Category Archives: Start-up’s

5 Apps and Platforms that every enterprise should have to get the best from people across their value chain

Companies across the world rely on a complete suite of business activities and processes that go into creating a product or providing a service. Commonly referred to as Value Chains, these multiple stages in a product or service offering increasingly determine an enterprise’s efficiency, profit, and success. However, any Value Chain can only be as effective as the people behind it.

Though the world of business was already on the cusp of change in terms of technology and digitization, the pandemic changed the way businesses thought, by placing the workforce in the ‘driver’s seat of a company’s growth. It was no longer about where people worked, or how many hours they put in; instead, it was about taking ownership and delivering results in the absence of structured workplaces. And the fact was, it took motivated employees and value chains to do this well, leading to a virtuous cycle of productivity and loyalty leading to customer retention and market growth for businesses.

With the pandemic slowing, but the new ways of working here to stay, companies are being pushed to adopt technologies and platforms faster to support this way of working. We’ve compiled 5 apps and platforms that can help companies get the best from their value chains in today’s world:

1. Digital Training and Enablement (QuoDeck) –

QuoDeck is a SaaS Digital Learning and Engagement Platform that enables organizations to use interactivity and games to engage their employees, value chain, and gig workforces.

QuoDeck caters to the growing need for organizations to drive last-mile performance improvement through a better understanding of products, services, processes, and sales & customer service approaches. The platform creates pull through the use of games and gamification mechanics, driving higher adoption and retention, and delivering market-beating performance improvement outcomes for organizations. Furthermore, by using interactivity and games, QuoDeck helps capture valuable data in real-time, and analyze it through big data analytical tools.

QuoDeck offers a complete digital engagement suite, called the QuoDeck Interactive Cloud that promises engagement, speed, mobility, regionalization, data, and security. Today, QuoDeck is the market leader in its category, catering to over 5 million users across Fortune 500 clients.

2. Employee Financial Wellness (Valyu) –
Valyu secures the employee’s financial wellness through its tailored financial products and services. It builds literacy around better personal finance practices and takes care of all unexpected financial crises, celebrations, and smart savings.

Valyu.AI is a fintech startup committed to innovation and financial wellness that partners with companies to enhance their employer brand. Valyu offers a suite of financial services & products on social inclusion and financial wellness for all employees across the board. The company has set out to reduce employee financial stress by providing employers with a holistic approach that addresses financial well-being issues at its core. Their financial wellness programs have changed lives, and improved staff retention and productivity by providing enterprises with a holistic approach that addresses financial wellbeing issues at its core.

Founded in 2020, The company leverages AI and Machine Learning to develop advanced salary solutions that can help companies alleviate their employees’ financial concerns by giving them early access to their earnings and establishing a financial care framework.

3. Employee Gifting (IGP for Business)
IGP for Business is India’s 1st Gift tech Company and is a one-stop destination and partner for enterprise rewards and loyalty solutions. With a fully automated, high-tech gift tech platform, IGP for Business empowers companies to leverage gifting as a growth driver. IGP for Business offers a robust Digital platform for enterprises to manage the Rewards & Incentive Programs for their employees, channel partners & customers. You get access to India’s widest multi-category reward catalog across personalized and perishable merchandise options, as well as 100+ e-gift cards.

Employee Gifting is important because it helps build engagement and overall loyalty by creating an experience that sparks an emotional connection, strengthening the employee’s relationship with the company. With IGP for Business Platform, enterprises can celebrate their employees’ birthdays, anniversaries, and special occasions by uploading a bulk order through a customized dashboard. IGP for Business does the rest. The company ensures your pre-selected gift reaches your employee’s office or home, wherever they may be. What’s more, they ensure it reaches a pre-designated time, and the proof of delivery with the timestamp is updated in real-time on your dashboard. Invoicing gets digitized as well. If you are an enterprise that runs Loyalty Programs, Channel Incentive Programs, or Employee R&R programs, in that case, IGP for Business can power your entire rewards catalog across Merchandise as well as Gifts Vouchers.

4. Employee Benefits program (Advantage Club) –

Advantage Club was founded to define employee benefits beyond just provident funds and corporate discounts beyond just dining. It has grown into a platform through which corporates can engage more meaningfully with their clients. Advantage clubs aid employees with rewards and recognition, early wage access, perks, and other products in order to increase employee engagement within the firm.

Launched in 2016, Advantage Club runs a corporate discount platform and an end-to-end reward and recognition solution. When corporates enroll with Advantage Club, they get access to exclusive offers from over 10000 brands, including Samsung, Faasos, PNB Housing, Myntra, and Apollo Pharmacy, among others.

With over 370 corporate clients, including giants like Concentrix, EY, Technotree, DXC, Maruti Suzuki, Punjab National bank, and Mphasis, Advantage Club is leading the $10 billion market in SE Asia.

5. Corporate Wellness (HealthifyMe) –

HealthifyMe offers corporate wellness programs to enterprises to improve employee health & engagement. Employees have witnessed a 50% increase in physical activities and a 59% increase in engagement. The programs are based on a gamified app that includes a leader board, teams, and tasks & objectives and is tailored according to employee needs.

HealthifyMe is an Indian digital health and wellness platform headquartered in Bangalore that provides services such as calorie tracking, one-on-one nutrition and fitness coaching, and diet and workout plans. It was founded in 2012 by Tushar Vashisht, Sachin Shenoy, and Mathew Cherian.

This was first published on SmartStateIndia

Sales Training Best Practices: Prepare Your Sales Team for Success

Sales training improves the performance of sales reps that has a direct impact on the bottom line, from product knowledge to sales skills. Therefore, sales enablement training is at the top of the list of areas in which companies invest.

Questions that most sales teams may want answered are:

  1. What will captivate your sales audience? 
  2. What will motivate your employees to complete your training and make sales?

Some of the most efficient sales enablement strategies we’ve discovered include keeping it short, providing learning at the point of need, and incorporating some friendly competition.

We’ve compiled a list of effective sales training practices and techniques from industry experts to assist you in developing compelling and effective sales enablement training programs.

  • Emphasis on essential soft skills

Soft skills are effective as it allows meaningful conversation with potential customers. Soft skills such as communication, persuasion, boost your marketability. 

The best salespeople are those who want to help their customers; they listen, are pleasant, and are upfront about whether a product or service will benefit their prospects. They cultivate relationships with their clients and get to know them. While some sales representatives are naturally good with people, it is critical to train soft skills such as listening, communication, and phone etiquette. Salespeople have a bad reputation for being pushy and abrupt. Including soft skills in your sales enablement plan will assist your reps in softening their approach, making them a pleasure to work with for both customers and you.

  • Training about customers perspective 

Sales enablement strategies emphasize product details and messaging, at the expense of explaining the buyers’ needs and challenges. Make the buyer’s journey a bigger part of your sales enablement training, both for new hire onboarding and learning reinforcement for your existing sales force. This can be accomplished by ensuring that buyer persona details, such as key business challenges, success metrics, and pain points, are included in your training curriculum (and then assessing your reps’ mastery of them). 

You should also outline effective ways for engaging buyers at each stage of the buyer’s journey. Share persuasion techniques that can assist buyers in moving through the decision cycle. Is the prospect sold on your solution and trying to persuade other decision-makers to buy it? Outline sales enablement strategies for shortening the time it takes to make a purchasing decision.

You can combine sales enablement training with coaching exercises that need representatives to think like buyers on the spot.

  • Highlight Trends in the Industry

It’s possible that your salespeople aren’t reading 30-page research reports on the state of B2B selling or your target markets. However, a 600-word blog post on current social selling tips is an excellent addition to your sales enablement strategies. Providing continuous education to your sales representatives is an essential part of sales enablement training. Incorporating outside perspectives into your training is critical because it reminds your employees that the profession is changing and encourages them to stay current.

For example, you can use sites like Quodeck, you could embed relevant research and news articles about target industries as required courses or attachments into training courses to ensure reps review them to complete their training. You could then include a knowledge-testing component that quizzes salespeople on key findings.

  • Focusing on one area of expertise

We all have our strengths and weaknesses. There is no one skill that always closes the sale. In reality, sales representatives tend to lean toward specific skills and turn them into strengths. Curating sales enablement strategies that foster a culture of ongoing support. However, encouraging specialization and promoting those talents is the beginning. Your team also requires training to further develop those skills and ensure that their weaker areas are addressed. Try Quodeck for ideas on what topics and specialties to focus on and to generate sales leads and grow your business.

Conclusions

In conclusion, there is no one-size-fits-all approach to sales enablement training for success. However, the underlying foundation should point to learning and training culture.

Consider what kind of post-training reinforcements you’ll provide your team to help them continue their journey, and empower your sales team to succeed by encouraging continued growth. Make it the real goal of your sales team to learn how to absorb and apply new techniques, make changes, and track their results.

Knowledge and Data – The brains of a business!

All successful businesses, big or small, have one thing in common – Extensive business knowledge. In big organizations this knowledge can reside in entire teams, or units. In small organizations such knowledge is restricted to the people who founded the business, and maybe a few key employees that drive company strategy. In either case, scaling and sustaining organizational growth might be difficult, if the knowledge discovered, collated, and curated by the team is not stored for future reference. And that is why it is important to have Knowledge Repositories.

Before going any further, let us understand what knowledge means to a business. Business knowledge is a sum of skills, experiences, capabilities and expert insight, which you collectively create and rely on, in your business.

Knowledge can exist in many forms, but can be broadly categorized into:

  • Tacit knowledge – Personal know-how or skills rooted in experience or practice (Eg. Skill, Competency, Experience).
  • Explicit knowledge – Articulated knowledge recorded in documents, memos, databases, etc.
  • Embedded knowledge – skills and understanding locked in processes, products, rules or organizational culture (Eg. Informal Routines, Codes of Conduct, Organizational Ethics).


Your understanding of what customers want, combined with your workers’ know-how, can be regarded as your knowledge base. Storing, searching, accessing and using this knowledge in the right way is together known as Knowledge Management (KM).

At its core, KM has important implications on decision making in an organization. Effective KM supports the process of decision making and strategic planning and makes it possible to create, transfer and apply knowledge at different levels in a coherent and productive way. 

All of this is sounds great, and we can look up to major organizations such as Microsoft, Amazon, etc. for how they manage knowledge. However, implementing this in small businesses might create some challenges.

To do it right, a small business should

  • Start with thorough research to find the right tools for knowledge management
  • Implement these tools, without shying away or getting intimidated by new technologies
  • Thorough documentation goes a long way in Knowledge Management such as developing SOPs and guidelines of workflow.
  • Lastly, simple creative measures such as mentorship programs and discussions ensure effective flow of knowledge sharing and develop awareness amongst employees.

All the efforts of Knowledge Management are pointless if it is not safeguarded and backed up. A surprisingly unsettling statistic shows that 60% of companies that lose their data will shut down within 6 months of the data disaster. In addition to replacement time and irretrievable data, catastrophic data loss can destroy client confidence, leading them to take their business elsewhere. Retrieving the data requires an embarrassing explanation, and lost data could even lead to lawsuits.

Given the risk loss of data poses, it is important for every business to have a reliable backup solution. If your business has physical servers, backing up these entire systems are critical. As a small business owner, this should not be a big task once you have a proper plan. Backups can be created using two basic methods: file level and image level. File level is perfect for backing up files and folders on your file server. Image-level backups are perfect for when you want to protect an entire system at once.  Backups can be done in full, incremental or differential manner. A right backup strategy would also include backups such as Cloud Backup, Encryption of Data In-Transit, 3-2-1 Strategy, and Testing Backups.

Knowledge Management helps you run your business more efficiently, decrease business risks and exploit opportunities to the fullest. So, treat and safeguard your organizational knowledge as carefully as you would a sack of diamonds. Because it is every bit as valuable or more.

How is HTTPS different from HTTPS?

HTTPS (HyperText Transfer Protocol Secure) is a protocol for encrypting information and then exchanging it in a secure way.

With HTTPS if anyone in between the sender and the recipient could open the message, they still could not understand it. Only the sender and the recipient, who know the “code,” can decipher the message.

The computer at each end uses a document called an “SSL Certificate” containing character strings that are the keys to their secret “codes.” SSL certificates contain the computer owner’s “public key.”

The owner shares the public key with anyone who needs it. Other users need the public key to encrypt messages to the owner. The owner sends those users the SSL certificate, which contains the public key. The owner does not share the private key with anyone.

QuoDeck launches mobile learning app builder

The app focuses on making things simple, so companies that have never done learning before this can also get started in no time. 

Game-based learning platform QuoDeck has announced the launch of learning app builder QuoDeck Express. 

Targeted at small and growing businesses, including startups, QuoDeck Express allows these businesses to participate in the mobile learning revolution that the industry has witnessed over the past few years. The company aims to sign up over a million users within the next 12 months. 

“We observed a significant increase in demand from small and growing businesses, as training has become a critical function for business growth,” said Kamalika Bhattacharya, co-founder of QuoDeck. “These companies need to leverage technology to impart training and connect with their employees,” she added. 

‘Express’ was conceived as a product to help companies become better places to work. “Learning is often cited as one of the reasons people move between organizations, so there is a tangible benefit that products like Express can drive for small and growing businesses -from higher productivity and revenues to lower attrition and faster onboarding,” she said 

The app focuses on making things simple, so companies that have never done learning before this can also get started in no time. Not only can they add their existing content through presentations and videos, but can also use games and themes to make them interesting. 

QuoDeck is currently supporting learning at over 35 global companies including Unilever, Star India, eBay, SBI Life, Aditya Birla Group and Axis Bank, and has close to half a million learners on its platforms. The Express platform offers nearly all the major functionalities of a full-fledged LMS – Design customization, story creation system, learning games library, quizzes, and surveys and reports. 

The global e-learning market, valued at over $200 billion, has seen a couple of large shifts that have led rapid growth, – a shift in device to mobile and a growing proportion of millennials and generation Z in the workforce. In India alone, this trend is evident with over 45% of the workforce being between 25-39 years of age, providing a huge opportunity for the right training product. 

By Rica Bhattacharyya, ET Bureau

This article was first published in The Economic Times

How to use games to market your learning program?

One of the major challenges HR and L&D professionals face is getting the employees to get interested in the learning programs. Games or rather game-based learning can help here. This article will focus on how a company can market its so-called boring learning programs and make them interesting.

Using Games To Market Your Learning Program

Getting your employees interested in your learning program is a herculean task. You won’t find a lot of people coming up to you and asking about your next eLearning course. Why should anyone? It’s not the next iPhone. Or the next Avengers movie.

So, the solution here is not just creating the most engaging course ever, but also making it sound like it is as interesting as the next iPhone or the next Avengers movie.

Now imagine these 2 scenarios:

Scenario 1: You’re standing in a meeting room and you say this—Raise your hands if you want to go through my next eLearning course!

Scenario 2: You’re standing in a meeting room and you say this—Raise your hands if you want to play my next learning game!

Which announcement would generate more curiosity? A game would definitely have the upper hand. As a planet, we play 3 billion hours of games every week. Why not use this to transform your training program into the next iPhone!

Games As A Medium For Marketing

Games have been used for marketing for years now. Go to the Play Store and search for ‘Justice League games’ and you will know what I am talking about. Games are exciting, competitive, and provide an immersive experience.

The first thing you should do is move to game-based learning. Stop thinking about your course in terms of a presentation with images and tabs. Think of it as a game, where the learner must find the hidden treasure or kill the demon, and the learning content will help him achieve this objective. Add a storyline and let the assessments appear in the form of learning games. Now you have an engaging and exciting game-based learning course ready. Is that all? Target achieved? Not at all. This is just the beginning.

Think Like A Marketer

Stop thinking about your course as a learning manager and start thinking like a marketer. You’re no longer marketing a course, but an exciting game. Get your marketing department involved as well. How would you go about it? Plan your marketing campaigns in 2 phases:

Phase I – Pre-Launch Campaigns

Teaser Campaigns

Start with a teaser campaign with catchy copy, like ‘The Lost Treasure. Coming soon!’. Send out emailers or put out posters with cryptic messaging. Plan this for a week or two before your course launch and start attracting eyeballs. Make sure you use game-related visuals or theme to put this out. They have to connect back to your game so your audience can relate to it when you reveal your course.

Trailer Videos

Have you seen these short videos featuring the characters from the popular game—Clash of Clans? Here’s one of them. These entertain you and generate curiosity about the game. Create short videos like this and share with your employees. These will help you with the much-needed virality. You don’t have to create rich animated videos like this, but you can create simple ones. There are a lot of tools out there which can help you get these created or one of your training partners can help you with this.

Quiz Contest Using Learning Game

A lot of products offer samples to provide a first-hand experience to the customers. It is one of the most effective strategies. Create a quick learning game which you have used in your course and plan out a quiz contest using the same. Reward the top players with vouchers or certificates to encourage word-of-mouth publicity. Plan this as a trailer and inform your players to watch out for the larger game.

Phase II – Post-Launch Campaigns

Leaderboards And Rewards

Once your learners start playing your course, monitor it, and look out for the early adopters. These are the first ones to access your course. Reward them for this feat. Do create a leaderboard featuring the top 5 or 10 players. Share this within the organization to recognize the top players.

Giveaways

Have you ever bought a happy meal from McDonald’s? Remember the free toy which you got? It is one of the major reasons why people buy a happy meal. Giveaways have a huge recall value and do encourage virality. See if you could plan for a small giveaway, like a keychain or coaster which features one of the characters from the game.

Remember, just because you have put a lot of effort to create the best eLearning course, does not mean others would be interested in it as well. You have to communicate it in a way which your audience would find it interesting. So, put your marketing hat on and get started!

By Deepak Gawas, Head- Partnerships at QuoDeck

(This article was initially published on elearningindustry.com)

What is the right Equity sharing for a startup?

If anything, it is low. The key promoter should typically be holding 60-70% prior to external equity infusion. A 40% stake will dilute him down to indifference levels with any kind of funding coming in.

Let me also make a thought clear on this. The key promoter is not one who gets his position for coming up with an idea. He had to be taking maximum risk in the business. In terms of lower salary, efforts put on a daily basis, leading fund raising efforts, ability to do multiple roles and above all promoter responsibilities including being responsible for statutory risks like being legally accountable for things like permissions and liabilities. Ideas are cheap, living them expensive.

Advice aside, here is some hard number feedback for you. The employee pool at 20% is high. The norm is 6-9% typically. Also, 10% is too high or too low for business alliances, depending on what kind of alliances you are talking about. Provide for a 15% investor pool instead for some angels, if you are looking to tap them.

Typically, such complicated equity distributions are done once you have a business which is operational so my advice would be to not burn much additional time on iterating it. Rather think about the business. If it succeeds, 5% is a huge amount to own.

By Arijit Lahiri, Co-Founder of QuoDeck

What do Indian women want freedom from?

As India celebrates its 72nd Independence Day, Yahoo Lifestyle reached out to seven women to ask them what freedoms Indian women are still fighting for today.

Kamalika Bhattacharya, the CEO of QuoDeck believes women are more than a single dimension. She recently talked to Yahoo about why Indian women need freedom from being stereotyped

The Indian Startup Show A Weekly Podcast Show About Indian Startups Entrepreneurs & More! Hosted by Neil Patel & Friends

Ep69: ­Arijit & Kamalika, Co-founders of QuoDeck – Meet the husband & wife team disrupting the traditional learning industry…One game at a time!

Both share great insights on life as an entrepreneur. The setbacks, the fun, building a team. Getting out of the comfort zone. Management styles, Quitting corporate life after 15 years and how they first met! So please enjoy the show.

To listen to the Podcast.