Debunking HR Myths: Why workplace celebrations and surveys matter, ETHRWorld
Surveys succeed when organizations take visible action on feedback.
Inclusive practices enhance employee experience and trust.
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In today's data-driven business environment, HR initiatives are increasingly expected to deliver measurable impact. Yet workplace celebrations and employee surveys are often dismissed as 'feel-good' activities with limited business value. This view misses the deeper truth: when implemented thoughtfully, these practices significantly enhance organizational health and performance. Here's how.Celebrations are frequently first to be cut when budgets tighten. But their impact reaches far beyond momentary happiness.1. They reinforce organizational identity. Celebrating achievements aligned with company values helps embed those values in everyday culture more powerfully than any policy document.2. They build social networks. From national holidays to sports tournaments or health challenges like a Stepathlon, shared experiences create trust and break down silos across teams and levels. Employees who report strong workplace relationships are more likely to be engaged and productive.3. They make progress visible. In knowledge work, where impact isn't always immediately apparent, celebrations provide tangible recognition. This satisfies our basic need to see that our work matters.I call this the 'Visible Investment Effect'—when organizations publicly invest time and resources in celebrating employees, it sends a strong message that people matter. This often leads to increased discretionary effort and commitment. These benefits are backed by behavioural science. Principles like reciprocity, social proof, and psychological safety—all fostered through celebration—are proven drivers of performance and innovation.Surveys don't fail because employees are tired of them. They fail because organizations don't act on what they learn. To close this 'Say-Do Gap' we use a four-step framework:1. Ask the right questions – Focus on what directly influences performance and experience.2. Communicate transparently – Share key findings, even the difficult ones.3. Take visible action – Even small steps, if linked to feedback, build trust.4. Track and share impact – Reinforce that input leads to outcomes.At REA India, our post-survey actions include department-level initiatives and personalized development plans (IDPs) for managers. These targeted responses have improved our people strategy and driven higher engagement and participation year after year. When feedback loops are closed consistently, surveys stop being a routine—they become a foundation of trust.The real power emerges when we stop treating celebrations and surveys as separate. Together, they form a cohesive employee experience strategy that addresses fundamental human needs: to be heard, to feel valued, and to see progress. Surveys provide insight. Celebrations provide meaning. When paired, they reinforce each other and create a culture of appreciation and responsiveness.Remote work has disrupted informal connections and spontaneous moments of belonging. But it has also forced us to rethink what truly builds culture.Virtual celebrations, onboarding rituals, and digital recognition moments—when thoughtfully designed—can be just as impactful as their in-person counterparts. In fact, they often have greater reach and inclusivity.We've seen first-hand how digital-first celebrations can still build connection, clarity, and morale. What matters most isn't the medium—it's the intention: to help people feel seen and valued.Inclusivity is essential in modern workplaces. Celebrations must be respectful of diverse backgrounds, cultures, and preferences. Not every employee connects with the same events or expresses engagement in the same way. Likewise, surveys must be designed to include varied communication styles and needs. Creating space for quieter voices, neurodiverse employees, or those working in different geographies helps ensure everyone's experience is represented. Inclusive practices aren't just ethical—they're strategic.While HR often leads these initiatives, their success hinges on leadership modelling. When leaders engage in celebrations or reference survey feedback in decisions, it sends a message that these efforts matter.Conversely, when leaders are disengaged or inconsistent, it undermines trust and devalues the experience. Celebrations and surveys must be sustained—not one-off gestures. Culture is built through rhythm: regular feedback, regular recognition, and a shared sense of progress.The time has come to reframe the conversation. Celebrations and surveys aren't fringe perks. They are central to creating a workplace where people bring their best thinking, strongest commitment, and highest creativity. In a world where talent is a company's most valuable and costly resource, the real question isn't whether we can afford these initiatives. It's whether we can afford not to.
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