedicatedly. While most of the emotional connection with work is in the hands of individual employees, HR and employers can do everything possible to make the workplace fun, motivating, and inspiring. For example,  

  • Continuous and consistent performance analysis and management. 
  • Create a high-trust work environment.  
  • Ensure inclusiveness in team meetings, work distribution, etc. 
  • Ensure pay parity and fair treatment.  
  • Frequent, open, and honest communication  
  • Fair and justified rewards & recognition system in place.  
  • Offer career growth and learning opportunities.  

 Fortify love for work with reinforcements in daily life

If your employees love work, you can keep them motivated by offering reinforcements. Such motivations assure employees that they are on the right track. One of the best reinforcement is peer-to-peer appreciation.Verbal acknowledgment or an electronic message in cognizance on a public platform from a peer reinforces his philosophies about work. Similarly, another aspect is about being appreciated by seniors and team leaders. A pat on the back, a listening ear, and an empathetic outlook can work wonders for employees trying to work self-assuredly and give their best.   

Conclusion 

How do you show appreciation when you love someone? The easiest and the quickest way is to compliment them. Buzzz by GRG India is a Reward & Recognition platform that can be used to appreciate team members with peer-to-peer recognition features. Such platforms encourage open feedback and communication that can be used as an effective medium to help enhance confidence in employees to keep loving their work. 

Workplace-relationship-building-pastime-or-productivity-fueler

Workplace Relationship-building: Pastime or Productivity Fueler?

Workplace Relationship-building: Pastime or Productivity Fueler?

Workplace Relationship-building: Pastime or Productivity Fueler?

Workplace connections or relationships are crucial, especially today when more and more of our waking hours are spent at work. But, being connected at work does not mean being at home like one big happy family.

Workplace relationships create a positive culture where collaborations and a healthy working attitude can be nurtured. Sometimes these connections can develop into friendships, but the essence remains that connections at work can play a crucial role in efficient working. 

We are discussing workplace connections and relationships today because, generally, such aspects get ignored – such relationships seem unimportant to many leaders.

The fact is that many team leaders and managers rather discourage their team members from getting close with one another and remain stoically unaffected by the presence of others. But, many other leaders work progressively to create an ecosystem where employee relationships and connections are encouraged.  

What do workplace relationships mean? 

Irrespective of what it sounds like, workplace connections is not about building utopian teams. It means creating a well-balanced and focused team with team members who are completely in sync with each other. 

Relationships at work are more about relating and respecting each other’s perspectives and ideas. It is about understanding each other’s values and backgrounds.

Organizations do not have to create separate strategies for ensuring workplace connections. It can be weaved in the system as part of organizational culture.

But, why would one want to focus on this part that seems quite personal, and dependent on employees’ interpersonal skills?  

Do workplace connections matter? 

Connections matter. Man is a social being. We cannot usually do well in solitude. Companionship is an essential aspect of our lives.

The more our connections, the better it is for our mental and physical well-being. We need to have ties with people around us. Once the basic connections, meaning family and friends, are in place, we look at opportunities to establish more connections outside our social circle.   

And, of all such relationships, workplace connections are found to have a big impact on our stress levels, our behaviors, and performance levels.

It has been found that poor interpersonal relationships between workers can bring down their performance and attribute to increased stress.

Let us first understand the science behind human relationships.  

The science behind relationships 

Being part of a community where we belong is a basic human need as identified by psychologists.

Our physiological makeup is highly responsive to positive social connections. It affects our mental and physical health. The brain releases more oxytocin when socially connected. This hormone is related to motivation, the feel-good factor, and reliability.

Research also states that when a person works alone, he undergoes social pain in exactly the same part of the cerebrum as physical pain.

In another research in 2008, it was found that positive connections strengthen the body’s immune system, cardiovascular and neuroendocrine systems. 

Reasons to support workplace connections 

Enhances knowledge, especially in low-skilled tasks 

With strong workplace connections,  knowledge exchange is encouraged viably. Especially, in a factory, on the shop floor, a construction site, etc.

The positive attribute of workers being connected socially helps them ask questions, raise queries, give feedback or raise alarms effectively.

They feel more empowered to clarify doubts or learn a new aspect of work without apprehension.

Simply stated, they can walk up to a senior to ask for help, be it in the professional context or personal, without the fear of being rebuked or judged. 

Supports employee wellness and well-being endeavors

Employers spend thousands of dollars on employee wellness programs. Encouraging and fostering a positive work environment focused on employee connections can contribute to employee well-being in many ways.

Firstly, with sound working relationships in place, work is more enjoyable and stress-free. To a great extent, employee connections build a tension-free atmosphere that contributes to employees’ mental and physical health.

In one study by Mayo Clinic, it was found that when individuals have strong social support, they are prone to fewer illnesses and diseases.

In the workplace, when employees are encouraged to bond with their peers and colleagues at a personal level, it can keep employees happy, pepped up, and healthy. Thus, helping in supporting employee wellness initiatives.  

Fortifies employee engagement 

When employee connections are strong, there is bound to be greater respect and trust amongst employees. It, in turn, promotes a cohesive working environment that is extremely good and a prerequisite for teamwork and collaboration.

It impacts employee engagement creating a positive work environment that motivates employees to do their best. Consequently, the organization starts to gain credibility in the recruitment market, as the attrition rates consistently stay low.  

Supports innovation and productive working 

A study by the Center for Advanced Human Resource Studies at Cornell University in 2012 stressed the importance social connections in the workplace. Called the ‘Building Strong Social Connections Increases Innovation Capability,’ the study corroborated what behavioral psychologists have always said.

It mentioned how social connections amongst employees at work could help a company get an edge over the competition with the enhanced innovation capabilities.

Not just that, employee productivity is impacted by social connections too.

As we have already seen, positive work culture can be successfully created with employee relationships. It leads to lower stress levels offering an enhanced ambiance for employees to give their best.

Plus, there are lesser cases of absenteeism, lower energy levels during work, cases of burnout and irritability. It creates opportunities for employees to contribute whole-heartedly towards organizational goals, team objectives, and personal ambitions. 

Develops collaborative mindset 

Employee connections set the tone for collaborative working. That is the reason why many organizations invest a lot in team-building exercises. Because such activities help diminish hurdles and challenges to create social connections.

For example, people from the junior levels are teamed up with seniors, where they are able to set aside hierarchical differences and have fun together. They laugh together, build things together, challenge each other, and mingle with one another.

Getting the chance to get to discern each other at a personal level makes everyone more comfortable. It can be a big blessing helping promote collaboration, gratitude, respect,  and positivity. 

How to promote positive relationships at the workplace? 

It is clear that employers need to encourage connections between and across groups of employees. What are the ways to help employees connect with one another, especially so that a collaborative ecosystem can be fostered? 

  1. Lend a listening ear to your team members. More often than not, leaders and team leads are too busy. They do not have the time to stop and listen to their team. Encouraging conversations is the route to building connections amongst team members. It can be effective by being available and present when they want to talk and share. Taking the time out to listen to them helps build strong engagements, not just with colleagues but also with the organization and their work.  
  2. Encourage team members to chat and engage in informal chats to promote the building of connections. This is why many organizations earmark budgets at the beginning of the year for offsite, employee workshops, fun days, Friday lunches, etc. These events offer coworkers to interact and get to know each other better. 
  3. Conveying appreciation is another way to let employees know that their work matters greatly. Simple small messages can do wonders. Using digital platforms with centralized dashboards helps colleagues leave appreciative messages for one another, creating positive work culture.  
  4. Celebrating important milestones and events is another way to build workplace connections. Landmark events like weddings, birthdays, babies’ arrival, promotions, meeting targets, etc., are great ways to collaboratively celebrate important events showing the employees that their special moments matter to their employers.  
  5. Rewards and recognition are another impressive way to send a message of positivity across to the team. Companies like Johnson & Johnson give the Superhero Award to employees during the heights of the Covid-19 pandemic. 

 

Conclusion 

In a world where remote working, work-from-home modules, and scattered employees working in different time zones or business verticals are increasing, the use of digital platforms to help build workplace connections is becoming even more essential. Be it a simple greeting when starting work or cheering someone for doing good work, Letsbuzz has it all. Social walls, badges, rewards, certificates, celebrations, dashboards, discussion boards, community boards, etc., are all various tools that can push employees to connect with one another effectively. 

Click here to book a free, no-obligation demo with our experts today.

Workplace connections or relationships are crucial, especially today when more and more of our waking hours are spent at work. But, being connected at work does not mean being at home like one big happy family.

Workplace relationships create a positive culture where collaborations and a healthy working attitude can be nurtured. Sometimes these connections can develop into friendships, but the essence remains that connections at work can play a crucial role in efficient working. 

We are discussing workplace connections and relationships today because, generally, such aspects get ignored – such relationships seem unimportant to many leaders.

The fact is that many team leaders and managers rather discourage their team members from getting close with one another and remain stoically unaffected by the presence of others. But, many other leaders work progressively to create an ecosystem where employee relationships and connections are encouraged.  

What do workplace relationships mean? 

Irrespective of what it sounds like, workplace connections is not about building utopian teams. It means creating a well-balanced and focused team with team members who are completely in sync with each other. 

Relationships at work are more about relating and respecting each other’s perspectives and ideas. It is about understanding each other’s values and backgrounds.

Organizations do not have to create separate strategies for ensuring workplace connections. It can be weaved in the system as part of organizational culture.

But, why would one want to focus on this part that seems quite personal, and dependent on employees’ interpersonal skills?  

Do workplace connections matter? 

Connections matter. Man is a social being. We cannot usually do well in solitude. Companionship is an essential aspect of our lives.

The more our connections, the better it is for our mental and physical well-being. We need to have ties with people around us. Once the basic connections, meaning family and friends, are in place, we look at opportunities to establish more connections outside our social circle.   

And, of all such relationships, workplace connections are found to have a big impact on our stress levels, our behaviors, and performance levels.

It has been found that poor interpersonal relationships between workers can bring down their performance and attribute to increased stress.

Let us first understand the science behind human relationships.  

The science behind relationships 

Being part of a community where we belong is a basic human need as identified by psychologists.

Our physiological makeup is highly responsive to positive social connections. It affects our mental and physical health. The brain releases more oxytocin when socially connected. This hormone is related to motivation, the feel-good factor, and reliability.

Research also states that when a person works alone, he undergoes social pain in exactly the same part of the cerebrum as physical pain.

In another research in 2008, it was found that positive connections strengthen the body’s immune system, cardiovascular and neuroendocrine systems. 

Reasons to support workplace connections 

Enhances knowledge, especially in low-skilled tasks 

With strong workplace connections,  knowledge exchange is encouraged viably. Especially, in a factory, on the shop floor, a construction site, etc.

The positive attribute of workers being connected socially helps them ask questions, raise queries, give feedback or raise alarms effectively.

They feel more empowered to clarify doubts or learn a new aspect of work without apprehension.

Simply stated, they can walk up to a senior to ask for help, be it in the professional context or personal, without the fear of being rebuked or judged. 

Supports employee wellness and well-being endeavors

Employers spend thousands of dollars on employee wellness programs. Encouraging and fostering a positive work environment focused on employee connections can contribute to employee well-being in many ways.

Firstly, with sound working relationships in place, work is more enjoyable and stress-free. To a great extent, employee connections build a tension-free atmosphere that contributes to employees’ mental and physical health.

In one study by Mayo Clinic, it was found that when individuals have strong social support, they are prone to fewer illnesses and diseases.

In the workplace, when employees are encouraged to bond with their peers and colleagues at a personal level, it can keep employees happy, pepped up, and healthy. Thus, helping in supporting employee wellness initiatives.  

Fortifies employee engagement 

When employee connections are strong, there is bound to be greater respect and trust amongst employees. It, in turn, promotes a cohesive working environment that is extremely good and a prerequisite for teamwork and collaboration.

It impacts employee engagement creating a positive work environment that motivates employees to do their best. Consequently, the organization starts to gain credibility in the recruitment market, as the attrition rates consistently stay low.  

Supports innovation and productive working 

A study by the Center for Advanced Human Resource Studies at Cornell University in 2012 stressed the importance social connections in the workplace. Called the ‘Building Strong Social Connections Increases Innovation Capability,’ the study corroborated what behavioral psychologists have always said.

It mentioned how social connections amongst employees at work could help a company get an edge over the competition with the enhanced innovation capabilities.

Not just that, employee productivity is impacted by social connections too.

As we have already seen, positive work culture can be successfully created with employee relationships. It leads to lower stress levels offering an enhanced ambiance for employees to give their best.

Plus, there are lesser cases of absenteeism, lower energy levels during work, cases of burnout and irritability. It creates opportunities for employees to contribute whole-heartedly towards organizational goals, team objectives, and personal ambitions. 

Develops collaborative mindset 

Employee connections set the tone for collaborative working. That is the reason why many organizations invest a lot in team-building exercises. Because such activities help diminish hurdles and challenges to create social connections.

For example, people from the junior levels are teamed up with seniors, where they are able to set aside hierarchical differences and have fun together. They laugh together, build things together, challenge each other, and mingle with one another.

Getting the chance to get to discern each other at a personal level makes everyone more comfortable. It can be a big blessing helping promote collaboration, gratitude, respect,  and positivity. 

How to promote positive relationships at the workplace? 

It is clear that employers need to encourage connections between and across groups of employees. What are the ways to help employees connect with one another, especially so that a collaborative ecosystem can be fostered? 

  1. Lend a listening ear to your team members. More often than not, leaders and team leads are too busy. They do not have the time to stop and listen to their team. Encouraging conversations is the route to building connections amongst team members. It can be effective by being available and present when they want to talk and share. Taking the time out to listen to them helps build strong engagements, not just with colleagues but also with the organization and their work.  
  2. Encourage team members to chat and engage in informal chats to promote the building of connections. This is why many organizations earmark budgets at the beginning of the year for offsite, employee workshops, fun days, Friday lunches, etc. These events offer coworkers to interact and get to know each other better. 
  3. Conveying appreciation is another way to let employees know that their work matters greatly. Simple small messages can do wonders. Using digital platforms with centralized dashboards helps colleagues leave appreciative messages for one another, creating positive work culture.  
  4. Celebrating important milestones and events is another way to build workplace connections. Landmark events like weddings, birthdays, babies’ arrival, promotions, meeting targets, etc., are great ways to collaboratively celebrate important events showing the employees that their special moments matter to their employers.  
  5. Rewards and recognition are another impressive way to send a message of positivity across to the team. Companies like Johnson & Johnson give the Superhero Award to employees during the heights of the Covid-19 pandemic. 

 

Conclusion 

In a world where remote working, work-from-home modules, and scattered employees working in different time zones or business verticals are increasing, the use of digital platforms to help build workplace connections is becoming even more essential. Be it a simple greeting when starting work or cheering someone for doing good work, Letsbuzz has it all. Social walls, badges, rewards, certificates, celebrations, dashboards, discussion boards, community boards, etc., are all various tools that can push employees to connect with one another effectively. 

Click here to book a free, no-obligation demo with our experts today.