Tag Archives: QuoDeck

People More Motivated By Entertainment Than Traditional Learning Constructs: Kamalika Bhattacharya, CEO and Co-founder, Quodeck

Anyone who runs a digital business recognizes the need for interesting and interactive content to attract and retain customers, train employees, and gig workers, and engage value chain stakeholders. This is precisely where QuoDeck comes in. A B2B SaaS Digital Learning and Engagement Platform, QuoDeck enables organizations to use interactivity and games to engage audiences. Founders Kamalika Bhattacharya and Arijit Lahiri experienced a moment of insight on a routine visit to a mall. “We found that in between scanning visitors, the security guard was playing candy crush,” exclaims Bhattacharya. “That’s when we realized that people are more motivated by entertainment than traditional learning constructs,”

QuoDeck began as a game-based learning system but now offers a complete digital engagement suite, called the QuoDeck Interactive Cloud that promises engagement, speed, mobility, regionalization, data, and security. QuoDeck has been awarded a fellowship by the Royal Academy of Engineering, London and Newton Fund and selected as a winner at ET Power of Ideas.

Today, QuoDeck caters to over 5 million users across an enterprise client list that includes Unilever, Vodafone, Flipkart, Dabur, etc.

Role of gamification in the workplace

Gaming is all about stimulating people, driving a healthy sense of competition among them, and ultimately rewarding them. Rooted in psychology, it can be used to drive any kind of activity or function in the workplace. It works particularly well in the field of learning and enablement by adding an element of fun to propel interest and engagement. This is often achieved by using points, badges, rewards, and contests to create a sense of competition and winning around learning and knowledge consumption.

Studies have shown that through gamified learning and training, retention of information is longer and has high recall value due to the fact it is generally imparted through an audio-video medium. Gamification is also an excellent tool to test participants. It can be used to assess how the participants manage time, prioritize and respond to social cues, among other key skills.

Nowadays, many organisations are shifting towards gamification, making the corporate process smooth and easy going for both HRs and employees.

Gamification is used at workplaces to add a fun element and to increase the level of interest of employees in their day-to-day tasks. It is used in many corporate practices such as onboarding new employees, training, employee engagement & motivation.

What is the scope for job creation through Gamification?

Educational, training, and recruitment platforms are increasingly leveraging the fun elements of gaming to help engage people in jobs. It follows then, that the reverse can also be true – gamification can be used to impart basic skills to people before they are hired and also upskilling them after they are hired. This should impel better outcomes for people looking for work opportunities, effectively making them more job-ready.

Also, an increasing proportion of the workforce that companies are going to hire in the near future will be gig workers. According to a 2021 report by Boston Consulting Group, gig workers have the potential to service up to 90 million jobs in India, or 10 percent of India’s roughly 900 million-strong workforce in the near future. Companies across sectors are banking on the rise of the gig economy to scale fast but quickly hiring gig workers and training them is a huge challenge for enterprises. Gamification can solve for this challenge and maximise job creation. Entertainment and gaming platforms are hugely popular among gig workers to alleviate boredom. A platform that leverages this entertainment factor with high-quality UI can help companies hire and train staff in a highly scalable manner.

The Role of Artificial Intelligence and Machine Learning

QuoDeck tracks event stream data continuously and uses Machine Learning methods to figure out trends that prove effective for people. The data is aggregated, co-related, and filtered in real time to help create personalized recommendation algorithms that evolve based on what users prefer to consume. As for Artificial Intelligence, that finds applications in learning content creation such as question generators and chat bots that are used to mimic real-life situations as closely as possible.

Where does India stand versus global trends in the adoption of Gamification?

If you look at the numbers, the global gamification market is expected to grow exponentially to USD 38.3 billion by 2027, from a mere USD 9.1 billion in 2020. Things are a little slower in India. While the adoption of gaming is widespread, the use of gamification mechanics in businesses is still at a nascent stage. Moreover, gamification seems to be geared more towards the internal customer than the external. Most Indian apps have yet to gamify their customer, partner or vendor onboarding process as well as their loyalty programs even though these are known to have a tremendous impact.

Working with fortune 500 companies

As India’s largest digital learning and engagement platform, QuoDeck works with several Fortune 500 companies such as Unilever, Vodafone, Flipkart, Tata Consumer, Dabur, and Britannia. These companies have been quick off the mark in recognising the potential and benefits of gamification for their external and internal audiences. Gamification is particularly effective for training and upskilling full-time employees as well as gig workers. Moreover, given the large audiences these companies need to address, digital platforms are the only scalable option for them as they allow standardization and big data collection.

What would it take for smaller companies to adopt Gamification?

Smaller companies need bite-sized platforms and a content-ready approach to spur them to adopt gamification in their businesses. Reducing the cost outlay and providing customized platforms that can go live in a matter of days will certainly make gamification more widely acceptable.

How far away are we from a future where every company prioritises this?

Most companies already realize the need for scalable platforms to train their workers. A field-based workforce requires an approach to training that is different from the traditional classroom, workshop, or on-the-job model. Gamification makes the process of learning entertaining, pull-based and relatable, thereby allowing for maximum adretention. Businesses can no longer afford to ignore the importance of gaming and gamification as effective tools for audience engagement and training; embracing them fully is not too far away in the future.

What are QuoDeck’s plans and goals?

Modern-day businesses across the world are dealing with the challenge of reaching their geographically widespread workforce. This challenge is a huge opportunity for us. We plan to go global with our entire suite of services and work with companies in Southeast Asia, Latin America, and the Middle East. While we pursue this goal, we need to ensure that QuoDeck remains the market leader in its category as it is today. We hope to keep it so with constant cutting-edge innovation.

This was first published on BW Gaming World

How hyper-casual gaming can be used to transform enterprise outcomes 

It’s undeniable that gaming is no longer a niche, but has become mainstream. In the past, gaming as an activity or culture was identified with console gaming through PlayStations and Xbox, which were far too unattainable to gain mainstream acceptance. But mobile gaming has taken the world by storm and has gained broad-based appeal and adoption. Gen-Z and Millennial audiences, especially, spend more time gaming than on any other form of entertainment. 

Even within gaming,  the hyper-casual game genre has become increasingly popular. As a game genre, it accounted for almost 60% of mobile game downloads out of the top 20 billion downloads in 2021. With simple user interfaces, compact sizes, and highly visual designs, hyper-casual games have a broad appeal among digital audiences, and not just among Gen-Z and Millennial players. So, given the popularity of this genre, how can this be leveraged to drive enterprise outcomes. 

Today, let’s take a tour of hyper-casual games, their characteristics, and their incorporation into the enterprise to drive the best business outcomes. 

What are Hyper-Casual Games?

Let’s start with what hyper-casual games are. They are games that incorporate simple mechanics such as clicking on something repeatedly, or swiping and selecting, or just clicking to avoid obstacles. They don’t require high levels of hand-eye coordination and incorporate bright visuals to make them eye-catching. Therefore, the level of skill asked of the player of a hyper-casual game is very low, making these games playable across all age groups. 

Hyper casual games will also have mechanisms such as simple level-ups, bonus gatherings, and repeat visit rewards, all to make the player feel good about playing the game with easier ‘wins’. 

Although they tend to concentrate on a single basic mechanic, such as endless running or finding hidden objects, hyper-casual games are nonetheless tricky enough to keep players engaged. In short, hyper-casual games are simple to learn but challenging to master, which draws players in repeatedly. The genre is famous for being played in small or snackable bursts, that gamers can enjoy while waiting in line or commuting to work.

How can games be used to drive enterprise outcomes?

Considering its minimal game mechanics and addictive game play it is easy to incorporate learning into hyper-casual games to increase knowledge retention and engagement, leading to higher productivity. 

Question-based, hyper-casual gaming is a mechanic where questions can be answered to gain more time or lives or rewards in a game. As players play the game longer and longer to achieve high scores, they encounter these questions again and again as they seek to gain more time/lives to reach a higher score than before. Such a mechanic is known to drive higher recall of these facts or concepts, simply because they are seen again and again. This is a scientific technique called ‘Spaced Repetition’, where the repetition of these questions places difficult-to-recall facts and information in front of a learner multiple times until it excites not just rote memory, but visual memory as well. Multi-sensory memory ensures that these facts stick in the mind of the learner for a long time. 

Based on the ‘high scores’, players then get to see a leaderboard, where they can compete with others on knowledge. This leaderboard spurs players to try to keep knocking others off the top perch and creates a ‘Pull’ mechanism for the content. Therefore, the need to beg and cajole learners to consume the content is very low. Additionally, social media mechanics can be added to create buzz such as sharing their wins on internal company pages or running these as contests, which reward those at the top of the leaderboard. 

To sum up, it is undeniable that the popularity of the hyper-casual gaming genre combined with incorporating learning approaches makes it a potent tool in the hands of smart, new-age enterprise learning and capability development professionals. As the proportions of enterprise audiences start to lean more heavily in favor of millennials and Gen-Z, enterprises must make the leap to these approaches in order to remain relevant in these young minds.

Why Startups Need To Redefine How They Hire & Retain Talent

The global economy is at a critical juncture, with many countries now facing a very real risk of recession. With economies plagued by inflation, supply chain shocks, and slow growth, the risk of stagflation is becoming stronger by the day. In this uncertain climate, many companies, including blue-chip firms, have announced a hiring freeze. Yet others are laying off workers. But are pink slips inevitable during times of economic uncertainty? Or can they be avoided?

To answer that, we need to understand why companies fire employees during tough times. 

Many companies hire indiscriminately when the going is good. The hope is to scale up quickly and grow quickly. This isn’t sustainable. 

During the 2008 global financial crisis, Citigroup got a $20.5 Bn bailout from the government. That wasn’t enough for its financial health. The company also cut more than 50,000 jobs, making it one of the biggest layoffs in history. This means that the taxpayer and the laid-off worker bear the majority of the downside risk, while the company reaps the benefits when the economy is doing well. 

The Quagmire Of Hire And Fire

When companies let go of skilled employees, there is a massive loss of product and process knowledge that leaves with them.

In India in particular, it is common knowledge that the education system is not the best at equipping students with the skills that the modern workplace needs. Every year, companies spend crores of rupees and countless man-hours training and enabling new joiners before they start working. 

Granted, technology has eased the way by making organisational knowledge more digitised and centralised, but that assumes a level of discipline on the part of an organisation that rarely exists in real life. As organisational knowledge broadens, the ability to sift through it, make sense of it, catalogue and index it, and understand its applications becomes an overwhelming task. 

A recent report by management consultancy firm, Korn Ferry, talks about how the global economy could face a shortage of 85 Mn jobs by 2030. This is mainly because an entire generation of experienced workers would have exited the industry by then, but younger employees would not have had the time or experience to catch up to the skill levels required for the high-skill jobs they leave behind.

This highlights the risk that companies face when they let go of large swathes of people during downturns. When things return to normal, companies end up having to spend that money all over again to bring back this lost knowledge, resulting in little to no economic benefit from these strategies.

Then there are the intangible costs to consider. When employees spend 2-3 years or more at a company, they build a rapport with multiple stakeholders and functions. They have a better understanding of the company’s expectations. They build networks within the company that can lead to greater collaboration and higher productivity. 

These can be thought of as ‘Intangible Efficiencies” All of this is lost when they’re laid off and the process of building these intangible efficiencies starts again. It’s like the phrase “One step forward, and two steps back.” 

This has an impact on the morale of existing employees who have ‘survived’ the round of layoffs. As a very human response to such a situation, the remaining employees either start to look for another job, fearing further job cuts, or lose focus in a fearful, depressed environment at work. Consequently, there is a sharp drop in productivity among the remaining employees.

Of course, there’s a subset of employees who stick in their jobs for several years. These are hard workers who value stability and predictability. Often, they are in crucial middle management roles. These workers add enormous value to a company in the long run, but companies can scare them away when they develop a reputation as a ‘hire and fire’ workplace. 

So, while laying off workers may secure a company’s financial future in the short term, it may jeopardise its long-term prospects by scaring away qualified candidates. 

These hidden costs of lost organisational knowledge, lost intangible efficiencies, and declining employee morale are never quantified and factored into the savings from a “hire and fire” strategy. 

A Long-Term View Of Hiring

It’s high time companies emphasised the human in ‘human resources. For starters, hire wisely when times are right. Not skewing pay scales in an industry when times are good, to ‘acquire’ people is important for long-term survival. Usually, these highly-paid but insufficiently skilled people are the first ones to get the axe. 

After hiring, train, train, train. 

70 employees who are trained well might be more productive than 100 employees who have been hired in a hurry and put straight to work.

Consider hiring gig workers. Relying on freelancers, part-timers, and gig workers gives companies better control when they’re uncertain about long-term demand. Gig workers are the future of the workforce. Hiring gig workers can lead to greater productivity and lower fixed costs for employers. For employees, options increase, and earning potential also goes up.

Companies also need to build a culture of security, transparency, and honesty. If an unexpected financial situation has hit, leadership should do all they can to protect jobs. During the Covid-19 pandemic, leaders in several companies chose to take pay cuts to retain their employees. When that’s not enough, have an honest conversation with your employees. 

A recent study of white-collar employees in the US by Insight Global found that 78% of respondents were worried about losing their job in the next recession. More than half were willing to take a pay cut rather than get laid off. Pay cuts for workers at middle and entry levels aren’t ideal, but sometimes they’re necessary to keep the business afloat.

This was first published on Inc42

Consumer engagement: Gamified campaign gaining momentum with leading brands

QuoDeck’s gamified campaign #D2City has received over five million impressions in just two weeks

Leading brands are using gamified campaigns for engaging with consumers due lack of physical space where consumers can experience or see D2C (direct-to-consumer) brands after the Covid outbreak.

QuoDeck’s one-of-a-kind gamified campaign #D2City, which is used as an engagement strategy for over 28 brands enrolled on the platform, has received over five million impressions in just 14 days of its launch. Over one million engaged through videos, games, and other content.

Kamalika Bhattacharya, CEO, QuoDeck said innovative brand communication is the key to capturing customer attention in this age of transient loyalty and #D2City has established a brand new high engagement marketing tactic for D2C brands across sectors to create brand affinity.

The campaign was designed as an interactive digital city that allowed visitors to experience, explore, play and learn about their favorite D2C brands.

Mobile-friendly gaming microsite

For the campaign, Quodeck hosted over 28 big and small D2C brands from industries such as Cosmetics, Electronics, Personal Care, Food, Apparel, and Baking Goods, among others, in a mobile-friendly gaming microsite designed as a city with buildings, key buildings playing host to brands and their games.

The D2City campaign leveraged the growing popularity of gamification to help D2C brands capture consumer attention from far beyond just tier-I cities. During the duration of the #D2City campaign, the platform received 80 percent hits from tier-II and -III cities across the country, correlating with the rising demand for D2C in these areas.

Launched in 2017 by Kamalika Bhattacharya and Arijit Lahiri, QuoDeck is a B2B SaaS Digital Learning and Engagement Platform that enables organizations to use interactivity and games to engage audiences such as employees, value chain, and gig workforces.

The platform is highly scalable and equipped to handle large user bases and extended ecosystems such as sellers, agents, vendors, distributors, partners, etc.

Today, QuoDeck is the market leader in its category, catering to over five million users across an enterprise clients, including Unilever, Vodafone, Flipkart, and Dabur.

This was first published on The Hindustan Business

Top 5 Platforms every Company with a Gig Workforce should use or know about

Since the start of the pandemic, India has become a global hotspot for the gig economy. India’s gig economy comprises a market opportunity characterized by the prevalence of short-term contracts or freelance work instead of permanent jobs. By their very definition, a gig worker is not bound to any one organization & can work on multiple projects according to their expertise and availability. A plethora of business models has come up in recent times leveraging the gig economy, such as rideshares, delivery models, service providers, etc. This large consolidation has a potential of over 90 million jobs in the near term, as per a 2021 BCG-MSDF report. In short, roughly 1 out of every 10 people in the working age population in India is expected to be a part of the gig economy.

With such a large influx of gig workers, most of whom are young millennials and GenZ, gig employment in many ways, is becoming the future of work. And enterprises recognize this and are looking to capitalize on this opportunity significantly. So, how do you hire, engage, and train a larger gig workforce? This is where this list of curated apps and platforms targeted toward the gig economy can help. Serving a variety of functions, these apps and platforms can help companies unlock the immense potential of the gig economy.

Here we list down the top 5 Indian platforms that every Company with a Gig Workforce should use or know about:

  1. QuoDeck

The management and training of gig workers have always been a significant challenge for enterprises. While it is a crying need for every company working with gig workers, the challenges of training and engaging a disaggregated workforce with high levels of churn are not easy. Launched in 2017 by Kamalika Bhattacharya & Arijit Lahiri, QuoDeck is a B2B SaaS Digital Learning and Engagement Platform that enables organizations to use interactivity and games to engage audiences such as employees, value chain, and gig workforces.

QuoDeck caters to the growing need for organizations to build digital engagement for these audiences, an inherently scalable approach. The QuoDeck Platform specializes in creating pull through the use of games and gamification mechanics, driving higher adoption and greater retention among these audiences. Furthermore, by using interactivity and games, QuoDeck helps capture valuable data in real-time and analyze it through big data analytical tools. The platform is highly scalable and equipped to handle large user bases and extended ecosystems such as sellers, agents, vendors, distributors, partners, etc.

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 an enterprise client set that includes Unilever, Vodafone, Flipkart, Dabur, etc.

2. Workflexi

Workflexi is a gig economy platform that bridges the gap between businesses or individuals and gig workers that are specialized in facets, both technical, non-technical, & creative. Skills in demand like IT skills, Accounting, Taxation, Digital marketing, Interior designing, Baking, photography, dancing, singing, sketching, cinematography, and others.

The platform believes in on-time payments to avoid settlement delays which is one of the common problems for platforms dealing with payment gateways and traditional payment transfers.

The platform was founded by Prabhu & Sandesh Kangod in 2016.

3. Flexiple

Flexiple is a gig economy platform that pre-screens freelancer developers and designers to simplify the selection process for organizations. The platform has a multi-level assessment system with pass rates that vary from 45.4% to less than 1%. This ensures only the quality of talent greets businesses that sign up to hire for gigs. Some of them include technical prowess, communication skills, background checks, and performance consistency.

One of the highlights of Flexiple is the platform also offers a 1-week trial period to enable companies to assess the synergies with the gig workers before plunging in.

Flexiple was founded by three IIM-Ahemdabad graduates, Karthik Sridharan, Hrishikesh Pradeshi, and Suvansh Bansal, in 2016.

4. Truelancer

Truelancer is a global marketplace for freelancers & businesses. The gig-powering platform enables a company to post their requirements, recruit freelancers & consultants, and get the job sorted. Truelancer is home to over 600,000+ freelance professionals.

This platform comes with a Safe Deposit where it collects funds from businesses and transfers them to users only after the final project has been approved & completed. Be it SEO experts, content writing, web development, design, or sales & marketing, Truelancer has it all.

Truelancer is based out of New Delhi and was founded by Dipesh Garg in 2010.

5. One Impression

One impression is a dedicated platform for digital celebs and influencers. The platform claims to have registered over 14 Million+ influencers right, from celebrities, micro-influencers, IG legends, and TikTok stars. One Impression comes with an additional feature called OneDoctor, an AI tool, that combines an intensive algorithm to determine the best influencers for a project.

Launched in 2017 by brothers Apaksh Gupta and Jivesh Gupta, One impression is based out of Gurugram.

This was first published on Business News This Week.

QuoDeck’s one-of-a-kind gamified campaign #D2City receives more than 5 Million Impressions in just 14 days!

What does the future of engagement look like? QuoDeck’s one-of-a-kind gamified campaign #D2City may hold the answer! In this age of fleeting brand loyalty, enhancing customer engagement is the only way to sustain a business for the long term. Given the lack of a physical space where consumers can experience or see D2C brands, run-of-the-mill ideas of marketing are no longer enough. D2C brands need to adopt new innovative ways of customer engagement. Launched on 14th February 2022, the visionary new gamified campaign #D2City used hyper-casual games as an engagement strategy for more than 28 brands that enrolled on the platform. In just 14 days, the campaign received 5 million+ impressions across India, with over a million users engaged through videos, games, and other content.

In a world with unpredictable consumer behavior, brands need to accentuate focus on being more relatable and human. With #D2City, QuoDeck, India’s leading SaaS Digital Learning and Engagement Platforms, set out to bridge the gap between brands and technology. “Innovative brand communication is the key to capturing customer attention in this age of transient loyalty, and with #D2City, we established a brand new high engagement marketing tactic for D2C brands across sectors to create brand affinity,” said Kamalika Bhattacharya, CEO, QuoDeck on the completion of the campaign.

The campaign was designed as an interactive digital city that allowed visitors to experience, explore, play and learn about their favorite D2C brands. For the campaign, Quodeck hosted 28+ big and small D2C brands from industries such as Cosmetics, Electronics, Personal Care, Food, Apparel, and Baking Goods, amongst others, in a mobile-friendly gaming microsite designed as a city with buildings, with key buildings playing host to brands and their games.


The D2City campaign leveraged the growing popularity of gamification to help D2C brands capture consumer attention from far beyond just Tier 1 cities. During the duration of the #D2City campaign, the platform received more than 80 percent hits from Tier 2 & Tier 3 cities across the country, which also correlates with the rising demand for D2C in these areas.”Games have a universal appeal, and when used as a marketing strategy, they can even solve the challenges that brands face when they are looking to engage customers from Tier 2 & Tier 3 Cities.” Kamalika added.

The #D2City campaign also demonstrated that gamified content could help brands gain valuable behavioral insights that, in turn, will help them optimize experiences across customer lifecycle stages while reducing overall marketing costs.

Established in 2017 by avid gamers, QuoDeck uses gaming principles to engage enterprise learners and provide data-based insights to improve user experience.

This was first published on Business News Week

Entrepreneurship 101: How to foster leadership?

Leadership is not taught in any school or institution. Leaders are made — with the necessary skills over the course of their lives. 

But who is a good leader?

Warren Bennis states, “Leadership is the capacity to translate vision into reality.” Therefore, a good leader creates a vision for his startup and aligns and motivates people toward achieving that vision. 

However, building a startup and leading a team of people can be challenging in a startup environment, especially during the initial phase. Leadership in a startup involves having an in-depth understanding of the business, coming up with strategies and innovations to solve the business problems, and developing a culture where employees flourish. 

For this article on Entrepreneurship 101, we focus on fostering leadership in the workplace and becoming the best role model for one’s team. 

Who is a good leader? 

YourStory asked startup founders to list some of the qualities of a good leader. Here is what they had to say: 

Team player 

A good leader is essentially a team player. They treat their employees with respect, irrespective of their designation and social status, and value what they bring to the table. 

While bringing their own expertise to the table, a good leader is aware of their limitations. Thus, instead of wanting to do it all by themselves, they work with their employees as a team and let the subject experts take over.

Value creation 

A leader must be able to differentiate between the long-term and short-term goals and gains. They should focus on creating brand values that would eventually help them stay on track, acquire, and retain more customers. 

A good leader must be able to maintain a “Balance between long-term and short-term goals…They focus on expanding and scaling, rather than focusing on immediate funding, generating an early exit option, and pursuing immediate advantages,” says Kamalika Bhattacharya, Co-founder and CEO of SaaS startup QuoDeck

This was first published on Your Story

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

The Best Ways to Improve Employee Learning and Employee Training

Looking to establish suitable training methods? Trying to teach new skills? Well, here are the best ways to improve employee learning and training in a company.

Every company has its own set of requirements and rules that help it climb up the success ladder. And the best way to go up is with proper foundation and establishment among the employees. This is only possible with a precise regimen of employee learning and training.

Training programs help them improve their skills and stay ahead in the corporate world. With this attitude, you would be able to take your company to the next level. It is the best place to invest. Dive right in and find out the best ways to boost employee learning through training. 

Best ways to improve employee learning and training

Training and learning programs play an essential role in shaping an employee according to the company’s needs. The programs give a clear picture of what the team expects from them and how they can reach the goals without any errors. Quodeck can aid you in finding the best training and development methods. But here are a few ways to improve your employee learning and training programs:

Offer professional training

Every organization runs on different priorities. What better way than to learn from older colleagues? Professional training is the best way to teach employees new ideas, the company’s methods, and objectives. It can also imbibe all the procedures and projects the company works on.

With professional help, the employees can clear their doubts, learn critical information, and even grow as a team. Professional training will guide you about the precise way to grow a company. Besides that, it helps to find your employees’ true potential and recognize the crowd’s best talent.

Emphasize soft skills

What’s the point of having excellent knowledge when you cannot share or help others? What’s the point of thinking of a great idea if you cannot voice it out? Soft skills are often neglected in many companies, but they help build strong bonds and help people and the company grow together.

Soft skills include having healthy communications, table etiquette, ability to collaborate, and work in harmony with other employees. It helps them to create a unique personality and contribute better to the company.

Occasional training programs

Every employee needs to learn to grow. The company can hold occasional training programs for all the employees. They can get on good terms, break some ice, and learn new things from each other. 

With evolving technology and competition, there is always something new to work on. So regular training programs will keep the employees up to date and equipped with new knowledge. 

These training programs can also help older employees come to good terms with younger employees. The programs also involve games and tasks to build strong bonds.

Cross department collaboration

Employee learning can also happen when an employee works in all departments. Moving across the departments will train the employee according to the company’s methods. The diversification will increase the exchange of knowledge and help employees find their passion.

At the same time, it can increase good bonding between the departments, leading to better productivity. For example, marketing teams can consult and have healthy discussions with the sales team before making a market campaign and work in one direction.

Develop managers into personal coaches

Managers play an important role in the employees’ life in the company. They guide, help, control, and assign tasks to all their employees. That way, managers have a clear picture of employees’ strengths, weaknesses, and what motivates them.

Making managers a personal coach will help them groom the employees and hone their skills in the right direction. They can even assign tasks according to their potential. They can test their employees with quick questions or assignments to prepare them better. Having regular conversations with employees will also help establish strong bonds.

Employee development is same as personal development

Personal health and development play an essential role in their growth as an employee. Positive minds and healthy bodies can contribute better to the company. They can become eager to learn new things and stay active in the workplace. You can have an in-house therapist or an approachable HR. They can help employees talk about everything that’s troubling them.

Conclusion

Employees are the foundation of any company. Thus making their well-being an essential thing. Employee training is an ongoing process as the industry is evolving and growing. It helps them set their career on the right path and helps the company climb up the success ladder.  

What you need to know about sales enablement: 3 crucial steps for success

 Sales Enablement can change the growth story of your company boosting revenue by at least 20%. Here’s what you need to know. 

Sales enablement has been an integral part of growing companies, especially in the latter half of the decade. Organisations have been subscribing heavily to the concept of an enablement team purely because of its conversion potential.  

Even though the idea is almost a buzzword nowadays, it’s still widely misunderstood. There’s a lack of clarity on what sales enablement actually is and how it impacts the overall KPIs. And believe it or not, this murky distinction hurts the potential that sales enablement could have. 

We’ll be clearing the fog and shedding some light on what sales enablement in reality is & why it is an absolute necessity in today’s conversion-focused business environment. 

How to define sales enablement? 

Sales Enablement is a term loosely used in the context of an overlap between VP of sales & sales manager, which is somewhat true but not entirely. 

By definition, it is a strategic placement that focuses on increasing the numbers and productivity of sales teams by providing tools, content, and resources across the buyer’s journey. 

Of course, this is an immensely broad definition of sales enablement, presented just to give you an outline. It’s way more nuanced than this. Here’s what sales enablement teams do on an average day: 

A day in the life of a sales enablement team

The role of Sales Enablement would be different for every organization. But the purpose is more or less identical. In most organizations, Sales Enablement bridges the gap between Marketing & Sales by: 

  1. Crafting sales assets & trainings
  2. Leading new hire onboarding and continuous learning of the sales reps
  3. Heading the evaluation of the reps’ product & user knowledge 
  4. Paving the way for cross-functional communication
  5. Managing all the sales tools & resources
  6. Creating reports measuring sales enablement impact

Who heads the sales enablement team? 

Now that’s a bit tricky because this is not a traditional function. So it can be very contextual. The head of sales runs almost 40-50% of the functions, the rest being accountable to any of the executives from the management or marketing depending upon the organization’s needs. 

You must have a fair idea by now of what to expect while building a sales enablement team. So let’s move on to the meat of the matter – does sales enablement actually impact the bottom line, or is it just another frivolous corporate jargon? 

What makes sales enablement so crucial (and an absolute must-have in 2021)

In plain numbers, organizations have witnessed up to 15% more success in closing deals. 

Companies like Ringcentral, a business communications SaaS, saw a massive revenue run rate of $775M. The stock shot up to $126 from $22 in about two years of the sales enablement settling in. 

Other than that, some companies have also experienced stronger customer relationships & higher quota attainment. 

Here are three direct practical benefits of sales enablement

Maximum Sales Potential at each touchpoint 

An essential part of sales enablement is sales readiness. It’s the strategic orientation preparing reps with all the armor they require before going ahead and making a sale. The resources can be anything, from the intricate details of the product to the competitive positioning.

Usually, if done right, clients end up having memorable experiences even if the sale doesn’t go through. It’s potentially a candidate for word-of-mouth. 

The process includes some strategic activities like: 

  • Onboarding
  • Sales coaching
  • Materials for consistent & updated knowledge 
  • Reinforcement 

Engaged Salesmen are Productive Salesmen

The main goal of any Sales Enablement team is to aid sales reps in closing better. Subsequently, it also plays a crucial role in keeping them better engaged & equipped. 

There was a report by SiriusDecisions that mentioned high-performing organizations having high rates of early enablement adoption, as compared to the low-performing ones. 

Better pre-qualified leads, Increased conversions

Sales teams always complain about the quality of marketing qualified leads. According to Market Sherpa, most sales teams report that only 27% of b2b leads passed from marketing to sales are actually really qualified. 

With transparent & consumer-centric resources answering all the generic questions ideal buyers have – the tedious part is cut in half. Now, salespeople have to cater to prospects that are pre-educated. This saves a lot of time & effort, leading to better conversion rates.

Best practices include: 

  • Working in sync with the sales team to prepare the resources 
  • Focusing more on the present-day immediate buyers’ needs than long-term traditional pieces

Moreover, your salespeople are allowed to focus on the meat of their job, i.e., selling, and the tedious parts of their job is taken away. This has a minimal but effective impact on the conversion rates. 

These were the top three benefits that having a sales enablement team can incur. Here we conclude this edition on sales enablement. 

Final Words

Conclusively, Sales Enablement is an efficient sync between the marketing and sales departments. It’s an absolute must-have in today’s tech-oriented times where the scope of marketing & sales has changed. They are codependent more than ever but still can’t function appropriately in sync with each other. That’s why you can’t miss out on sales enablement.