Study Reveals Work Recognition Drives Employee Performance and Loyalty, ETHRWorld
Advt
Join the community of 2M+ industry professionals. Subscribe to Newsletter to get latest insights & analysis in your inbox.
All about ETHRWorld industry right on your smartphone! Download the ETHRWorld App and get the Realtime updates and Save your favourite articles.
Guwahati, Due recognition of work by a company always motivates its employees to perform better, builds trust and gives them a sense of belonging to the organisation, a study by two HR technology firms said.Guwahati-based Vantage Circle and Mumbai's ' Great Place To Work India ' have jointly published a research report, 'The Recognition Effect: A Leadership Blueprint for Emotionally Intelligent Workplaces', which uncovers how recognition of efforts, when done right, becomes a transformative force for workplace culture and performance."At the heart of the study lies a powerful finding: recognition isn't just about acknowledgement, it is a strategic lever for trust, agility, innovation and retention. Organisations that build high-recognition cultures outperform their peers across multiple dimensions of employee and business outcomes," the study mentioned.In such a scenario, 91 per cent of employees surveyed feel motivated, 94 per cent say their organisation is a great place to work, and an equally high percentage affirms that their companies deliver excellent customer services, it added."Nearly all respondents in such environments also associate their organisation with innovation and express a strong intent to stay," the paper stated.The research also brings to light how recognition of work is experienced across gender, generations, roles and tenure -- signalling the need for more inclusive approaches.Commenting on the findings, Vantage Circle CEO and Co-founder Partha Neog said, "The true power of recognition and rewards lies not in what is given, but in what is genuinely felt. When done with intention, recognition becomes more than a moment -- it becomes a cultural signal that shows people they matter."Due recognition of an employee's work builds trust, pride and belonging for the organisation, he said."We believe that a culture of recognition develops engaged and loyal employees. When organisations make employee appreciation an intentional and integral part of workplace culture, they unlock the true potential of their people," Great Place To Work India Chief Executive Officer Balbir Singh said.Recognition in the workplace helps employees see that their company values them and their contributions, fostering loyalty and engagement, he added."Recognition programmes are a crucial part of the employee experience and a key driver of perceptions of fairness in the workforce, Singh said.
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Time of India
2 days ago
- Time of India
London suffers most job losses after tax hikes
Advt Join the community of 2M+ industry professionals. Subscribe to Newsletter to get latest insights & analysis in your inbox. All about ETHRWorld industry right on your smartphone! Download the ETHRWorld App and get the Realtime updates and Save your favourite articles. London is bearing the brunt of the UK's jobs slowdown as a combination of tax rises, elevated wage costs and weak consumer spending force the city's business to cut payrolls faster than in the rest of the capital has shed almost 45,000 payrolls since October when the Labour government announced a £26 billion ($35 billion) hike in employers' national insurance-a payroll tax-and a new higher minimum wage, according to tax means one in four of all job losses across the country have come in the UK's most productive region. Combined with the surrounding South East region, the rate rises to nearly four in 10 lost and hospitality are among the worst-affected sectors, according to figures published by the Office for National Statistics earlier in the week, and a large share of these roles are based in London-business group UKHospitality says about a third of jobs in its sector are in the pubs and restaurants going is increasingly difficult, according to Kate Nicholls, UKHospitality's CEO. She said London was the least competitive city in Europe in terms of taxes and other costs and has lost around 30,000 hospitality jobs over the last year."The rent is higher, the business rates are higher, the wage costs are higher, and we are not seeing enough money coming through the front door to be able to cover those costs and for businesses to remain viable," Nicholls data from Indeed - a jobs website - confirmed that vacancies in London have dropped faster than the national average since October. Retail and hospitality job ads in the capital fell almost 40% over that period, compared with declines of 26% and 9%, respectively, recorded across the data on Thursday showed the UK growing at a faster rate than other G7 countries, but most of the boost came from government spending, while consumers are still reluctant to splash out.
Time of India
7 days ago
- Time of India
ICICI Bank reports lowest attrition rate among private peers in last 3 fiscal years
Advt Join the community of 2M+ industry professionals. Subscribe to Newsletter to get latest insights & analysis in your inbox. All about ETHRWorld industry right on your smartphone! Download the ETHRWorld App and get the Realtime updates and Save your favourite articles. New Delhi, ICICI Bank has reported the lowest employee attrition rate among large private sector lenders in the last three financial years, reflecting higher stickiness due to competitive remuneration and a better working the last three financial years, the industry has also witnessed a sustained decline on a year-on-year employee attrition rate at the country's second-largest private sector bank declined to 18 per cent in FY25 from 24.5 per cent in FY24, according to the bank's latest Business Responsibility and Sustainability Reporting (BRSR) 2022-23, the bank reported an attrition rate of 30.9 per cent, lower than its larger peer, HDFC Bank, has recorded an employee attrition rate of 22.6 per cent in FY25, compared to 26.9 per cent in FY24. The attrition was 34.2 per cent during the attrition was 25.5 per cent for Axis Bank, down from 28.8 per cent in FY24, and Kotak Mahindra Bank's manpower exit rate fell to 33.3 per cent from 39.6 per cent in the previous year, according to their annual and BRSR IndusInd Bank, the attrition rate was 29 per cent in FY25, lower than 37 per cent witnessed during 2023-24 and 51 per cent in the past three years, from FY23 to FY25, private sector banks have seen a southward movement in their employee attrition slowing attrition rate can be attributed to a combination of factors like a subdued entry-level job market in the BFSI and fintech industries and the growth of digital services, said a senior HR executive of a bank, requesting private sector banks went on a recruitment frenzy post-pandemic, which led to a high attrition rate subsequently."Now, the market appears to be stabilised, meaning banks are not heavily recruiting and the entry-level employees are not leaving banks to join fintech companies," said a senior HR executive of a private sector bank.
Time of India
10-08-2025
- Time of India
From static courses to dynamic dialogues: AI's impact on L&D
Advt Advt By , ETHRWorld Contributor Join the community of 2M+ industry professionals. Subscribe to Newsletter to get latest insights & analysis in your inbox. All about ETHRWorld industry right on your smartphone! Download the ETHRWorld App and get the Realtime updates and Save your favourite articles. L&D matters, and your people value it. In a recent Korn Ferry survey of 10,000 professionals across six markets, 34% of Indian respondents named strong Learning and Development opportunities as the top reason for choosing a new role. Those aged 35-65 valued it its popularity, the traditional L&D model is on the brink of major transformation—and both corporate learners and practitioners need to prepare. Historically, Learning & Development has followed a pedagogical model akin to academic course design: interview subject matter experts, identify knowledge gaps, design a course, create content, publish it, and distribute it via a learning management system (LMS).For decades, that kind of campus/publishing paradigm shaped a successful, $400 billion industry, resulting in tens of thousands of courses in books, PPTs and online e-learning modules. However, this model never reflected how either white collar or frontline people learn at not? Unlike students in formal education, employees rarely have the time—or the motivation—to complete full-length courses unless they're mandatory. What they need, and increasingly expect, is fast, direct access to answers. And generative AI tools like ChatGPT are how they believe they'll get explosive growth from zero to 100 million users demonstrates a widespread appetite for tools that provide instant, contextual information. Tools like ChatGPT are becoming the go-to source for instant answers, demonstrating the that with how long it took even the best-regarded college/publishing model system to gain anything like equivalent traction. It took ChatGPT two months to hit 100 million users; it took Coursera eight years. ChatGPT hit half a billion users in just three months (February 2023). No L&D product has ever achieved that over be blunt. The traditional course 'publishing' model simply isn't keeping pace with the evolving needs and demands of busy people with instant access to a different but very fast and responsive way of educating the same time, one of the core challenges of traditional learning systems has been scale and localization. CHROs want courses tailored for different regions, languages, roles, and experience levels. Historically, this has required creating and managing multiple versions of the same course—an expensive, time-consuming all my 25+ years working in this field, we've never had the technology to do this effectively. But now, we do, and it's changing everything about L&D—radically, and because AI enables us to move beyond static content. With dynamic generation tools, we can input a video, audio clip, document, or dataset and use generative AI prompts to create a tailored instructional experience for a specific the same time, the capabilities of AI in a learning context are becoming increasingly impossible to ignore. One tool I've worked with allows users to simply ask, 'Build me an interactive experience on these four topics, tailored to novice learners, and make it 10 minutes long.' In just 60 to 90 seconds, I've seen the system output a polished, ready-to-use learning build that manually using traditional authoring tools like Articulate 360 or Camtasia would take several days, including content creation, design, localization, and graphics support. AI now makes this dramatically more efficient and transfer of power to the user away from L&D is all about radical decentralization. Instead of relying solely on a central L&D team to create training, business units can build their own content is particularly important in large or global organizations where needs vary significantly across regions and roles. For example, a regional sales team in Europe may require training tailored to their specific clients and regulations; a central L&D team at the Delhi-based headquarters simply can't know all the details, but with AI tools available at the local level, those teams can now create highly relevant, just-in-time training content themselves—saving everyone time and speeding up performance and value is a revolution in L&D and in Indian workplaces, the opportunity means that L&D will become an even more attractive in-work benefit for employees. We are approaching a new era in corporate learning, an era defined by speed, personalization, and traditional education-based approach will still have its place, but AI will empower organizations to deliver learning in radically new and exciting ways. L&D can, will, and must evolve from content publisher to strategic enabler, helping employees perform better, faster, and with fewer the very near future, learning technologies won't just support centralized training teams—they'll become distributed tools embedded across departments, regions, and functions. Content will be created dynamically, in context, and on you ready for a world where your people can finally learn in the flow of work?I can tell you for sure they are.
