Employee gifting, rewards & recognition

Employee gifting, rewards & recognition

Besides getting paid well and looking forward to benefits, employees often want to be treated fairly and appreciated for their work. It motivates them to contribute substantially to the growth of the organisation. Many organisations are already having their employee recognition programs in place to thank employees for various achievements. A recent survey conducted by the Society for Human Resource Management (SHRM) and Globoforce revealed that almost 80 per cent of the organisations have an employee recognition program.

What is employee gifting, rewards and recognition?

There are several programs that have been framed to recognize the contributions of the employees. Some of the notable ones are the length of the tenure in the organisation, five-year increments, one-time commendable achievements, remarkable performance over a period of time. The subsequent rewards for such performance would range from simple handwritten thank-you notes, an on-the-spot cash award, paid time off and gift cards for retailers or restaurants. Taking rewarding a bit further, there are organisations that also offer vacation packages for exemplary achievements. There could be public recognition as well as employee appreciation events to thank the employees for their efforts.

The employee appreciation program of an organisation must be designed in a manner that gels well with the overall culture, values and mission. Overall, it must a holistic idea which could have better participation and benefits for the employees. Employee gifting and rewards and recognition are also very helpful for improving engagement and loyalty towards the brand and organisation. The human resources policies must be crafted in a manner that promotes frequent recognition of employees through performance awards. These gestures often help create a positive company culture and also improve the employer-employee relationship.

Importance of employee gifting, rewards and recognition

Appreciation from employers can have a tangible impact on the minds of employees. An employee’s wellness can get a boost, stress can be lessened, and metabolism and sleep can be increased if employers show gratitude, according to an Emergenetics International article. Employee wellness will have a direct impact on productivity and subsequent work results. Employee’s well-being and health will get boosted which is very important as there is a lot of stress that people already face in their lives. Here are some of the benefits:

Improves employee wellness

Employees need constant motivation and confidence to perform at their best capabilities and acknowledgement helps a lot. It will also help foster loyalty and better working relationships. A workplace must always positive vibes and a culture of constructive feedback and regular appreciation. Happy employees are productive which directly affects their performance.

Improves morale

The leadership of an organisation must play an important role in employee motivation. Some of the most valuable assets of the organisation can be always motivated by letting them know that leadership is recognising their hard work.

Promotes self-awareness and self-improvement

Employee gifting, rewards and recognition can also play a vital role in helping employees realize self-awareness and work towards self-improvement. There will be a great opportunity to provide employees with opportunities to learn and grow. This learning process can be incentivised which could also motivate other employees to do the same.

Help in employee retention and talent attraction

Retaining the existing workforce can be best achieved through employee gifting and recognition. Apart from retaining the best employees, a good rewards and recognition program will also help in attracting the best talent that is available in the market. Employee retention has several facets like employee appreciation, emotional intelligence of the management, job satisfaction and security, etc. If any of these areas lack, there is a good chance that the organisation will have a high turnover rate.

Employee gifting, rewards and recognition

Many organisations have realized that employee gifting and recognition programs have the power to shape the direction of any business and employees. Engagement, productivity, morale and retention are a few factors that readily get affected through such programs. The Indian work scene is not far behind as many of the country’s businesses have realized the importance of employee gifting and recognition. According to a dipstick survey conducted by Zeta, 92 per cent of employees want rewards and recognition during special occasions. On the contrary, only 55 per cent of employees received rewards during special occasions or completion of a milestone. It points out to the fact that there is a wide gap in what employees seek from their employers and how much the employers actually give back to their employees.

Challenges related to Employee gifting, rewards and recognition

The importance of employee gifting and recognition cannot be challenged. However, still many organisations have not been able to implement such programs holistically, which could be due to several reasons. There can be several logistical challenges that could prevent many small and medium-sized businesses from implementing employee gifting and recognition programs. The 2013 Power of Employee Recognition report by Aberdeen Group stated that only 14 per cent of the organisations offer managers the necessary support required to implement such programs. For businesses that have their operations spread across different regions, it could also mean increased costs, which affects the implementation of such programs. Here are some of the reasons that prevent the implementation of employee gifting and recognition programs.

Logistics and procurement

If heavy logistics and heavy procurement support are required, it becomes very difficult for human resource teams to procure rewards and gifts for employees. Placing orders, tracking them and the final receipt could be an overwhelming task that needs a lot of time.

Transparency issues

If the budget assigned for employee gifting and rewarding is not used transparently, implementation of such programs will be tough. Many businesses find it tough managing the finances and documenting the spending.

Misappropriation of funds and resources

There will be always a concern among the organizers as employee gifts have a monetary value. Chances of these being stolen are very likely which could affect the overall program.

Vendor management

Coordinating with several vendors for different requirements can be a tough task which could delay the overall process of gifting and rewarding. Many things need to be considered and adhered to like the timelines, pricing, delivery, etc. Also, the receipt of products from the vendors according to the expectations could be a concern.

Ready-to-gift items

It is important to reward and recognize employees when their achievements are accomplished. On many occasions, there will be a need for unplanned rewards maintaining an inventory of gift vouchers is very important, which could not be possible at all times.

When should employers gift their employees?

Reasons and occasions to celebrate and gift the employees can be many. It could be performance-based rewards, celebratory rewards or annual bonus. It is important to gift the employees at the right time to improve the effectiveness of the rewards. While it could be a challenge maintaining the timelines as procurement has a major role to play in the entire exercise, none the less having fixed timelines is important. Timely rewards will give the employees a lot of happiness and the gratitude will be unmatched. To celebrate the achievements of employees, timely rewards are essential to realizing the essence of such programs.

What gifts employers give to their employees?

There have been several surveys conducted to identify the trends in the employee gifting and recognition segment and there are some interesting insights on offer. Gift cards and vouchers remain a preferred choice for many organisations when it comes to offering rewards during festive occasions, birthdays, etc. Sweet boxes are the second most popular items that are generally distributed in most Indian companies during Diwali. Some of the other most popular gift items include home decor items, kitchenware and cash incentives.

It is but natural that employees do look forward to receiving gifts and rewards from their employers during festivities and other special occasions. However, most of the employees don’t appreciate the gifts they receive. A box of sweets which is very offered by most companies during Diwali is also one of the least-appreciated gifts by employees. There is a similar feeling for other eatable gift items like chocolate boxes and dry fruit boxes. Frustrated due to this, many employees pass these gift boxes to someone else.

Gift cards and vouchers remain the most preferred rewards for the employees. Cash handouts are also preferred by many employees as it gives them the freedom to buy a product of their choice with the gift card or cash they receive from their employers.

The future of employee gifting, rewards and recognition

Organisations that are looking to develop a comprehensive rewards and recognition program must understand the needs of their employees to make the program a success. While designing the program, answering important questions like what employees want and when they want is crucial. There are several resources available online that can offer good insights into the psyche of employees. The current workforce comprises of two generations, Gen X and millennials, and catering to their individual needs becomes important. Thus, it becomes very vital to have a balanced program that can appeal to both the generation of the employees. Finalizing gifts that will be liked by everyone can be a tough task but it is required. While a box of sweets can be appreciated by the Gen X employees, it might not find many takers among the millennials. Similarly, millennials might like gadgets or other products related to technology, which might not be liked by Gen X employees. This might complicate the situation and make it tough for employers to finalize an ideal gift that will be appreciated by both the generations.

A rewards and recognition program can be a comprehensive one with regular gifts being given to employees. There can be more than one reason to celebrate and frequent rewards can have positive results on employees and the overall organisation. Employee recognition events can also be a great way of breaking free from the monotony and boosting productivity levels. No doubt the rewards and recognition program can require a lot of investment in terms of money, time and efforts, but they are important. Employers can look for sustainability and make the program a rewarding experience for everyone by considering ways to reduce the costs and the time spent on the exercise. There can be tools and resources that can help employers simplify the program and its various modules.

Research can reveal the rewards and recognition programs of other organisations which can offer valuable insights. Special care must be taken to ensure that the program has a human element at its heart, while at the same time making sure it has all the modern aspects to it. The challenges related to logistics and procurement must be looked at innovatively to make the process simplified for all the stakeholders. Remember, the rewards and recognition programs should be all-inclusive and everyone must be covered for the rewards. If everyone is not eligible for the rewards, it could negatively affect the overall program. It doesn’t take much to appreciate or reward someone’s performance and it all depends on setting the right context and company culture. A good employee recognition program will have the best elements of the culture of the organisation, which can lay a strong foundation for better staff engagement, continuous growth and development of employees, and a solid employee retention strategy. There can’t be a better time to introduce comprehensive employee gifting and rewards programs. Organisations that offer smarter programs will have happy and productive employees, who will lead the businesses towards new heights of success.

Working women in India – A perspective

Working women in India – A perspective

India and its economy have made tremendous progress in recent years, with the GDP showing a 4X growth from the 90s till mid-2010s. However, women, by a fair distance, have not been able to grow and progress with the Indian economy. The female labour force participation rate stands at just 27 per cent when compared to the 96 per cent for men. With a global average of 49 per cent, India lacks far behind in terms of female participation in the workforce. There are several factors that influence the dismal rate of the participation of women at workplaces.

India’s deeply-rooted patriarchal norms restrict the mobility and freedom of women to live the life of their own and make their own decisions.

The burden of household work which is not in favor of women and unlikely to change any time in future.
Huge scarcity of gender-balanced and equally-paid jobs as compared to men.

It is important that women get the necessary access to jobs that pay them the same amount as received by their male counterparts. It’s a primary human right and not something that must be demanded. Women today are very ambitious and their lack of participation cannot be attributed to a lack of will or interest. Whether it’s urban or rural India, many women aspire to go and work if they get jobs that pay them well. According to the International Monetary Fund (IMF), India’s GDP can grow and become strong at a rapid rate if the subsequent participation of women in the workforce is increased. It only makes it imperative and logical that women who are talented can contribute towards a strong economy and a bright future for the country.

With the advent of digital technology, work practices are getting refined for good. As the businesses adopt the latest cutting-edge technology and solutions, the way people do their jobs and meet the goals and objectives of the organisations are getting changed. The time is ripe to rewrite the rules and reduce the gender disparities towards ensuring holistic participation of women and rewrite the rules of working women in India.

Why work distribution and responsibilities need a rework?

According to the 2017 Global Gender Gap Report, men only do 12 per cent of unpaid work as compared to the staggering 66 per cent done by women. It is a global phenomenon and affects women across the globe as they get burdened with numerous responsibilities. According to the Organisation for Economic Co-operation and Development (OECD), women spend close to eight hours of doing unpaid work as compared to one hour of unpaid work by men. Women also get engaged in a lot of care work for their children, elderly and end up spending almost five hours worth of their day doing that.

Women who spend a lot of time doing unpaid and care work will automatically have less freedom to make their decisions and live life according to their terms. In rural areas, young girls are often burdened with household chores and are not allowed to go for higher education. Also, there are several preconceived notions that in families where male member earns decently, the woman must not think of working. These are significant factors that further push women towards a lot of unpaid work and curtail their freedom to think and live an independent life.

There are women-centric work laws in India but often they paint a wrong picture or end up stereotyping an issue. The fact that Indian women receive 26 weeks of paid leave as part of their maternity benefits and nothing similar for men, highlights how women are primary caregivers. These laws, too, are available at only major corporations where women receiving such benefits are not many. Besides the significant gender wage gap, women are also left behind when it comes to promotions. Men, in most cases, do not try to remain away from work due to the fear of missing out and lagging behind their counterparts at the workplace. Policies must be redefined so that the caregiving responsibilities are a bit balanced to tilt it in the favor of working women in India.

Need for social security and protection

According to the “The Future of Work in India: Inclusion, Growth and Transformation” report published in 2018, around 51 per cent of the Indian workforce is self-employed. Casual labourers account for 33.5 per cent and regular, salaried workers are 15.6 per cent of the overall workforce. The national labour regulations do not cover all the above workers who form a significant portion of the workforce. At the same time, many women in India are a part of the informal economy as compared to professional jobs. Around 60 per cent of the Indian unregulated domestic work sector is occupied by women.

With the changing trends in businesses and economy, the world is witnessing a rising trend of independent contracting, gig economy, temporary work and platform work. These jobs offer a lot of advantages like reduced barriers to entry, lower transaction costs, cheaper access and flexibility. However, these jobs do not cover various aspects of social security and benefits that are given to employees in permanent jobs. There is a need to make better provisions for both social security and protecting the interests of those involved as independent workers. It can be given directly to individuals who work independently rather than routing it through their employees.

Need for a safer workplace for women

The 2013 Sexual Harassment of Women at Workplace Act that prevents, prohibits and offers redressal is a welcome measure but hardly known by those who must know it. Observer Research Foundation (ORF) and the World Economic Forum (WEF) conducted a survey in 2018, in which it was revealed that 84 per cent of organisations were unaware of this act. While policies would be available in many organisations, steady implementation becomes important. It is all the more crucial for the gig work economy that is already not a standard economy and doesn’t offer any security or protection of the rights of the freelancers. The rules and laws governing their interests must be created after all the gig economy is anticipated to grow rapidly in the coming years.

Safety, on the whole, remains a major issue for working women in India, besides the societal norms that restrict their free will and mobility. Many women in India still need to seek the permission of their husband or elders before making any decision or venturing out of the home. With the environment in most Indian states not safer for women, it further leads to decreased participation of women at work and other activities outside their house.

Need for diversification of women in other industries

Working women in India have been predominantly found in large numbers in sectors like healthcare, education, social work, to name a few. These industries do not offer high-paying jobs despite working patterns remaining at par with fellow industries. The participation of women in high-paying industries and jobs like IT and financial services remain very low. The jobs that are highly-skilled see 8 out of 10 positions filled by men. According to the 2018 ORF-WEF research study, 36 per cent of the organisations do not look forward to hiring female employees as they prefer male employees. This is in contrast to the perception that the participation of female employees in the workforce is seeing a rise. There are several challenges ahead in the form of uneven distribution of high-skilled jobs, occupational segregation, and gender preferences of organisations. The gender disparity is further visible in the choice of higher education. Boys are always groomed for higher studies so that they have better job prospects. There is a need to push women towards obtaining better degrees and subsequently taking up higher-paying jobs. They can also become role models and motivate the next generation, to eventually improve the situation.

Need for balanced wages

The 1976 India’s Equal Remuneration Act clearly states that the same or similar work must have equal pay for men and women. However, the disparity in the wages still continue and increase further with the factors like experience and age, which de-motivates women to continue working. Several countries around the world still have a significant gender pay gap, but most have managed to narrow it down. Iceland was the first country in the world in 2018 to make a mandate on the gender and ethnicity-based pay gap. Any organisation with over 25 employees requires auditing its accounts every three years to receive certifications from the Government. Such measures could really pave way for reducing the gender-based pay disparity in the future.

However, with the growing influence of the gig economy, the problem might not solve. According to the “India Wage Report, Wage policies for decent work and inclusive growth” report published in 2018, the highly-experienced men who work as freelancers earn twice the money as compared to their female counterparts. The issues are far from being addressed and the situation could take a lot of time and steady interventions to improve.

Need for a better inclusivity of women

Traditionally, the planning for most of the important, facilities, products and services have been designed keeping men in mind. Whether it was seat belts or medicines. It has been proven that seatbelts are less safe for women as according to studies, 47 per cent female drivers are more likely to get injured in a crash. Women and men have different anatomies and responses to certain medical conditions. Despite this fact, medicines have been usually tested on males, leaving women at risks. The importance of women in the consumer world has largely been restricted to cosmetics and there is a growing need to think beyond that. There lies a bright opportunity for course correction and make future products and services women-oriented.

Currently, only 14 per cent of working women in India run businesses, which can be attributed to the fact that there is a lack of access to finance and resources. The establishment of the Entrepreneurship Platform (WEP) by Niti Aayog could be termed as the step in the right direction. The participation of women in the Indian parliament is around 10-15 per cent which is a cause of concern again. The situation will only improve if more women are posted at leadership positions. It will help make the voices of other women heard and inspire the next generation of women to become leaders and bring about the much-needed change. Social media and its immense potential can be harnessed in the right manner to bring a mind-shift change.

What the future holds for working women in India

As the trends in the business world change, the gig economy, which is on the rise, can be a great opportunity for women to contribute their valuable skills while at the same time retaining flexibility. With the changing business patterns, non-routine tasks will require better skills like listening, interpretation, problem-solving, communication, etc. Women have been traditionally known to be better listeners, which has been further validated through a study conducted by the Organisation for Economic Co-operation and Development (OECD). According to the study, women were found to be better than men when it comes to problem-solving in teams. This was proved in all of the 52 countries that were surveyed. This makes women well-prepared for the challenges that lie ahead. Inclusion has been spoken for a very long time and there can’t be a better opportunity to implement it whole-heartedly.

To conclude, there is nothing that could stop women from breaking the social norms, shedding off inhibitions and standing at par with men in any of the male-dominated industries. However, for that to happen, working women in India must be first the given the chance to occupy the same space as men at the workplaces.

Why are millennial’s important and how to motivate them?

Why are millennial’s important and how to motivate them?

Millennial is a term that is frequently used to define a person who has reached adulthood in the early 21st century. People who are born between 1980 and 2000 are considered to be a part of this group of people. However, there is a lot of contradictory information regarding the period that is covered to group millennial’s.

Millennial’s – who exactly are they?

Many authors, publications and researchers consider those people with the birth year as the 1970’s to early 90’s as millennial’s, while some use up to 2004 as the ending birth year. The earliest use of the phrase dates back to the time when it was used to define those individuals who graduated from high school in 2000. There are several views and conflicting opinions regarding the start and end of birth years, however, a common consensus remains where people who are born in the 1980’s and have come of age in 2000 are considered millennial’s.

Like any other cultural generation, millennial’s belong to the same age group and share similar attitudes, problems and ideas. Ideally, millennial’s should have been referred to as Generation Y, since the generation before them was called Generation X. To further delve into the generation phenomenon, millennial’s are considered as Echo Boomers since there was a major spike in the birth rates in the 1980’s and 1990’s and they are the children of Baby Boomers. Media, digital technology and communications tools and devices are some of the things that the millennial’s are most familiar with.

Characteristics of millennial’s

In recent years, several studies have been conducted to study the behavior and traits of millennial’s and they have been classified in several ways. Many positive and negative aspects have been attributed to them based on their views and overall conduct.

A story published in Time magazine in May 2013, says, “They’re narcissistic. They’re lazy. They’re coddled. They’re even a bit delusional”. Millennial’s have also been described as overly ambitious as they tend to switch jobs quickly. They are also considered lazy, materialistic and someone who always thinks of themselves without considering the needs of others. However, on the flip side, they are also considered very liberal, open-minded, confident, thoughtful and open to new ideas and thoughts.

Millennial’s workforce statistics

According to Deloitte’s eighth annual millennial survey, the Indian millennial’s and Generation Z are considered very optimistic as compared to their global counterparts. The survey, conducted in 2019, was based on the views of 13,416 millennia’ls from 42 countries and 3009 Gen Zs from 10 different countries. 300 Indians each in the millennial’s and the Generation Z category were a part of the sample size.

There are many bright aspects that have come out of the survey which explain what millennial workers want:

  • Out of all the 40 countries that participated in the survey, Indian millennial’s and Generation Z have the second most optimistic outlook.
  • Aside from traditional ambitions like home ownership and better jobs and salaries, they are more concerned about making an impact on society through their work.
  • Millennial’s and Generation Z are confident about facing work-related challenges in the future, but also think that Industry 4.0 will make it difficult for them to get and switch jobs.
  • Millennial’s believe that some of the most pressing issues plaguing the world today will be solved by businesses.
  • They are wary of online frauds and data security and also believe that social media is doing more harm than good.
  • They are also very optimistic about politics, environment, socio-economics, and personal issues.

When it comes to social media, 84% of them believe that their physical health could improve if they concentrate on other things. 81% responded saying that their happiness levels will go up with reduced time spent on social media, while 72% of them were concerned that their anxiety levels will go up if they don’t check their social media profiles for a day or two.

How millennial’s perceive work

Millennial’s are quickly making up the largest segment of the workforce and in many ways redefining the overall workforce segment. This means that their needs and desires cannot be compromised and managing and motivating millennial’s are very important. Depending on the culture in which they grew up, millennial’s have several work-related characteristics that are listed below.

Millennial’s love technology

Having grown up in the era of the technology boom, millennial’s are glued to the technology of all sorts and use it effectively at their workplaces. Be it their smartphones, laptops or any other latest gadget, you name it and they have it. Communicating with them is very easier as they are online for the most part of the day and make good use of the Internet to stay connected with the world. Surviving without the Internet or social media even for one single day is a tough proposition for them.

Millennial’s love the work-life balance

Unlike the baby-boomers, who are always willing to go the last mile when it comes to working, millennials, in contrast, care for a proper work-life balance. This is partly to blame their hectic lifestyle that further gets compounded due to the growing influence of technology in their lives. To get flexible schedules, a better work-life balance and reduced work hours, they are ready to take a lesser salary. However, this is usually seen as a lack of discipline and commitment on their part when it comes to fulfilling their work-related commitments. Millennial’s have contrasting views and opinions as compared to baby-boomers and feel an increased need to stay closer to their near and dear ones.

Millennial’s love results

Being highly confident and ambitious, millennial’s are always on the lookout for the results and impact of their work that would translate into their achievements. They have higher expectations at their workplaces and are ready to raise questions and not just follow the norms that have been laid or practiced for years. They want meaningful outcomes from their contributions which will lead to their personal development and growth at the workplace. Hence, it is not difficult to understand how to motivate millennial’s in sales and achieve better results.

Millennial’s love to work in teams

Millennial’s value the feedback and input of their peers when it comes to teamwork and the decision-making process. They like to get included and also involve others in all aspects of their work. This is largely to do with the fact that during their growing years, they indulged in sports and activities at their schools which promoted bonding and teamwork.

Millennial’s love attention

Millennial’s love attention and it is very important to motivate millennial’s at work. They like to seek regular feedback and get praised for their performance. Work cultures that promote regular mentor-mentee interactions and feedback mechanisms attract millennial’s and help them stay motivated and inspired to achieve higher success. Baby-boomers come handy in such situations as they can often guide millennial’s based on their wisdom and experience.

Millennial’s love personal development and growth

Millennial’s are highly ambitious and in pursuit of their goals and happiness, they are known to frequently change jobs. They can easily get bogged down with the monotony of their work and won’t hesitate to move on if they find an opportunity that can keep paying them even better and keep their excitement levels higher. A closer look at their work history will reveal a trend of them working with a number of firms, often for a much shorter duration. However, a positive aspect of this could be the fact that they have worked in diverse work setups and their understanding of the business world and trends could be very up-to-date, which can benefit their potential employers.

Why are millennial’s so hard to work with

It is no secret that millennial’s differ in a number of ways with baby-boomers and older generations. This is primarily due to the era in which they grew up when the world was experiencing a technology boom. According to various research studies, millennial’s at their workplaces crave flexibility, meaning and new challenges. Understanding these will give you an idea of how to motivate millennial’s at work. Incorporating these elements in their work-life will give them satisfaction and lesser headaches for you as an employer.

Millennial’s care a lot about the value they gain through their work and how exciting it is to keep their passion alive. They might opt for a job that pays them less but offers satisfaction rather than picking up a high-paying job where they aren’t happy with the work.

Millennial’s feel their productivity gets a boost when they work on flexible schedules and without any added pressure. This might be perceived as unrealistic or very demanding, but they are not ready to compromise on this front and are likely to oppose things that deter their work-life balance. For example, many married millennial’s might be averse to the idea of traveling out of station for longer duration, or on the contrary, many single millennial’s would like travel to be a good part of their work life.

Millennial’s might be perceived as unrealistic when it comes to their career expectations. They are likely to get bored with the existing workload and might often seek new challenges and subsequent promotions, even when they are not eligible for it.

How to keep millennial’s motivated at work

Millennial’s are human beings after all and it is not very difficult to make them understand their responsibilities and keep them motivated at work. As an employer, you must explain to them your goals, where do they fit in your scheme of things and what do you wish them to achieve. They need attention and motivation and there can’t be better ways to motivate millennial’s in the workplace.

Conducting regular training and exposure programs can be beneficial for their growth and development, which is likely to keep them motivated about their work.

Great leaders communicate a lot and at regular intervals. Having a two-way communication with millennial’s regarding their performance and progression can encourage them to produce even better results. An ideal scenario would be to give them a set of clearly-defined goals and guiding them to achieve those.

Millennial’s love the flexibility in terms of working hours or the working location and the idea of remaining glued to their desks is less appealing to them. Offering them flexibility in these areas can boost their productivity and help you easily achieve your goals.

Why are millennial’s important to your organization

The number of millennial’s in the workforce segment is increasing with each passing year and they are undoubtedly the future of the economy. With easy access to digital tools at their fingertips, they are known to finish their tasks quickly and with higher efficiency. They also help their organizations adapt to the growing advancements in the digital world and their leaders must keep them motivated and engaged at all times to achieve the desired results. It is imperative for organizations and leaders to personally understand the needs and desires of each millennial and make them fully aware of their expectations and the deliverable’s expected from them. Engaged employees are happy employees and are the ones who are ready to take initiative and leadership. They are also likely to go the last mile to help an organization achieve its targets and on many occasions, even surpass them.

To conclude, the idea is clear and to have a win-win situation for both parties, the road ahead is not too complicated. Making minor adjustments to your workplace policies and understanding how to motivate millennial’s at work is very likely to yield better results for your business. Remember, millennial’s are the future of the workforce and the economy.