Most Business Houses not ready to adapt Digital Workplace!!!

Why are many organizations still hesitating to adopt digital workplace?

Is your business ready for this technical advancement?

As per a new survey by research firm Gartner, today not more than 20 per cent of employers in all of the highly-skilled economies are prepared to accept digital workplace technologies like the virtual collaboration or mobile tools.

Strange but true…..

The survey, carried out among more than 3000 respondents in advanced countries like Australia, France, Germany, Japan, Singapore, the U.K. and the U.S., found that a very small proportion of organizations (between 7% and 18 %) possess the “digital agility” to influence and control media, information and technology in exclusively, unique and highly innovative ways.
The objective of digital dexterity is to put up a flexible, responsive workplace by executing tools such as content management systems (CMS), cloud, employee portals, social networks and multiple mobile apps.
Today’s consumers are digital that means customers and employees think alike.
Digitization has turned out to be crucial for innovation and for keeping employees engaged in their organizational goals and personal careers too.

a) As per Gartner statistics, workers between the ages of 18-24 are by majority the most approachable of all other age groups to adapt to digital workplace products and services.

b) To our surprise, the oldest legion of workers analysed, that’s between the ages of 55-74, are the second most likely adopters of digital workplace tools and services.

c) Workers ageing between 35-44 expressed the highest lack of interest towards the adaption of new technology and ways of working. They take their jobs as routine, have the weakest view of how technology can help their work and growth and also are the least interested people in mobile usage.

HR’s responsibility and role in Digital workplace

Some researches indicate that around 56 % of Human Resource leaders are being hard-pressed to take on a very important role in driving their organizations to digital transformation.
This bestows a distinctive opportunity for HR to escort the charge of turning their organization into a digital organization of the future to improve engagement and productivity, while still getting a stronghold at the leadership table.

1) Impact of the digital revolution

Obviously, there is a strong impact of the digital revolution on the way people work.
Employees have got to be able to work anywhere, even in a ‘non-office’ environment, act as team players, have consumer-like software skills for using a mobile phone, cloud, social media, apps, and other tools and lastly be on toes to say OK to non-routine ways of working.

2) Hiring the right candidate

As responsible HR professionals, you must be equipped to hire candidates who can survive and bloom in the digital environment or else train the existing employees to become digital workers.

3) Improve engagement

Digital technology can improvise engagement and also job satisfaction by reflecting employees home-life handiness. It can improve productivity and efficiency too by offering flexibility, mobility and other options for administrative and HR-related duties.

4) Value-additive work and personal development

When employees can modernize their advantages easily, whenever and wherever they want, they have more time to spotlight on value-additive work and personal development.
A digital workplace allows things like remote work, easy onboarding, connecting people even when they may not be physically present in the office and allowing them to perform tasks and activities as per their own agendas.

HR can play an advocate for the value of people as a priority in technology functioning.

This means the user experience is required by the new system to improve the skills of the workforce, and how will this impact your employee satisfaction and engagement.
HR may not have to lead transformation on its own. It can assemble inter penalizing teams that include HR, sales, finance, customer service, IT and others that are capable of influencing the expertise to redefine the overall employee experience.

Overcoming the resistance to revolution

The success and victory of digital transformation usually depend more on the right change management rather than on the technology itself. This makes it crucial to involve management holders from across the organizations that are willing to handle the transformation initiatives. Any alterations in an organization have a direct impact on the people within that organization, and thus HR leaders should work to ensure that employees are comfortable, well informed, properly trained and accept the change wholeheartedly. To overcome this resistance, the best tactic is first to sculpt the behaviour required by the new digitally dexterous organization.
This means accepting the digital workplace, innovatively using technology, thinking strategically, representing team spirit, and including both; the stakeholders and innovative thinkers together in the process.

Other important steps can be:
• Growing with feedback from digital workers through proper mentoring, frequent surveys and perfect observation.
• Arranging centre groups for older executives to train them about upcoming technology challenges.
• Modelling workers needs on how to use technology inside and even outside the office.
• Highlighting eccentrics to expose insights of productivity and unshared technology.

Rewards and Recognition; definitely a Win-Win for Engaging Employees…

Did you know that there is a straight connection between your employees and your profits?
Rewarding or recognising your people is not just about the monetary fulfilment; it is about increasing their happiness percentage and motivating them in a way that they ad infinitum fuel your business growth; it is all about increasing employee engagement at the workplace.

A famous writer once said, “People may work for money, but they go the extra mile only for recognition, praise and rewards”.

(a) Praise
Praise, which of course, is clearly self-explanatory, helps in creating a immense working environment along with boosting the employee’s morale, by basically motivating them.

(b) Benefits
Benefits are the basic, non-monetary compensation that works as a supplement to the salary. This includes – health insurance, Stock Ownership Plans, term insurance, etc.

(c) Perks
Perks are again non-monetary in nature, are additional something’s that an employer offers to employees to sweeten the deal __ gym/club membership, discounted home loans, a company car, economical travel fares, etc.

(d) Rewards & Recognition
Rewards & Recognition (R&R) programs are carried out to reward employee performance and recognize their achievements. It is an accepted fact that good efficient functioning of R&R programs will accelerate positive behaviours among employees, and that’s why almost 90% of organizations today invest in new innovative R&R program for their employees. Effective R&R programs have to,

(1) Recognize individuals & teams in a timely way
(2) Provide diverse opportunities for the recognition
(3) Create a recur able & prolonged practice that can evolve into a program.

Employers and employees can now join hands to register to one interconnected intranet platform to avail benefits from.

(1) A single online and labelled environment that acts as a central hub for all R&R programs – recognitions, rewards, peer-to-peer recognition, performance recognition, landmark achievements, etc.

(2) Amalgamation with the performance appraisal system to have an uninterrupted and sustainable R&R practice.

(3) Flawless integration with the HR system of the organization to keep track of the regular employee’s growth, with quick access to a real-time dashboard.

(4) Regular uniform monitoring and measurement of employee behaviour, ideas, innovations and performance.

(5) Gamification of R&Rs where employees can earn, receive and send points that can be effortlessly redeemed for a wide range of rewards.

(6) Analyse and supervise rewards to understand employee effectiveness and their role in the organization.

(7) An integrated portal that mutually connects employees from varied regions and diverse cultures into one single platform.

(8) Regular newsfeeds, customary Leader boards, usual notifications, etc., to make it furthermore socially engaging.

(9) Global catalogue list of rewards, gifts, vouchers, etc.

Looking at the current scenario in the global R&R space, undoubtedly the world of recognition is changing like never before. Now technology is at the helm of things, navigating this transformation.
While the new technologies are creating fresh hints in how effectively R&R program can run, they are also opening the gates to create newer relationships in a digital world – they are helping companies create valuable R&R programs for digitally-inhabitant native employees.

Recognition and Perks

A survey of more than 2,800 senior managers looked at how employers show recognition during Administrative Week. It was found that companies most often:

• 40 % Offer a gift or present, such as flowers or a gift card
• 35% Praise workers during a staff meeting or at any other public forum.
• 27 % present a handwritten thank-you note

If you’re looking for ways to honour your support staff, going the traditional way—then an employer- employee’s lunch or even flowers can be a solid choice.

A firm advised that a simple thank-you note is a good start for those searching for a unique way of showing employee appreciation,—but please don’t stop there: Let the Admins know how their work contribution has helped the department.

One can also share praises received from happy clients, celebrate their achievements, awards and recognize the staff on public platforms, in front of peers.

An even finer touch could be a verbal commendation followed by a sweet handwritten note.

Other rewards that employers can confer are:

(1) Extra cash
On the spot bonus as a monetary reward is always a win-win.

(2) Rest and relaxation
If short vacation time isn’t practicable, then a gift card to a local spa, gym membership or a favourite restaurant, or tickets to a cultural event can be considered.

(3) New opportunities
If any administrative professional is interested, you can ask them to supervise a project, or encourage and promote them to join a mentorship program. A gesture as good as this will show that you value employees work and his contributions and you have confidence in his skills and abilities.

(4) Rewards
As employees gain more experience and are given superior responsibilities to assist in making workplaces run smoothly and effortlessly, they can be rewarded accordingly.

Creative Social Intranet – Enterprise solution of the year -Brand of the year 2019

Business Connect recognizes Creative as Brand of the year 2019 and Creative Social Intranet as Enterprise Solution of the year 2019

Creative Social Intranet an innovative enterprise communication software by Creative has been recognized as “BRAND OF THE YEAR 2019” Carving a niche in the Enterprise Software Solutions domain, by Business Connect, One of the best business magazines in India. Business Connect is a platform that brings together entrepreneurs, executive officers and Venture capitalists from a variety of sectors focussing on publishing inspirational success stories of business houses and innovations spread across the globe in the entrepreneurship world.

Some of the Interview Highlights

1. Please walk us through your company profile and your services

Creative Web Mall (India) Pvt. Ltd. was incorporated in 2007, An established company located in Mumbai, India that delivers on promises made. Creative provides a range of Web, Mobile and Enterprise Solutions and IT Outsourcing Services that streamline business processes and results in business growth.

2. How do you feel you are different from your competitors?

What makes Creative different from competitors is the services that help companies achieve operational efficiencies and expansions, While being innovative and reliable. Creative has served varied clientele from 16 countries around the globe. Creative’s experience in the IT industry has lent them the perspective to fully interpret problems, design solutions, and deploy them efficiently, economically, and effectively. Creative helps add value to businesses and reduce costs.

3. Did you see any transformation happening for startups, over the years in your field?

Creative has set turnkey online business solutions for many companies looking to set up a brand online. Right from online business strategy, domain, branding, design, portal, mobile app development to online promotion, Creative did not just stop by playing an advisory role. Creative walked along with them while executing these strategies, to ensure business success. Earlier startups were looking for IT developers, But now they are looking for IT partners.

4. Did everything come easy, or you have your story of struggle?

As said, “Nothing worth having, Comes easy”. Creative too had to undergo the complexity of things to sustain in the IT industry where everyday, a new competitor emerges, the brawl to growth just seemed endless. Creative team has been continuously sponging and learning new technologies. Good experience nurtures from bad decisions. It’s all part of the journey called ‘Excellence’. Creative internal HR had been using some popular ERM software for its internal communication and resource management. We tried using a few software solutions, But none could fulfil the complete need of the hour. This is when, Creative saw the vacuum and introduced “Creative Social Intranet” – a next generation employee engagement portal and content management system for the enterprises to enable smooth flow of process and communication.

5. What kind of clients do you serve any special mentions?

Creative has been providing web, mobile, intranet and enterprise custom solutions to all medium and large scale companies from India and worldwide. Creative have served intranet applications to large companies in the Health industry, Pharmaceuticals, Aviations, Real Estate and construction industry, Leading banks, and Finance industries. to mention a few: Trent Ltd, HCC Ltd, Cadila Healthcare Ltd, BCCB Bank, HDFC securities Ltd and many more..

6. How do you ensure unbreakable faith of clients in your company?

Creative has been serving IT services to leading conglomerates in India. The positive feedback from our clients on leading software rating website Capterra, powered by Gartner says it all. Everything thing wrt to service or software features is clearly mentioned in black and white for each of our clients. We study client’s company culture, systems, requirements, hurdles and problems with existing legacy applications and then suggest bespoke customized solutions backed by an unmatch pace of deployment. So there is no opportunity to breach the faith.

7. How do you keep pace with the changing market trends?

Creative is continuously upgrading its knowledge wrt to latest technologies and it’s software features. Creative regularly participates in leading HR summits and conferences to improve the knowhow and changing market trends. The software solutions provided to Creative clients are designed to be functional in a given business environment suiting every client’s custom needs.

8. Do you believe R&D is essential for the growth of the company?

R&D activities is a key factor in the IT industry for achieving future growth, as they eventually lead towards an increase of the company’s knowledge, a better technology and innovation.

9. Do you still come back to work with the same zeal, like you did when you started?

As the age grows the thrive to deal with varied clientele has not depleted but has only developed better with the interest towards building more and more long term relation with employees and clients. Infact an exciting solution like “Creative Social Intranet” has doubled our enthusiasm to face the clients with more commitment and confidence on our solutions and services like never before.

10. In terms of your market, what do you feel the future holds for entrepreneurs?

There’s been a lot of innovation already happening in a lot of different sectors. Entrepreneurs need to select a particular niche and identify the big problem that needs to be solved or an opportunity that needs to be seized–and go for it. Future holds to those who constantly reinvent your their learning process and are always looking for the next mountain to climb.

11. How necessary do you feel is it to keep your employees content, how do you ensure it?

Engaged employees focus on purpose and values. It’s no longer just what you do , it’s about how you do it. Creative Social Intranet is all about improving employee engagement and improving internal communication and collaboration. There has been 55% increased efficiency and productivity and 90% increase in employee satisfaction with enterprises using Creative Social Intranet for their internal communication.

12. Who is your role model in business/entrepreneurial world and what have you learnt from the person?

Mr. Narayan Murthy, Infosys – My learning from him: “Be open to ideas and always be willing to learn”.

13. How are you giving back to society (CSR, if any)?

Creative has been donating every year for the development of orphan kids, feeding of birds and growing trees. Infact Creative has its own green space in office to motivate Go green culture. It is very relaxing and stress relieving to work in a surrounding close to nature. Creative have served with low or almost zero cost web development services to few leading NGOs in Mumbai.

14. Apart from work, what else does you like to spend your time doing?

All the money in the world can’t buy you back good health. So spending time with family, friends and maintaining good fitness through sports and exercise is the most important aspect to further shoulder Creative’s growing responsibilities.

15. How do you see the initiatives of the present government with respect to your industry? Have they helped you in any sense?

Digital India has made few tasks of life simpler. But still needs to go a long way.

16. What are the achievements and milestones of the company?

1. Capterra – Powered by Gartner, most popular Intranet software review website, recognizes Creative Social intranet as one of the top promising Intranet Solution providers in India.
2. CIO Review Magazine – India’s most popular ECM software review magazine, recognizes Creative Social intranet as one of the top 10 promising ECM Solution providers in 2018.
3. Creative Social Intranet is one of the top 100 Communications and Collaboration Software products reviewed by Review Finance Online 2017 Awards.
4. Served Creative Social Intranet Software in 2018 to leading companies having employees more than 20000.
5. Introduced Meeting Room booking system, Helpdesk trouble ticketing, Employee on-boarding, Enterprise chat software, Visitor Management system, Document management system, LMS, Micro learning software, Enterprise recruitment portal in 2019. Lot many more features are coming soon.

17. What does the future hold for the company?

India alone is home to more than 5,000 start-ups, and this number is slated to more than double by 2020. There is no doubt the tech love affair will continue to heat up as new innovations continue to spring up with new technology and advancements. Creative definitely aims at building trust and collaboration into relationships with companies worldwide.

18. Lastly, what message would you like to give to the readers of the Business Connect magazine?

Businesses today not only require enterprise content management (ECM), but a strategic
ECM solution that not just stores important information, but also saves unstructured information
in an accurate manner which could be accessed and processed easily in future. Give your employees the knowledge and brace to effectively do their jobs with efficient internal communications. At Creative
Web Mall (India) Pvt. Ltd, we believe in providing a platform to our customers that they can use to handle documents and information in chronological order and with advanced search options to
maintain a record of all the information with various modules and categories. Combined with
document management, We believe in increasing workplace productivity through ECM.

5 Benefits Of Micro-Learning That Organizations Can’t Ignore

Microlearning has grabbed the attention of organizations and employees alike. It provides various benefits which has made it a favored option among eLearning developers as well as learners.


The micro-learning requires less time and resources for the preparation and delivery which decreases the length of the development cycle and production cost goes down. It is also easier to update a single module as it does not affect the other modules due to its modular design. Regarding the learning procedures, microlearning is suitable for many stages from pre-training, during-training to reinforcement. It can’t help but say that micro-learning delivers great value which is cost-effective.

b)Engage Learners:

For capturing learners attention, micro-learning is the most beneficial product. As it comes in various, it helps to build learning experiences and increasing learner interest. Bite-sized learning is a practical approach to the learning style. It is thus loaded with interactions and rich media which attract and hold their attention every few minutes. The digital generation has grown up with the internet, smartphones, etc and as a result, they want learning to be brief, accessible, relevant and of course, engaging. 

c)Boosts retention rates:

It is said that the human brain absorbs and retains information better in smaller bits. So studying small theory in short information is an optimal solution, as it is discovered that human brains couldn’t maintain focus for long periods of time. It gives learners digestible and specific information that they can apply right away. That way they can constantly process, reflect on, and evaluate the information.


Micro-learning turns short duration to good advantage. It filters out unnecessary content while focusing on the need-to-know one. Micro-learning prevents learners from wasting time in searching for what they need as it provides specific and targeted information. 

e)Perfect for mobile learning:

Nowadays people want on-demand learning with quick and efficient information. They want to learn anywhere and at any time. It can be a smartphone, a tablet, or any other handheld devices where they can find an infographic, for instance, to fill up their few spare minutes. Because of this micro-learning with its short and concise content is ideal for mobile learning.

Micro-Learning: The Key To Employee Engagement?

It is important to understand of having a growth mindset of employees and engaging in lifelong learning. The essential habits to foster at a cultural level should be maximized to increase customer experience. Having the chance to develop personally is one of the top five things that employees of all age groups value most in life and we also know that learning is a key driver of workplace happiness and employee engagement. It shows that employees want the opportunity to keep on learning and challenging themselves, especially when it means they can learn new skills that benefit them personally and professionally. Learning has finally become accepted as an integral part of working life and this is true across all educational backgrounds. 


Employees also have expectations from employers that they also need to allow for time off work to facilitate learning. One-in-five employees also believed that professional learning should only take place during working hours which is acceptable for compliance-based training, but for improving skills like time management, dealing with stress, etc that’s just not viable. For employers to free up time and deliver in line with these high expectations requires a shift away from traditional classroom study to online methods. More importantly, it requires a change in thinking away from expecting employees to complete online courses in one sitting. Even the most engaged learners can only dedicate five or 10 minutes a day at best. 


Researchers have shown when information is delivered in small particles it is much easier to retain the learning process which helps to make it more efficient. This is because learners can work at their own pace and most importantly they are in the right ‘zone’ to learn. Typically, micro-learning  addresses only one or two learning objectives, but psychologists have discovered that it generates on average four to five learned takeaways. For microlearning to be very successful it needs a mindset shift at the organisational level.


To fix that into an organisations’ culture,it is necessary to stop ticking boxes or measuring completion rates and instead look at the wider ‘diversity of learning’ that’s happening. People should take responsibility for their own self development and just provide the resources and encouragement. If employees finish a part of a course on a topic, they will have benefitted and got what they needed at that time. Irrespective of whether they have received a certificate or not, they have learned something new that they can apply in their working or professional life.