Q.How have you revamped the rewards and recognition mechanism?
A. Rewards and recognition programmes are an integral part of a company’s culture. They are integrated in the system to encourage and recognise employees’ efforts. Radio City has a robust R&R system specifically designed for employees across levels.
This year, we have introduced some fresh initiatives to our existing mechanism. ‘Partners in Pride’ is a recognition scheme to promote collaboration between functions. It is designed to award the junior to middle management employees who collaborate to ensure successful deal closure or execution of big activities involving various functions and departments.
‘Stories of Excellence’ was launched to drive excellence in each function and to capture the success stories of each department for future use. People are recognised immediately and the best case studies are awarded.
‘City-in-sync’ ensures all employees are updated and checks their understanding through quiz contest. ‘Innovation Project’ challenges employees to come up with innovative ideas.
‘Kick Start Wednesday’ is specifically for the innovation project where every second Wednesday (post lunch) is given as free time to don their thinking hats.
Q. How do you see these amendments making an impact?
A. While we have taken fresh initiatives, our existing R&R programmes do continue. Xchange and Xcel, CFT Achievers project, Star of the Month, Ring-a-loud etc. highlight unique strengths of employees. The ultimate goal of our R&R policy is to enhance the employee’s commitment to excellence and achieve the organisational goal.
Q. Which initiative in particular managed to win the hearts of employees? What was the reaction?
A. A ‘one-time’ bonus for all employees came as a pleasant surprise. Also, to build excitement for our innovation project, we had announced big-ticket cash prize for the most innovative idea. The response was overwhelming. Apart from this, our CEO had announced a special ‘Rain Maker’ award that was specially designed for the senior management leadership team. These special rewards had that surprise element that fosters a positive and encouraging scenario in the minds of employees and pushes one to strive for excellence.
One such employee feedback gathered in the engagement survey was: “The work freedom that this organisation provides makes it a great place to work. It is friendly yet performance-driven. Recognition for hard work is unique about this place.”
Q. How do you ensure transparency and R&R’s reach across levels?
A. Recognition and growth opportunities ensure work excellence, possible only in a fair set-up. Our R&R schemes are designed to ensure fairness and transparency. There is an experienced panel of judges from various functions to evaluate performance. It is crucial to understand that everyone cannot be a best performer. At the same time, it is important to encourage them to give their best. Initiatives like ‘Eureka’, ‘Long Service’ award, ‘Cheers to Peers’, ‘Partners in Pride’ and ‘Ring Aloud’ encourage average performers.
Q. How do you access the R&R aspirations of every achiever?
A. Different people have different goals. The motivating factor for every employee is different. For some employees, rewards in the form of monetary benefits matter while for others it is public recognition. For some learning and development matter the most. In Radio City, we have consciously kept these factors in mind. Public recognition is a must besides monetary reward, certificate, incentive trip etc. The ‘Star of the Month’ finds a mention in the CEO’s mail besides a memento. Every year end, the maximum star winner gets a ‘Super Star’ award and is sent for training programmes. The bar is raised every year for employees to give in their best.
