7 Great Alternative Ways to Reward Employees

7 Great Alternative Ways to Reward Employees_Yellow Spark Blog

To keep the positive morale flowing in the office, you need to reward your employees regularly, or at least when they’ve done something exemplary. It reinforces positive behaviour for the individual and also sets an example for the whole organisation and demonstrates your appreciation for the team. Here are some ways in which you can acknowledge your employees without monetary compensation.

How to Effectively Roll-Out an Employee Policy

How to Effectively Roll-Out an Employee Policy_Yellow Spark Blog

A well thought out policy can avoid confusion, set expectations for employee conduct, and also serve as a safeguard for the company when employees do not meet those expectations. On the other hand, a poorly communicated employee policy can create confusion. It can hamper an employer’s ability to respond effectively and consistently to critical situations in the workplace. Therefore it is in the company’s interest to effectively introduce a new or updated policy…Here’s how…

Embracing GirlPower: How to Attract and Keep More Women in the Workforce

Embracing GirlPower: How to Attract and Keep More Women in The Workforce_Yellow Spark Blog

The status of women is improving in public and private spheres, yet there are many challenges in getting jobs, and also in sustaining in the job. If you look at the statistics, it gives a true picture of this. However, it’s not only about workplace stats but also about the challenge for a progressing career woman which are all too real. Why are women dropping out of work? And how can we make it better?

Tricky Office Romances, POSH and All Things In-between

Tricky Office Romances, POSH and All Things In-between_Yellow Spark Blog

Thanks to the #MeToo wave in recent times, more and more women have mustered the courage to speak up and get justice. Yet, sexual harassment is a huge grey area in the workplace, leaving employers in a quandary, employees (especially men) with a lot of doubt, resentment and underlying fear. In my experience, consensual relationships in the workplace are especially tricky to handle under POSH for several companies, and here are some of the ways in which you can tackle these types of cases…

Trainings That Should Be Conducted Once Every Year

Trainings That Should Be Conducted Once Every Year_YellowSpark Blog

Annual training at the beginning of the year often sets the course of the entire year. This would not just help your long-term employees revise and retain better but also ensure that your new employees are well-trained and have one less reason to part ways. It also acts as an excellent opportunity for you to streamline the company culture. Overall, annual training goes beyond productivity boost and highlights skill gaps and potential risks in your work processes. Here are 3 training modules that should be conducted once every year…

How to Assess the Emotional Intelligence of Your Employees?

How to Assess the Emotional Intelligence of Your Employees?_YellowSpark Blog

Emotional Intelligence refers to the ability of individuals to identify and discern between the different emotions of themselves and of others. It also includes the effective management of these emotions and expressing them in an appropriate and effective manner. Identifying the level of emotional intelligence of our employees will not just help you know where your employees stand emotionally but also come in handy when you deal with them on a daily basis. Here’s a quick list that can help you with that.

A Leader’s Guide to Engaging High Potential Employees

A Leader's Guide to Engaging High Potential Employees_YellowSparkBlog

High potential employees are the ones who are able and willing to contribute the most to the company. These are the people, whom we all love to work with because of their passion, commitment and a constant desire to level up. They push their mental and professional boundaries for their own growth, as well as the growth of the company. High potential employees have their own set of values, principles, discipline, and manner of working. They are able to give their best to the company with confidence as they are aware of their worth an asset.

However, as much as having such people on board is an asset for the company, equally high is the risk of losing such valuable talent. Therefore, leaders have a tough task of keeping these high potential employees engaged for as long as possible in the organisation.