What does it take to win at the Employee Happiness Awards?

As a jury member for the prestigious Employee Happiness Awards , organized by Jatin Deepchandani , Nida Umerjee and their talented team, I am honored to gauge the profound impact of workplace employee happiness strategies on the lives of individuals. My role goes beyond simply evaluating; I seek authenticity, sustainability, and the enduring impact these initiatives have on individuals. Why does it matter?

In the UAE job market, competition is fierce. This presents opportunities for job applicants to rise to the challenge and for companies to find innovative ways to retain and engage their employees, particularly in dynamic industries with high turnover like Retail and Hospitality.

In this case, it’s crucial to understand and work on the impact companies have on their employees' daily experiences. It's the silent yet profoundly influential culture that fosters company loyalty.?

Forget external validation – the real meaning of the award isn't necessarily about who we (the judges) think has the best office. It's not about how impressive your onboarding or internship program is. What truly matters is how your employees feel. They are the ones who need to believe in the company's authenticity and make choices about their dedication, performance, and sense of belonging.

?Let's move beyond "best practices" and explore the "next practices" that prioritize employee wellbeing and foster genuine loyalty.

Here are exceptional strategies that truly resonated with me. The companies whose presentations I witnessed have implemented these approaches. It's important to recognize that these examples may not be suitable for all companies or industries, but I’m sharing them to inspire and elevate the game of those organizations seeking fresh ideas.

§? 3 months of maternity AND paternity leave?

§? Real flexibility to work from home or other countries?

§? A prestigious club that you become a member of once you hit your sales targets for 6 full months?

§? Cash gifts on your birthday?

§? Holistic wellbeing programs?

§? Leadership involvement and endorsement?of the happiness strategies

§? Being LEED and/or WELL Certified

§? Having well-thought-out succession plans that drive engagement, growth and business continuity ?

§? Great cultures of trust, fairness, diversity, flexibility, collaboration, innovation, recognition, employee happiness?

§? Being protective of your company culture by having a “culture add” interview round to ensure the potential new candidate will fit the culture?

§? Women empowerment?

§? ‘Returnships’ after a gap year?(no questions asked)

§? Employee support programs?

§? People happiness forums?

§? Recognition trips to the United States (or other countries) as a performance reward?

§? Having off-sites and annual planning strategies in a different country, and combining the trip with some meaningful teambuilding ?

§? Regular training and upskilling?

§? Paid retirement scheme?

§? Donating unwanted leave days to others who need extra leave?

§? Adding extra leave days as appreciation for employee loyalty?

§? Education allowances, MBA sponsorships?and scholarships

§? POD development opportunities

§? Onsite childcare and nursing

§? Kaizen Meetings

§? Empowering people and trusting them

§? Having an EVP (Employee Value Proposition) and living it, delivering on the vision

§? Interest-free loans to their employees

§? Resilience training for all managers

§? ?Culture ambassadors and happiness boosters?

§? Mental health first aiders?

§? Coaches and mentors?

Some wonderful examples, right? One leader presenting her case for the best workplace said that for her, it's more important to take care of the employees than customers—bold and brave! I sincerely hope she meant it!

However, if you are looking to participate in the Employee Happiness Awards in the years to come, make sure to get the basics right first:?

Relevant leaders should be present during the presentation rounds—presenting and supporting.??

Don’t have the Marketing and PR Department present the case study if they are not fully knowledgeable about the numbers and metrics of your nomination.

Practice the flow of your presentations and use impactful vocabulary. (This is a no-brainer, but you would be surprised.)?

Make sure technology works for you and not against you. (Again, a no-brainer, but yeah, some surprises!)

Remember, awards are a means to an end. Yes, they are great for employer and employee branding. Yes, they do wonders for building a sense of pride— especially if employees believe they deserve the award. But the ultimate goal is to create a workplace where employees feel valued, supported, and empowered to reach their full potential.

If you are seeking guidance on fostering employee happiness and designing an extraordinary employee experience that can elevate customer and investor experience, look no further than my latest book, Beyond Employee Engagement , now available on all major online retail bookstore platforms.