𝓘𝓼 𝓽𝓱𝓮 𝓹𝓻𝓪𝓷𝓪 𝓸𝓯 𝔂𝓸𝓾𝓻 𝔀𝓸𝓻𝓴𝓮𝓻𝓼 𝓭𝔀𝓲𝓷𝓭𝓵𝓲𝓷𝓰 𝓪𝔀𝓪𝔂?

Sharing is the act of giving or making something available to others, usually with the intention of spreading its benefits or resources. It is important because it allows people to collaborate, exchange ideas and resources, and create opportunities for mutual growth and support. Sharing can foster a sense of community, build trust, and promote generosity and kindness. Additionally, it can help to conserve resources, reduce waste, and promote sustainability, as well as help to build stronger relationships between individuals and communities.

In the Chandogya Upanishad, there are many tales. One of them is very important because it directly relates to the corporate world we work in and are dependent on for our livelihood. The Chandogya Upanishad is embedded in the Sama Veda and is thought to be as old as the Brhadaranyaka, though its composition date is unknown. The text repeats some of the Brhadaranyaka's content but in metrical form, giving rise to the name Chanda (Poetry or Meter). The narratives further develop the concept of Atman-Brahman, the importance of right action in accordance with one's duty, and how the Atman-Brahman connection works.

During the COVID-19 period, when lockdowns came into effect, many businesses and corporations were closed. Many people lost their jobs and livelihoods. People with as much as 40 years of experience were laid off as companies could not pay them. Unfortunately, during the global pandemic, many businesses reduced their spending on employee recognition programs. During the COVID-19 pandemic, businesses reduced their service awards and employee recognition programs by an average of 20%. Budgets were maintained, and costs were reduced as a result. Although perhaps understandable, these program cuts directly affected a number of important organizational outcome metrics, including:

• 11% drop in employee engagement
• 5% increase in planned voluntary turnover
• 15% increase in employee burnout
• 6% drop in employee loyalty

The COVID-19 pandemic had a significant impact on the global economy, and some companies were able to thrive while others struggled. Companies in certain industries were particularly well-positioned to benefit from the changes brought about by the pandemic and are often referred to as "pandemic darlings." These industries include:

• E-commerce: Companies that make it easy for people to shop online, like Amazon, saw a big increase in business as people started shopping online instead of going to stores.
• Technology: As more people moved to remote work, companies like Zoom and Slack that make tools for remote work and communication grew a lot.
• Healthcare: Companies involved in healthcare and pharmaceuticals, such as Moderna and Pfizer, saw increased demand for their products and services as the world focused on finding a cure for COVID-19.
• Gaming: Companies involved in gaming and entertainment, such as Nintendo and Activision Blizzard, saw a surge in demand as people sought ways to pass the time during lockdowns and social distancing measures.
• Delivery services: Companies involved in food delivery and logistics, such as Uber Eats and Instacart, saw increased demand as people sought to have food and other goods delivered to their homes.

These are just a few examples of the companies that were considered "pandemic darlings," and the list is by no means exhaustive. The COVID-19 pandemic had a big effect on the world economy, and we are still feeling its full effects today. The problems like employee engagement, employee burnout, etc. mentioned above were not properly addressed. Companies were only focused on making money. To address the above, there are several creative ways organizations could have recognized their employees during a crisis. These include:

• Increased use of collaboration tools to maintain team (and organizational) connections
• Free, virtual employee assistance options to support mental and behavioral health
• Virtual employee experiences (e.g., in-home massage; leadership coaching)
• Virtual happy hours; game/trivia nights
• Heart-warming stories of employees helping each other and supporting local volunteer efforts
• E-newsletters and virtual townhalls focused on employee achievements.
• Celebrating the "quiet heroes" who may work behind the scenes but are making a difference
• Low-cost or no-cost employee recognition ideas include peer-to-peer recognition programs.
• Gift and care baskets are delivered to employee homes.

Employee recognition is like sharing your food with the employees. It teaches them that they are not individuals but rather parts of a larger whole. If the employees are not properly recognized, they tend to dedicate their energy to other tasks. 

Low employee recognition can have a number of negative impacts on both individual employees and the organization as a whole, including:

1. Decreased motivation and engagement: Employees who feel underappreciated and unrecognized are less likely to be motivated and engaged in their work. This can result in lower productivity, quality of work, and overall job satisfaction.
2. Increased turnover: Employees who feel undervalued and unappreciated may be more likely to leave their current job in search of a more supportive and fulfilling place to work.
3. Poor morale: Low employee recognition can contribute to a negative work environment and poor morale among employees. This can negatively impact team dynamics, communication, and the overall workplace culture.
4. Less trust and loyalty: Employees who feel unappreciated and undervalued are less likely to trust their employer and be loyal to the organization.
5. Reduced innovation and creativity: When employees feel unappreciated, they may be less likely to take risks and be creative in their work. This can limit the organization's ability to innovate and adapt to changing circumstances.

Overall, low employee recognition can have serious consequences for both individual employees and the organization. It is important for employers to show their employees' appreciation in a meaningful way and at the right time if they want to create a positive and supportive work environment.

Wipro, like many companies, may have opposed moonlighting for a variety of reasons, including:

• Conflicts of interest: Moonlighting can create conflicts of interest for employees who may be working for competing companies or businesses.
• Reduced productivity: Employees who work extra jobs may be tired and less productive at their main job. This can hurt their performance and the bottom line of the company.
• Concerns about privacy: Companies may worry that employees who moonlight will tell others confidential information or trade secrets from their main job.
• Legal liabilities: Companies may worry that moonlighting employees could cause them legal trouble, especially if the second job involves doing things that are against the law or unethical.
• Employee morale: Companies may be concerned that moonlighting may create resentment among employees who do not moonlight, or who feel that their own workloads are being affected by the moonlighting of their colleagues.

Overall, companies may view moonlighting as a potential threat to their operations and interests, and may take steps to regulate or restrict the practice among their employees.

But if employees are not properly recognized for their work, they have no other option left. Employees moonlight, or work additional jobs outside of their primary employment, for a variety of reasons. Some common reasons include:

• Financial reasons: People may work a second job to make up for the fact that their main job doesn't pay enough to cover all of their bills.
• Career advancement: Moonlighting can provide employees with additional skills and experience that can help them advance in their careers.
• Job dissatisfaction: Employees who are unhappy with their primary job may moonlight as a way to explore different career paths or escape from a negative work environment.
• Flexibility: Moonlighting can offer employees the flexibility to work on their own terms and schedule, which may not be possible with their primary job.
• Passion: Some employees moonlight in a field that they are passionate about but may not have the opportunity to pursue in their primary job.

Overall, moonlighting can have both positive and negative consequences for employees, and it is important for them to carefully weigh the risks and benefits before taking on additional work.

COVID-19 has now passed. Companies have reopened, but the global economy has weakened. Companies like PayPal, Amazon, Alphabet, etc. have cut several jobs. Amazon announced at the beginning of this year that it would be laying off more than 18,000 employees due to "the uncertain economy" and a spike in hiring during the pandemic. Earlier this month, Microsoft and Alphabet both announced job losses of up to 10,000 and 12,000, respectively. The massive Swedish music streaming company Spotify announced last week that it would lay off 6% of its roughly 10,000 workers, citing the need to increase productivity. Advanced Micro Devices (AMD), a US computer chip manufacturer, on Tuesday reported a 98% decline in net income for the final three months of 2022. This is another indication of the slowdown in the technology sector. The business also stated that it anticipates a 10% decrease in revenue for the current quarter. The numbers, however, were better than many investors had anticipated, and AMD's shares increased following the report. The second-largest memory chip manufacturer in the world, SK Hynix, reported its largest quarterly loss in Asia on Wednesday. The South Korean business reported a worse-than-anticipated 1.7 trillion won ($1.4 billion; £1.1 billion) loss for the final three months of 2022 due to a 38% decline in sales. The company cited declining computer chip prices and joined other competing technology behemoths in issuing a warning that it anticipates an industry-wide downturn to deteriorate in the months ahead before improving later in the year.

Shakunaka Kapeya and Abhiprtarin Kakshaseni were two sages that lived in the cottages that lined the forests. They were renowned for their wisdom, and many people flocked to them to seek advice. They spend most of their time worshipping Vayu.

Vayu is the Hindu god of the wind. He is one of the five primary forms of God in the Smarta Tradition. He is seen as the lord of the winds and the air. He is known for his qualities of magnificence and prosperity.

One evening, the sages were beginning their meals. A Brahmachari came to them with a begging bowl. He was asking for some food.

A brahmachari is an unmarried man who has taken a vow of celibacy and leads a life of spiritual discipline, self-restraint, and purity. It is an ascetic practice that is most commonly found within Hinduism, but also exists in other religions such as Buddhism and Jainism.

The Sages said that they had no extra food left and were about to eat all that was left. However, the brahmachari spoke up and asked them to share whatever they had with him. The sages refused. The Brahmachari then asked which god they worshipped. The sages replied that it was Vayu, who is also known as prana, or the breath of life.

The Brahmachari replied, "Then you must know that Prana predominates the whole universe and that Prana is that which moves and does not move. ""That is visible and invisible."

They replied that they knew all of it.

The Brahmachari then replied, "Could you tell me to whom you gave this food offering?"

"To Prana, who else?" replied the sages.

"The Brahmachari then asked, "If prana permeates the universe, it permeates me too. "Who am I if not a part of the universe?"

"Yes, you are," replied the sages.

The Brahmachari continued, "It is prana that pulsates in me, as in this hungry body of mine, which stands before you and speaks."

The sages nodded and said, "You speak the truth, young Brahmin."

The Brahmachari then replied, "Deny me food, and you are denying prana from where you have prepared the food. "

The sages, ashamed of their ignorance, shared their food with him.

This simple story is what all corporations must remember. They earn their profits from "Prana," which manifests itself in front of them as their community or society, because without Prana we are all ir community or society, because without Prana we are all dead, and dead is of no use. This "prana" is the real cause of their existence. It is also what is present in their employees. By recognizing employees, businesses show appreciation for the "prana" they bring to the growth and development of their businesses. In a way, corporations are sharing their food with the "Prana."

Employee recognition can be highly beneficial for both employees and the organization as a whole, including:

• Increased motivation and engagement: Recognizing and appreciating employees for their contributions can boost their motivation and engagement, leading to higher productivity, quality of work, and overall job satisfaction.
• Decreased turnover: When employees feel valued and appreciated, they are less likely to leave their current job, reducing turnover costs and improving organizational stability.
• Improved morale: Recognizing employees can create a positive work environment and improve morale among employees. This can enhance team dynamics, communication, and overall workplace culture.
• Increased trust and loyalty: Recognizing employees can help them trust the organization and feel more loyal to it.
• Increased creativity and innovation: When employees feel valued and appreciated, they may be more likely to take risks and be creative at work, which can lead to more creativity and innovation.
• Better customer satisfaction: Recognizing employees can make the workplace more positive and improve customer service, which can make customers happier.
• Employee recognition can have a positive effect on an organization's bottom line by making employees more motivated, engaged, and happy with their jobs.

How can employee recognition and rewards be used in a smart way to lessen the negative effects of working in a virtual world?

1. Develop and administer a well-funded employee recognition & rewards program. The research unequivocally shows that when employee recognition and rewards are integrated into business operations, it has a positive impact on the organization's bottom line. The organization can anticipate a 400% return on every dollar spent on recognition and reward programs. It is challenging to contest those figures.
2. Automate the program to widen participation. As has already been mentioned, this can aid initiatives for diversity, equity, and inclusion, which is especially important when the majority of employees work virtually.
3. Create a robust peer-to-peer recognition program. As engagement increases, turnover decreases. This furthers ongoing initiatives to increase the number and variety of workers who receive recognition, both physically and virtually.
4. Ask employees what their preferred methods of recognition and rewards look like. This has two benefits: first, it shows your staff that you are interested in learning about their preferences, and second, it makes them more appreciative of the recognition and rewards you and the company give them. This fosters loyalty, aids in efforts to increase productivity, and lowers turnover.
5. Be creative in your use of low- or no-cost employee recognition strategies. As was previously mentioned, there are many ways to honor special occasions like birthdays, work anniversaries, and outstanding performances. These methods provide an effective means of inspiring workers. That is especially crucial given the large number of remote workers. The thoughtful, sincere application of these strategies (e.g., enabling them to pursue continuous process improvement initiatives advantageous to the organization, its staff, and customers) can assist in reinforcing their value to you and the company and serving as a constant reminder to them of the significance and value of their work.

Stakeholders should regularly evaluate your recognition and rewards program to make sure it is living up to expectations. Here are some queries to think about, ideally once a year. Have goals for the program been set? Have you gained the support of key stakeholders? Has the program aided in the achievement of organizational objectives? Measure the degree of employee satisfaction to determine employee morale. Employees who are unhappy or dissatisfied are less likely to keep customers happy, stick with the company, or improve the bottom line. Quantitative metrics are required to fully complete cost-benefit analyses for employee recognition and rewards programs. Senior leadership and stakeholder buy-in and support. Managers and employees need to see that funding for recognition and rewards is available, fair, and equitable. An alignment with organizational mission, vision, values, and goals. Employees should be able to see a connection between what leadership says is important and what is actually rewarded. The first-line supervisor should be directly involved in the presentation of recognition and rewards. Try to be as considerate of your employees' wishes as you can. With an established awards program budget and an automated system in place, try to keep your program administration as straightforward as possible.

Employees are strongly motivated to uphold the brand promise when they are aware that doing so will earn them recognition. An important psychological need is recognition. Higher retention rates, engagement, and customer satisfaction are found in organizations where senior leaders view employee recognition as an investment rather than an expense. No matter the state of the economy, a company's success depends on its employees. Across all industries and business sizes, engaged employees outperform their disengaged counterparts in terms of business results. According to Gallup's "State of the American Workplace," organizations with highly engaged employees see productivity rise 17% and absenteeism drop 41%. If their managers regularly compliment their workers, employees are five times more likely to stay with the company. Rewarding effort fosters loyalty and aids in the emotional bonding of teams with the organization and each other. 35% of businesses that use employee recognition programs have noticed a statistically significant increase in customer satisfaction.

Employee engagement can help businesses grow in several ways, including:

1. Improved productivity: Engaged employees are more motivated and committed to their work, leading to higher productivity and quality of work.
2. Increased innovation: Engaged employees are more likely to be creative and bring new ideas to the table, leading to increased innovation and adaptability.
3. Better customer satisfaction: Employees who are engaged are more likely to give good customer service, which makes customers happier and more loyal.
4. Reduced turnover: Engaged employees are less likely to leave their job, reducing turnover costs and improving organizational stability.
5. Better financial performance: Research has shown that companies with higher levels of employee engagement have better financial performance compared to companies with lower engagement levels.
6. Improved workplace culture: When employees are interested in their jobs, they make the workplace a good place to be, which boosts morale, teamwork, and communication.
7. Improved reputation: Companies with highly engaged employees are often seen as more desirable places to work. This boosts the company's reputation and makes it easier to hire the best people.

It is time for businesses and corporations to respect the prana within employees.

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