Showing posts with label Employee First. Show all posts
Showing posts with label Employee First. Show all posts

Monday, 17 June 2013

We Have Moved !

To further enhance user experience and present kick-ass content, we integrated our blog with our website. Cube Farm now rests at www.WillNeverGrowUp.com/Blog. We are hoping that you will love the new look and features we’ve added.
S T A R T
Cube Farm by Never Grow Up ® is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License. ©’Never Grow Up’ and the ‘Never Grow Up Brown Box Logo’ are registered trademarks of [NGUWPL] Never Grow Up ® Workshops Pvt. Ltd. Unless so specified and credits mentioned, all text, blog posts, content and concepts are owned by and belong to Never Grow Up ® WPL. All rights reserved. 

Thursday, 16 May 2013

' I've Had Enough '

We've all had those days when we've 'Had enough' and want to pop a letter to the management and say' I resign'. Well, we are going to let you do that with the added benefit that anything you say cannot be held against you and if you are able to blow us away, we give you a prize ! 

Here's what you need to do ?  [Step 1] Submit the coolest resignation letter you can come up with, as a comment on the contest post on our Facebook wall and  [Step 2] Get as many friends as you can to like your comment before the contest deadline. ✿ The entry with the maximum number of likes wins super cool goodies and gets featured on our blog. 

Is there a catch? None except one. You cannot simply lift a letter off the net. It has to be your creation. Hurry! Contest ends 6:00 p.m. on 24 May 2013. 

Here's the winning entry. Congratulations to Kali Rawat on winning this contest. 


Friday, 26 April 2013

The Get Wit-Witty Contest !

Ever been through the phase where you made a super witty remark at work and nobody really got what you were trying to say? Well, here's your chance to try once more and get acknowledged! 

Welcome to the awesome Get Wit-Witty Contest!

Or should we say otherwise? We have a task for you, something which will come to you naturally and won’t take much of your time either. It's really simple. All you need to do is click on  http://bit.ly/GetWitWitty Answer a few questions and lo behold! You may just win yourself some awesome goodies and a chance to get featured on our blog. Bonus points if you can add a hint of sarcasm.

Is there a catch? None except one. Have fun! Oh wait, there is another. If you pick a quote or something off the net, do mention where you got it from. That’s all.

Contest ends 04 May 2013. 6:00 p.m. Results will be posted on our Facebook Wall. www.Facebook.com/MakeWorkFun . What are you waiting for? Get cracking we say! Remember this "Light travels faster than sound. This is why some people appear bright until they speak." - Steven Wright

Winning Entries : Priyanka Agrawal – (a line on the mug) flipped the other way if the boss passes by | “Don't mess with me. I am smarter, meaner and know the management better.” | & Arnaz Mistry – “I have a great boss so murder is not on the cards!” | 

© Never Grow Up TM WPL

Wednesday, 27 March 2013

3 Steps to Engage Employees at Work!


Research shows that staff performs better when they are happily engaged at work and are less likely to exit your company, thus positively impacting attrition scores and your company’s bottom line.

Engaged employees are builders. They are eager to know what the employer expects from them in the capacity of their role and wants to fulfill them. They consistently perform well. Such employees desire to use their talents and strengths. They are passionate about what they do and always try to find out innovative ways to help their organisation to make progress. Having said this, it is also the responsibility of the enterprise to perform its roles and work towards developing and nurturing employee growth both career wise and personally.

Read More on Entrepreneur India Online. 

Business Standard Says Hello !

Employees at a financial services firm are not staring at a computer in front of them and endlessly typing e-mails. They are seen walking up to one another's cubicle and talking about everyday work and queries. If you thought that the employees' computers are under repair, you are wrong. It is a 'no-mail' day in office.

This initiative is part of a series of initiatives by employee engagement firm Never Grow Up that deals with keeping employees happy. 

Read more on Business Standard online. 

Friday, 22 February 2013

And You Are? Seriously?

Contest time! [Step 1] Think of the 'Coolest Designation You'd Like to See on Your Visiting Card' and post your answer as a comment to this picture on our Facebook wall. [Step 2] Get as many friends as you can to like your comment before the contest deadline. ✿ The entry with the maximum number of likes wins super cool goodies and gets featured on our blog. 

Hurry! Contest ends 6:00 p.m. on 28 Feb 2013. P.s.Watch out for the winning entry in this post. 

The ResultsCongratulations to Chaittali Dave, on winning our ' COOLEST DESIGNATION' CONTEST ! A whopping 61 likes for the designation 'ROCKSTAR RANI' in less than a week.

Friday, 15 February 2013

Engaged is as Engaged Does.

As contributed to the blog. 

There comes a time when every business no matter what its size has to look within and ask itself, what is its biggest strength? What is that one thing that keeps the company going no matter what the odds. The answer staring right back at you is and will remain ‘its people’. They are the greatest and vital pillars a company can have. And keeping these very employees willfully engaged at work is, therefore, one of the key priorities for your company. [Read More]

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Deal with Ex-peers as a new boss!

Here's our take on how to manage ex-peers as a new boss. 






























As featured in The Economic Times , February 2013.

Sunday, 30 December 2012

The Last Working Day!

So the last working day of 2012 is a Monday. For a change, we hear stories of joy (away from the usual 'Monday Blues' discussions) on how we survived the Mayan prophecy and the  corporate world lives on to see another appraisal cycle! As we prepare to put our feet up and party, we thought it would be prudent to share a few thoughts on the year to come and our view on Employee Engagement & People Management and some of the people challenges for 2013! 

While the job market is open for the ‘right candidate, one of the key challenges that human resource managers have faced across industries is ‘engaging talent’ once on board. Another challenge that remains is ‘building effective and transparent’ dialogue between the core management team and everyone else. There is no dearth of employable talent with the sheer number of employable ‘Gen Y’ candidates coming from colleges and B-Schools across the country, we feel recruiting people who ‘fit the company culture’ needs to take precedence before their pedigree. Only then can we have the right task force.

With a fresh batch of employees joining each year, a clear cut strategy on their career progression during their stint needs to be in place and this needs to be communicated regularly and effectively. Especially since this new and diverse breed of employees also come with a different set of expectations as compared to their predecessors. Managing these expectations in an attempt to curb attrition seems to be one of the biggest challenges HR professionals face today.  Attrition numbers in the first year or 1.5 years across companies or industries is an indicator of the amount of work that is needed in the space of active employee engagement.

While companies remain open to caring for their employees and paying ‘attention’ to engagement scores, organizations need to truly start looking at employees as their greatest asset (not necessarily just a cost center)  and undertake initiatives and prove this belief on a consistent basis.  This can be either to rewarding emotional intelligence or taking steps to build the right ‘top down’ culture across the company by ingraining company values while remembering that this is not a one-time task. We sure have miles to go before we sleep

On this note we wish you a happy new year. May 2013 be stress-free and; may you remain hale and hearty. May your bonuses multiply and appraisals be a cake walk. Here's  to the new year and a fresh start!  

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Saturday, 20 October 2012

Corporate India is not up to the mark !

Mumbai: At a time when leisure time physical activity — or LTPA, as it is increasingly being called — is emerging as the global mantra for health, urban India seems clued out. A new survey suggests that one of the reasons that Corporate India is sluggish could be the poor levels of physical activity among its white-collar workforce. About 60% of the 17,000 corporate employees who participated in the pan-India survey admitted to exercising three times a week and that, too, for less than 30 minutes at a stretch. The benefit of a brisk walk or the power of 10,000 steps daily in shaping one’s health is clearly not popular as yet here. 
    

In corporate India, the daily step count rarely crosses 3,000. “The average number of steps that urban Indians take would be between 2,500 and 3,000, especially if they don’t take the public transport that entails walking across bridges and platforms,” said Dr Aashish Contractor, a preventive cardiologist at Asian Heart Institute in Bandra Kurla Complex. LTPA is different from a planned exercise regimen. Instead of pumping iron, the World Health Organisation has said people can be healthy by being active — like walking briskly, skipping and swimming— for up to 30 minutes every day. A study in Lancet recently estimated that inactivity caused 6 to 10% of all deaths from major non-communicable diseases such as coronary heart disease, type 2 diabetes, and breast and colon cancers.

WORKOUT JOURNAL 


  • Over 60% exercise 3 days a week Over 58% exercise for less than 30 minutes a day 
  • Over 77% take less than 10,000 steps a day* 
  • Over 43% are sitting for 8 hours or more a day Over 44% rate their sleep as less than restful 94% eat less than 3 pieces of fruit a day 84% eat less than 3 servings of vegetables a day 
*10,000 steps = 6.4 km (approx) 

*17,000 respondents polled across 8 Indian cities 


HEALTH MATTERS Not even 5k steps a day? Sedentary life 
It showed that inactivity caused 5.3% of the 57 million deaths that occurred worldwide in 2008. The idea of underlining the problem was to show that the solution was simple: increase in leisure time physical activity. “Research has shown that leisure time physical activity is beneficial for all,” said Dr Contractor. In fact, the journal of the American College of Sports Medicine has categorized people on the basis of the number of steps they take: people who take less than 5,000 steps a day are sedentary, those who take between 5,000 and 7,500 are low on activity, those taking between 7,500 and 10,000 are somewhat active and the active ones take between 10,000 and 12,000 steps a day. In the 60s, Japanese walking clubs adopted a local pedometer’s nickname for their product —manpo-kei (translated as ten thousand step meter) — as the standard. The Japanese mantra of 10,000 steps a day translates into walking 6.4 km a day. The survey shows as much: 77% of the respondents admitted that they fail to take more than 10,000 steps a day. The reason is not hard to find: around 43% confessed to sitting for eight hours or more a day. Moreover, while doctors say five servings of vegetables and fruits daily can keep heart diseases at bay, the corporate sector is not a follower. Around 94% said they ate less than “3 pieces of fruit” a day and 84% said they ate less than 3 servings of vegetables. 
The Lancet’s special issue on physical activity just ahead of the London Olympics said physical activity is a neglected dimension of prevention and intervention worldwide, especially in low- and middle-income nations. “One problem is that physical activity is often perceived only in the context of controlling obesity.”

Article Credits: Malathy Iyer TNN, Snippets from an article that appeared in the Times of India FP, Mumbai.

Housecleaning now an office perk !

San Francisco: Phil Libin, chief executive of Evernote, turned to his wife last year and asked if she had suggestions for how the software company might improve the lives of its employees and their families. His wife, who also works at Evernote, didn’t miss a beat: housecleaning. Today, Evernote’s 250 employees — every full-time worker, from receptionist to top executive — have their homes cleaned twice a month, free. It is the latest innovation from Silicon Valley: the employee perk is moving from the office to the home. Facebook gives new parents $4,000 in spending money. Stanford School of Medicine is piloting a project to provide doctors with housecleaning and in-home dinner delivery. Genentech offers take-home dinners and helps employees find last-minute baby sitters when a child is too sick to go to school. These kinds of benefits are a departure from the upscale cafeteria meals, massages and other services intended to keep employees happy and productive while at work. And the goal is not just to reduce stress for employees, but for their families, too. If the companies succeed, the thinking goes, they will minimise distractions and sources of tension that can inhibit focus and creativity. 

Now that technology has allowed work to bleed into home life, it seems that companies are trying to address the impact of home life on work. There is, of course, the possibility that relieving people of chores at home will simply free them up to work more. But David Lewin, a compensation expert and management professor at the University of California, Los Angeles, said he viewed the perks as part of a growing effort by American business to reward people with time and peace of mind instead of more traditional financial tools, like stock options and bonuses. 

At Deloitte, the consulting firm, employees can get a backup care worker if an aging parent or grandparent needs help. The company subsidises personal trainers and nutritionists, and offers round-the-clock counselling service for help with issues like marital strife and infertility. Deloitte executives, and other experts, said they believe that such benefits were likely to spread.

Hannah Valantine, a cardiologist, professor and associate dean at the Stanford School of Medicine, said the university’s experiment with helping out at home was part of a broader effort to support doctors, given their hyperkinetic pace of life. “If you’re coming home at the end of the day exhausted and you have a pile of cleaning to do, it’s the kind of things that leads rapidly to burnout, and burned-out physicians don’t give the best care,” Dr. Valantine said. “We’re trying to send a very strong message that the institution cares about you and about your life.” Some compensation experts argue these types of perks ultimately do little to attract employees and might obscure more fundamental problems at companies that have trouble retaining talent. So 18 months ago, Stanford hired a consulting firm called Jump Associates to better understand why so many academic doctors feel burned out. The company videotaped them from the time they woke up, through the workday and until they and their families went to sleep. In one video, a kidney specialist told a story that shocked the researchers: while she was on maternity leave, she bought a minivan to ferry the children of friends and neighbours to school and sports practices.

That way, the doctor explained, she would be able to ask for favours when she returned to work — and that, in theory, would enable her to juggle the dual demands of work and family.

Article Credits: Matt Richtel, NYT NEWS SERVICE. Times Of India Mumbai.


Tuesday, 17 April 2012

Fostering Creativity @ Work

It's a fact that a lot of us work long hours... sometimes six days a week. And then we go to sleep! Which means that majority of the time we are awake is spent in our little cubicle (or a corner office if you have one). Here’s to the thought that the right environment at work goes a long way in fostering creativity and ensuring that organizations have a happy & engaged workforce. After all, if most of the time that we are awake is spent at office, why should that space be boring?

Research shows that staff performs better when they’re happily engaged at work and this includes the environment they work in. An office with interesting and creatively done interiors is a compelling reason for people to be able to think out of the box. The right environment pushes employees to think of possibilities, gives them new perspectives to look at things which, is the stepping stone towards innovation and fresh ideas. What if one day, you walk into office and find that the chairs in your meeting room have disappeared? Instead, you find an XBox and a few bean bags or couches? Makes you go WOW right?

It also makes you want to come to work the next day knowing that you are not entering a 'cube farm' or for that matter a dull place. In a market as competitive as ours, if fresh ideas and innovation is the key to success, then the environment in which ideas are developed goes a long way in ensuring this. A cool workspace does more than just take more pictures at work. In fact it can de-stress you (after rush hour traffic) and even inspire you to come up with solutions that work :) 

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Thursday, 12 April 2012

New Hats For The Chiefs !

New Hats for the Chiefs
Companies are doing away with time-worn designations and introducing creative concepts in naming key roles. Others are doing away with terms like ‘employees’ and ‘heads’, in an attempt to break down hierarchies and bring in more colour to their jobs 
Job titles that say, ‘agile evangelist’ or ‘chief pusher’ may conjure up images of work involving two extremes — one, a crusader, and the other, connecting to the seamier world of narcotics. But with a bit of lateral thinking, these can also be perfectly operational, senior corporate designations.

Corporate India is tossing out the old, stodgy nomenclature in favour of creative, personalised designations. At Bangalore-based start up Teleradiology Solutions, the CEO is called the ‘chief pusher’, quite simply because he pushes and nudges employees into delivering the goods. The organisation also has a chief listening officer (HR head) and chief enabler (technology head). “It creates an environment where designations do not matter,” says chief dreamer, Sunita Maheshwari.

Instead of being called ‘business development head’,Maheshwari prefers the quirkier title she now has. In most organisations that work on similar lines, executives want their titles to resonate their approach to work instead of seniority. It breaks down hierarchies; Maheshwari, for instance, plans to knock off the ‘chief ’ in her title.

In most cases, though, the choice of designation is reserved for those who have proved themselves. The rest of the employees can stick to well-worn labels. The core content of the ‘glamorised’ role does not change.


The Label Says it All 

Chief Listening Officer
THE WAILING wall for all employees. Looks after policies, compensation and career growth. Also known as the human resource head
Chief Pusher
OTHERWISE CALLED the chief executive officer. Now wears the ‘nudging’ badge high
Chief Dreamer
IDEATES TO get more clients and business. In the traditional hierarchy, is called business development head
People Success
A HUMAN resource officer who involves himself or herself closely in career development, and is a success enabler of employees and the organisation
Chief Ethics Officer
KEEPS A check on fraudulent behaviour, and a close watch on every business unit
Agile Evangelist
THE ROLE involves promoting the adoption of Agile software across businesses

Story by Devina Sengupta @ Times : Snippets from ET, 13 April 2012, Page 6. 

Friday, 30 March 2012

Witty @ Work Contest !

With the last working day of this financial year just hours away, what better way than to end the year with a ' Witty @ Work' contest .  Before you think of what we are going to ask you to do, remember, winners take home some awesome goodies as prizes. Here's what you need to do ... 
Log in to our pages on Facebook or Pinterest and share your wittiest comments about life at work below the post keeping these for images in mind (we have numbered them for you ...duh!). Is that all ? Well no... that's one part... lets just make it easy...Step 1. Like us on Facebook or Pinterest Step 2. Post your comment/s keeping these pictures in mind. Step 3. Get your friends to like it. Needless to say, more likes means more points. Deadline ? Midnight of 05 April 2012 

Log on to our pages on Facebook or Pinterest to submit your entries.

Rules (cause we need  a few) @ Post your comments below the picture on the fan pages @ Judges decision will be final. We take care to ensure that only the coolest entries win. @ Prizes will be sent within a week after the contest ends. Please direct all queries and questions to info@willnevergrowup.com I "Never Grow Up" and the "Never Grow Up Brown box" logo are registered trademarks of Never Grow Up Workshops Pvt. Ltd. The design used in the contest creatives have been procured for Never Grow Up WPL. All rights reserved.© 2012. I

Our Story on YourStory

We have waited long for this day to come and it's finally here !  Our Story and journey has been featured on YourStory.in , one of the most comprehensive online platforms for entrepreneurs.  Check out the coverage :)

Wednesday, 25 January 2012

We just scored a Business Award :)

And it's all thanks to you !
Never Grow UpTM has been nominated as one of the top Professional Service Businesses of 2011 at the Small business awards by Zee business & Franchise India and feature in the Top 100 Small Businesses of 2011 in the Small and Medium Entrepreneur Magazine: January 2012 Issue.The Top 100 Businesses have been finalized on the basis of exclusivity, market leadership and growth. Read the entire coverage here !

info@willnevergrowup.com I www.willnevergrowup.com I Facebook.com/MakeworkFun

Saturday, 21 January 2012

Life @ Work Tee Design Contest !

Here's your chance to Startdom and take home some some $$. Get inspired by the fun culture at work, go beyond and enthuse some "Masti" into a t-shirt that would liven up meetings!". 

What's The Brief ? 1) Design a T-Shirt keeping the ideology around Never Grow Up and what Life @ Work is all about. Designs may have ‘Never Grow Up’ infused in the creative (if you think it’s cool) 2) Restrict your design to a maximum of five colours.3) Keep in mind a workable area of maximum 11 x 16 inches for your design.4) All submissions will also be eligible to be a part of the SheepStop Evergreen Competition. 5)You may submit more than one entry.

The deadline to submit your design is Sunday, February 12, 2012. The winning designs will be announced online on February 27, 2012


Loot for the Never Grow Up "Life @ Work" Tee Design Contest:

  • 1st Prize: Rs.5000 + Your winning Tee + Royalty
  • 1st Runner Up: Rs.3000 + Your winning Tee + Royalty
  • 2nd Runner Up: Rs.2000 + Your winning Tee + Royalty

That's not all, the final three tshirts will be printed and sent to Sheep Stop distribution stores across the country :) Submit your entries @ http://www.sheepstop.com/contests/nevergrowup 

"Never Grow Up" and the "Never Grow Up Brown box" logo are registered trademarks of Never Grow Up Workshops Pvt. Ltd. The design used in the contest creatives have been created exclusively for Never Grow Up WPL. All rights reserved.© 2012

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Thursday, 29 December 2011

Pehle Aap (People First) !

It’s been said that ‘Home is where the heart is’ well the same applies for any organization. Work, check; place, check; pay hike, check, office-they say. Be it sole-proprietorship, partnership, joint-stock, all initiates with money, material, machinery, method and Man. (err, women too). And the man being referred here as the company or the employee of the organization. The fact is the company grows, spreads gradually with the employees, along with them. Yes selection, recruitment are only process and types. Nothing beyond it. Man-made process, machinery, idea is all cost and figure but the real thing comes with the employees. An identity or existence of a particular organization is again through the employees, directly or indirectly. Company cultures are like country cultures’- Peter Drucker, and the citizens are working men. When we talk about the ‘aam aadmi’, it connects like nothing else.   

Research and experience clearly show it’s worth the time and money to build a high performing workforce. The cost of replacing an employee typically ranges from one to three times his or her annual salary and the average company loses about $1 million with every 10 professional employees who leave. The investment side is also affected. According to a recent analysis done by investment firm Frank Russell Co for the Great Place To Work Institute, money invested in a portfolio of stocks of Fortune 100 Best Companies in 1997 and held through 2003, returned almost three times more (72.9% return) than the same amount invested in an S&P 500 portfolio (25.2% return) during this six year period. Customers, contractors, advertisers, other agencies, shareholders, & valuation fluctuate but the employees are a bit more. Belonging-ness and esteem are two basic human needs, and if it is provided, things just fall into place. Grievance, suggestions, advice, interest, loss, advantage, risk all are primarily known, spoken, heard by them. Making sure employees are happy and satisfied with the job, the working environment, remuneration, and most importantly the sense of belonging does work wonders.
                                                                              
Because the security guard you pass by gives you that welcoming smile, or a ‘salaam’ while entering the office premises.      
Because the receptionist gives that warm gesture while passing his/her desk and comes forward to help.                        
Because the departmental manager stands informed about the records enquired the very last day.                               
Because the whole thing works, very much like this. So the first priority should ideally be to accurately gauge the true sentiment of the employee so that strategic and tactical changes can to put into motion to promote employee satisfaction which adds the real value. 
  -PEHELE AAP, dear employees.

Guest Writer Submission: The Author, Ankita P is currently pursuing English honours from Calcutta University. The views mentioned above belong to the author. © Never Grow Up.2011.  

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Thursday, 24 November 2011

The 10 Commandments !

No matter the size of your company, having a team of motivated employees is critical to your business success. There are 10 simple ways to ensure your team is enthused, productive and ready to give their all.
Build a foundation: It’s important to build a rock-solid foundation for your employees so they feel invested in the company. Tell them about the history of the business and your vision for the future. Ask them about their expectations and career goals, as well as how you can help them feel like a part of the team. Create a positive environment: Promote an office atmosphere that makes all employees feel worthwhile and important. Keep office doors open, and let folks know they can always approach you with questions or concerns. After all, a happy office is a productive office. Put people on the right path: Most employees are looking for advancement opportunities within their own company. Work with each of them to develop a career growth plan that takes into consideration both their current skills and their future goals. Educate the masses: Help employees improve their professional skills by providing on-the-job training or in-house career development. Allow them to attend workshops and seminars related to the industry. Encourage them to attend adult education classes paid for by the company. Employees will feel you are investing in them, and this will translate into improved job performance. Fun factor: Once in a while, put your work aside and do something nice for the people who work for you. Treat the office to a pizza lunch or take everyone to the movies. These little diversions can go a long way toward improving productivity. Acknowledgement matters: You can make a huge difference in employee morale by simply taking the time to recognize each employee’s contributions and accomplishments, large or small. Be generous with praise. Give out incentives: Offer incentives, either with something small like a gift certificate or something more substantial such as a performance based bonus or salary increase. Also, give out awards such as “Employee of the Month”. Such tokens of appreciation will go far in motivating employees. Deliver what you promise: Getting people to give their all requires following through on promises. If you tell an employee that they will be considered for a bonus if numbers improve or productivity increases, you’d better put your money where your mouth is. Failure to follow through on promises will result in a loss of trust. Helping hand: Help employees reach the next level professionally by providing on-site coaching. Bring in professionals to provide one-on-one counselling, which can help people learn how to overcome personal or professional obstacles on their career paths. Make the right match: You can improve employee motivation by improving employee confidence. Assign individuals with tasks you know they will enjoy or will be particularly good at. An employee who is successful at one thing will have the self-confidence to tackle other projects with renewed energy and excitement.


Source: Allbusiness.com , Expresscomputeronline.com , ET Special Issue, Nov 2011.

Saturday, 1 October 2011

The Mera Workspace Contest !


                                 Click on the contest poster to submit your entry ! 
© Never Grow Up. All Rights Reserved. 

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