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Amit Das
Amit Das
Director-HR & CHRO, Bennett, Coleman & Co. Ltd. (Times of India Group)

A seasoned HR professional, Amit Das, has over 30 years of experience of working in Senior Leadership roles at various professionally managed large MNCs & reputed Indian organizations across diverse business sectors, namely, Tata Motors, CESC Ltd, ITW Signode, Britannia Industries Ltd, Taj Group of Hotels, Vodafone, RPG Group, and Reliance Group. A significant part of Amit's experience has been in organization transformation, growth strategy and globalization of initiatives.

Amit is responsible for overall Human Capital Management of the Times Group business entities.

An alumnus of the Kelloggs School of Management, a regular speaker at reputed HR Forums, Colleges and Management Institutes. Amit is a prominent & respected Global HR leader. He is a part of the Advisory Board and is a Governing Council Member in several reputed Corporate & Educational Institutions across the country.

Q:Do employee appreciation programs impact employee retention, if yes then how?
A:Yes, and there are a number of ways that employee appreciation programs can impact retention.

a) Improves employee morale. When employees feel appreciated, they are more likely to be happy with their jobs and less likely to be looking for a new opportunity.
b) Facilitates engagement. When employees feel like their work is valued, they are more likely to be invested and more likely to go the extra mile.
c) Contributes towards a strong company culture. When employees feel like they are part of a team and that their contributions are important, they are more likely to want to stay with the company.
Q:How can organizations make employee appreciation a part of their day-to-day culture?
A:Organizations need to make recognition a priority, encouraging peer-to-peer recognition, making recognition meaningful, frequent, and fun.
Organization should lead by example, establish a formal recognition program, provide specific and timely feedback, personalize appreciation efforts, celebrate milestones and achievements, provide growth opportunities, foster a positive work environment, incorporate appreciation in performance reviews, and seek employee input.
Q:How do you think awards contribute towards boosting employee morale?
A:Awards contribute towards boosting employee morale by providing recognition and validation for employees' hard work and achievements, which increases their sense of self-worth and job satisfaction. They serve as motivators, inspiring employees to perform at their best and fostering a positive competitive spirit. Additionally, awards can attract top talent, contributing to employer branding, while maintaining a fair and transparent process is essential to ensure the credibility and effectiveness of the awards in boosting morale.

However, awards should be administered fairly, transparently, and based on clear criteria to avoid any negative impact on morale. The process should be perceived as equitable and merit-based to maintain the credibility and effectiveness of the awards in boosting morale.
Q:Do you feel technology can help towards dissemination of appreciation more effectively, if yes then how?
A:Definitely! By enabling instant communication, providing centralized recognition platforms, facilitating peer-to-peer recognition, gamifying appreciation efforts, supporting remote work environments, offering data analytics for insights, and amplifying recognition through public platforms and social media. Technological advancements streamline the process of appreciation, making it more efficient, accessible, and impactful, thus enhancing employee morale in the digital age.
Q:Can you provide an example of how a lack of employee appreciation has negatively affected a work environment?
A:When employee appreciation is not prioritized, it can lead to demoralization and disengagement. These feelings can quickly spread within teams and lead to large scale disenfranchisement within the organization. Such an environment leads to poor teamwork, communication breakdowns, and a general sense of dissatisfaction among employees, ultimately impacting overall organizational performance.