The March 2020 Empuls release brings with it a handful of advanced features to help HRs get the best out of the engagement platform, like peer to peer rewarding, new reports structure that gives better insights, comments for celebration posts, query builder in budget automation and budget co-ownership.
Peer rewarding (known as peer to peer rewarding) ensues when co-workers praise each other for a job well done and attach a reward value to this appreciation. It could be done to motivate each other or to give positive feedback on a task. Not only does peer rewards drive employees to do even better at the next task, it also helps them feel valued.
Peer reward feature in Empuls helps organisations provide a platform to help employees thank each other for their efforts, on-the-go. The impact of this feature is multi-folded: it encourages a positive work environment, behaviours that adhere to company values and alignment of individual goals with organisational goals. Peer rewards can thus help increase employee retention, productivity and engagement.
With this release, Empuls allows employees to reward their peers right from the message box. While they type down an appreciation for a colleague, they could quickly share a few reward points along with it, to make the appreciation more impactful. HR super-admins can decide the minimum and the maximum points that can be rewarded this way and employees can award each other points within this range.
The HR super-admins can even define the total budget of reward points that could be distributed amongst employees for the purpose of peer rewarding. This overall peer budget is then divided amongst the employees and then reflects as the employee’s own peer budget.
These budget definitions can be renewed by the admins on a monthly basis. The super-admin can even disable the award if a need occurs, during which the unused points will be pulled back from the employee’s peer budget.
Select award list within the Awards sub-menu to view the list of awards in the platform. Scroll down to view the peer-to-peer rewarding tile. Hover over the points value/ range to view the ‘edit’ and ‘stop’ icons. Select the ‘stop’ icon to disable the reward and the same button enables the rewards, if required in the future.
Once Peer to Peer Rewarding is enabled, a ‘peer to peer budget’ becomes active for employees across the organisation loaded with the points defined by the Admin during setup of the Peer to Peer Rewarding.
If Peer to Peer Rewarding is disabled, the ‘peer to peer budget’ will become inactive for employees across the organisation and all unused points from the budget will be rolled back from the respective employee accounts and is added to the super admin’s Peer to Peer Rewarding balance.
Peer to Peer Rewarding works with budget automation that disburses budget points at the start of every month. If the new user is added after the start of the peer budget cycle, points are disbursed only in the upcoming budgeting cycle.
Previously, the menu accessible to each category of Empuls users - be it employees, managers or admins - were pre-defined. With this release, the super admin can decide on what menu options need to be shown to each of these user categories. With ‘Access Control Settings’ feature that is available for super-admins, they can enable or disable access to Empuls features like Awards, Budgets, Survey or Reports to different user categories.
This way, each category of users gets to experience the platform in a way that focuses on their specific requirements and functionalities.
You can check the default control settings at Login> Admin Menu> Access Control Settings.
The best way to ingrain organisational values into the work culture is by reinforcing them day-after-day. Rewarding employees and teams who bring these values to life over their daily tasks and behaviour - is essential to this reinforcement process. Creating awards that recognize and celebrate these values help in continuously rewarding value-aligned employee behaviour.
Now Empuls allows HR admins to lock a company value to an award they create. This way, awards can be pre-linked to company values and vice versa - right at the time of defining awards. These ‘locked’ company values will be displayed along with the citation message of the award on the award post, during awarding.
With this feature HR admins can track the adherence to organisation values through the usage analytics of the value-locked awards.
Before this release, the complete budget distribution had to be handled by the budget owner alone. This restriction made it difficult when senior managers, department heads and business unit heads wanted to further take strategic calls on the budget distribution and re-allocation. The new release comes with the capability to have co-owners for a budget to solve this restriction. The second level managers now can re-share budgets with their subordinates and other users of their own accord. This addition also helps decentralising the budget allocation process to managers and resultantly, empowering them.
Having complete flexibility to design the budget options helps HR Managers to configure the budgeting processes to seamlessly fit their organisational total reward policies, strategies and priorities.
In addition to the user drill-down and selection options that Empuls was already offering, such as department, location or reporting conditions, we now provide an ‘Advanced Condition builder’ for budget automation. This ‘Query Builder’ helps admins build their own complex logic of stakeholder selection using emailID, designation, grade, business unit, site, department and access role, during budget automation.
We believe that Empuls is most impactful when users are able to send appreciations, awards and approve nominations on-the-go, over our mobile app. We encourage users to download the app - by sending mobile application links on email templates of the event notification and displaying them on the login screen.
Our user-focussed mobile app interface is designed in a way that employees quickly discover the most essential elements over the app. The home page gives quick access to employees’ favourite groups, helps them start discussions, quickly appreciate, give awards and greet colleagues, on-the-go. Push notifications ensure that the employees do not miss out any important information or tasks.
The points and currency formats are now displayed according to the American system, with commas to indicate denominations of thousands, millions and billions.
For instance, if the budget balance previously was displayed as 50,00,000 for 5 million points, it will now be displayed as 5,000,000.
The reporting module has been completely re-designed to make it clear, insightful and highly efficient. Reports now have the following 3 sub menus with different capabilities.
This section helps in tracking and analyzing your budgets, rewards and collaboration metrics- giving you end-to-end visibility on your organisational data. Further divided into ‘Budget and redemption’, ‘Rewards and recognition’ and ‘Collaboration’ these dashboards give you live updates of these features.
This section helps you get useful insights on budgets, rewards and collaboration.- giving you meaningful and actionable insights on your usage data. Further divided into ‘Budget and redemption’, ‘Rewards and recognition’ and ‘Collaboration’ these insight sub-sections give you live analytics of these features.
This section helps you with quick and complete data at your disposal- giving you complete records of transactions and platform usage. Detailed reports can be retrieved on awards, budgets, redemptions, gifts, pending nominations, conversations and login records.
Fig 11: Report Data
To help employees better congratulate their co-workers on special occasions like service anniversaries or birthdays, Empuls now allows comments within the celebration posts. This simple addition helps celebrations get more traction and wide adoption, with many employees congratulating over the same comment thread.