Amit works for a leading multinational in Mumbai. He is a big running enthusiast. He runs races in different cities across India and the world. Recently, he successfully completed the Kenyan Ultra Marathon. He posted the pics on Facebook and Instagram, and his friends started liking and commenting on the posts. Several of his office colleagues, who follow him on social media walked up to him and congratulated him. It felt very good!
Amit’s friend Shekhar works in a start-up in Bangalore. He is also a fitness enthusiast but not as big as Amit. Somehow Amit had convinced him to join him for the Kenyan Ultra Marathon. Due to his fitness levels, he did manage to finish the race but he had severe cramps and dehydration after it. The day he re-joined office, he received a hero’s welcome – there was a flash mob, bouquets and gifts from the management; the CEO himself came and congratulated him, the HR invited him to give the entire team a pep talk about fitness which was webcast across the other locations and the video was added to the company intranet. Shekhar was overwhelmed. He started a running club along with his colleagues and employees of other organizations around his office also joined in. Amit flies down once a month to Bangalore to coach the club members. They travel across the country to participate in running events.
So, what are we saying here? Should organizations celebrate achievements of employees outside of them? Does it make sense? If so, where should one draw the line?
If one were to jot down the broad categories of external achievements possible, one can come up with a list like this:
• Scholastic achievements like getting a degree or certification
• Sports achievements like winning or participating in a major sporting event
• Artistic achievements like winning a talent hunt or performing in an event
• Social achievements such doing a project for a social cause
• Personal achievements such as getting engaged or married or spouse or children achieving something important
Our view is that as a best practice an organization irrespective of its size or origin should make some attempts to recognize employee achievement outside of its boundaries, even if monetary reward is not possible. Even an email, a mention on the intranet or a newsletter or during a floor meeting might work!
Most organizations might not have explicit policies on this, so it is up to the HR and line management to take the initiative on the same. Yes, there are qualitative calls that they need to take on the level of achievement but it’s not that big a deal. Bottom-line: its worth doing something which makes employee s feel happy and motivated and doesn’t cost the organization a bomb!
by HiFives Team
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