Steps to Encourage Employee Loyalty for Organizational Growth

With each passing year, companies are challenged with keeping their employees engaged and motivated to their work and the company and its objectives. Ask the HR managers, they will agree 100% that #TheStruggleIsReal. 

Most companies are now aiming to keep the spark alive within their employees and there has been a gradual shift from serious work to work combined with fun. The workforce today isn’t just satisfied with the paycheck alone but also with the quality of life, the relationships they forge at work and the sense of fulfillment they feel at the end of the day.

The process of developing employee loyalty starts from the very day that you recruit them. Give them that sense of purpose which lasts way beyond that daily Instagram story which looks down on the office. 

Some of the steps that boost employee loyalty for organizational growth are as follows.

  1.     INCREASE EMPLOYEE ENGAGEMENT                          

Keep your employees interested in the nature of their work at your organization. Instead of just stating the goal, break it down into smaller steps which are easier to complete. Make them feel connected to their work and have an open channel of communication with them. 

Employees should feel free to approach you even if it is to ask for a selfie with you. Generate enough interest, which makes them look forward to the next day at work.


If an employee has successfully completed all the tasks for the day, compliment him and if he has successfully completed all the tasks for the week, take him out for a treat even if it’s just a cup of tea. Make sure that the employee feels needed in the organization. This will help them create a unique identity for themselves in the office. 

Celebrate their birthdays, anniversaries or a hit with a client with a small party or a bonus. It’s important to treat each employee as a member of the family.

  1.     MIX AND MATCH

For an employee, there’s nothing more boring in the world to do than to sit at the desk and stare at the computer screen all day. Weekly once, you can try switching their responsibilities for an hour with another department they can relate with. It will help develop interpersonal relationships and make the employees accustomed to all fields in the company. 

If it cannot be done as a group, pick an individual and ask them their choice of job and give him a day in that specific department.


Workshops, training, etc are few events that bore employees just by their mention. Either your employee will actually be interested in the workshop or will be there only for the food and the perks. Mostly’s it’s the latter. So, instead of keeping it all professional, you can have workshops which can be fun for your employees. 

Try crafts, outdoor activities, stress-relieving activities and games that will refresh the mood of your employee. The next time they come back to work, they’ll be more focused and engaged with the company.


Do not let the employees feel that they have no say in the company. Keep the channel open. Let them come up with ideas and information. Let them have a say in the company’s decision-making. 

You never know where there might be a hidden gem which might be exactly what you need for the company. Receiving feedback from employees is needed to create a happy work environment.


Of course, nobody in their right frame of mind will say no to a free meal. Many companies provide meals, discount coupons, etc to their employees which definitely help them. But more than that, benefits in healthcare or insurance-related matters act as a sign that you do care. Giving paid maternity/paternity leaves is another way to win the confidence of your employees. 

These may cost a bomb at the beginning of the company but is one of the best moves in the long run. Winning your employee’s confidence and trust is one of the best ways to create more employee engagement with the organization.


Do not restrict your employees from not interact with each other. They are not in school or in a library anymore. It is said that people who have friends in the same workplace tend to stay for a longer time. Though there is always a fear of a grapevine being created in the office, there are more chances of people finding support. 

Every employee has his own reasons to not like coming to the office but having friends will make the place more tolerable for them. But do make sure you have certain guidelines for the friendships made within the office.

These are some of the ways you can use to generate employee loyalty for organizational growth. All these practices need not be put to force all at once, but slowly and steadily. Eventually, you’ll notice a difference in the pattern of your employees’ work, the overall environment at the office and mostly, a significant improvement in the company’s performance. In between all this, do not lose track of the objectives of the company. 

Wait patiently and you will soon find HR managers shifting from #TheStruggleIsReal to #TheStruggleIsNoMore.

Innovative Candidate Screening Methods to Hire Top Talent

With Zen Z entering into the workforce and the advancements made in AI and automation, attracting and retaining top talent has become very tough. Due to these prevalent changes, recruiters are facing a host of hurdles in finding and hiring the right people.

Recruiting the right talent is beneficial for firms in numerous ways. Good hires generate revenue and growth, contribute to a healthy company culture, and even attract more such talents.

With the talent market featuring high competition, companies are trying to leverage the advancements in technological and behavioral science to screen the best candidates.

Here are five such innovative ways you too can use to recruit top talent:

1. Video interviewing: This method has been used for some time, but has recently gained immense prominence due to a rise in virtual workplaces. The advancement in teleconferencing technologies has also made this process much more efficient than before. Pre-screens and interviews provide opportunities to broaden the geographic search area, thereby widening the candidate pool size.

The best part about this process is that many such platforms offer assessment tools that help to gather valuable insight into the candidates. With data on verbal response rates and body language, these platforms help recruiters objectively analyze the video interview results.

2. Virtual Reality: Just like video interviewing, Virtual Reality is also gaining prominence day by day. With firms investing big bucks to streamline their recruitment process, this technology has become the hot pick for many. 

VR is used to give remote applicants virtual tours of their company, its amenities, as well as simulations of the company culture and work environment. Such interviews give an idea about the candidates that would fit with the work culture as well as their ability to work with advanced innovative tools.

3. Texting: With Gen Z gradually joining the workforce, companies have started offering recruitment solutions that match their pace. One such method involves using new communication channels that show great use by the younger generation. 

With youngsters spending half of their time on messenger platforms, text messages have shown a better reading and responding rate than emails. Companies looking for fast and efficient communications with the younger workforce are seeking this option more often. 

Texting has emerged as an advanced form of recruiting strategy used for scheduling interviews, checking in with candidates, as well as engaging them during the recruitment procedure.

4. Structured Interviews: This is a prevalently used technique, wherein every candidate receives the same questions, in the same sequence, and are also graded with the same scorecard.

 This recruitment tactic is very effective and gives the confidence that recruiters have made the objective choice and assessed all candidates equally in the screening phase.

5. Group Interviews: This is a great way to find out how candidates can connect with each other and perform during a teamwork. This technique offers many benefits. 

Not only it helps the candidates to feel comfortable with each other, but it also helps the recruiters save time on individual face to face interviews.

In addition to all these methods, there is one thing which recruiters need to keep in mind. 

It is not about which technique is the best or should be adopted. There is no perfect technique for any recruitment procedure. Instead, every recruiter should blend a mix of discussions, challenges, and tests to find the candidate that fits best with the organization.