At Never Grow Up ®, we believe in letting our work speak for ourselves. You may not hear us blowing the trumpet too loud, but that’s just the way we are. Over the last few years, we have been fortunate to work on a variety of projects across industries & levels while being true to our philosophy of building happier workplaces. Here’s a peek into some of our work and journey!

Working on employer branding and internal communications with this Indian unicorn start-up, we have been leveraging their tech-centric, employee-first ethos and culture to craft a narrative that is admirable, holistic and positive. Building on their values and bustling way of life, augmented by a cross-platform talent strategy, we have executed planning, content and design for them in a diverse range of formats – from mailers and internal reports to social media posts, Instagram quizzes and job posts. In addition to conceptualising and creating communications, we have also undertaken ORM responsibilities for Swiggy’s talent brand. Our ORM team works closely with the brand to sustain their online presence, ensuring that their talent pool sees them as the desirable employers they truly are.

Our partnership with this entertainment powerhouse began with a simple objective - to enable ZEE seamlessly transform into ZEE 4.0. Through employer branding internally and on social media, robust internal communication of engagement initiatives and company competencies to drive thorough behavioral transformation, career page management of Glassdoor and Indeed, and ORM across these platforms including LinkedIn, we have been able to plan, create and execute content and design for all forms of dynamic communication plans. We continue to revamp and update their policies and R&R programs, while also ideating and implementing diversity and inclusion programs for various management levels to attract and retain the right talent. Our aim is to elevate the ZEE legacy through a series of employer and corporate branding conversations with past, current and future employees and stakeholders of the company.

Godrej Housing Finance stands firm on a unique combination of their age-old Godrej legacy and their digital-first, innovative start-up culture. We've been building the Talent brand for the company through a LinkedIn first strategy. With the aim of drawing in the right talent, and showcasing the brand’s diverse and open culture, we've worked with the brand since its inception. With a view of positioning the brand as a thought leader in the realm of housing finance, we also develop insight-driven thought leadership content for key leaders, run internal communications and drive digital hiring campaigns to involve employees in the employer branding process.

Regularly tracking engagement levels and making data-backed recommendations has also helped us deliver an 18X growth in organic followers on LinkedIn.

We’re assisting this iconic brand build on and implement their Talent Brand strategy using social media. A journey that began in 2020, after deep-diving into the culture of Pidilite. We are also expanding scale by including their Primary customers. Yes, a new journey with miles to go!

With the Indian subsidiary of the global media & marketing behemoth, we have contributed extensively and deeply to internal initiatives. From conceptualising, developing and communicating their organisational narrative ‘Be Limitless’ alongside India group-level values, to rolling out culture surveys, a KPI-setting endeavour and regular internal communications, we have been involved at multiple touchpoints of the employee experience with in-depth culture-building endeavours. Other regular roll-outs involve, The Beat – a detailed newsletter from the CEO’s desk, internal podcast communications, R&R communications, client intimations, L&D information, COVID-19 awareness collaterals, as well as regular strategizing and brainstorming on internal information dissemination and leadership communication. As their internal communications and work culture partner, we have also assisted the company on goal-setting endeavours, a company-wide performance assessment/management mechanism, as well as feedback surveys for long-term insights and quick pulse checks.

With a mandate to build communications that will aid in the amplification of their internal organizational values, we are bringing alive employee stories through innovative mediums. A reflection of the same can also be witnessed on Bayer India’s Facebook careers page where we are building communications to showcase the Bayer culture via communications ranging from static creatives to GIFs, to branded as well as text-based videos.

Our association with Shalina Healthcare began with campaign ideation for the launch of their organization values across key markets [UAE, France & Portugal]. A 3-month long project where our primary focus was to build drive value-centric campaigns. In the process, we engaged with the brand on a day-to-day basis on tailored thoughts that lead to content writing and designing. Right from crafting CEO’s speech to customizing an animated video to designing danglers that will aid to brand recall, we have been a part of the overall journey.

Our journey with the brand has started with team Never Grow Up responsible for driving the culture across Janssen. From programs for managers, driving innovation to impacting recognition, we work closely with key stakeholders and leadership teams as consultants and turn key delivery partners.

We collaborated with the renowned and reputed SBI Funds Management Private Limited to build content for their Careers micro-site. Targeting prospective talent who would consider exploring the career opportunities with this brand, we built crisp and engaging content that incorporates their journey, outlines their organizational values, and showcases why SBIFMPL is a great employer.

We collaborated with the real estate focused private equity firm - Godrej Fund Management to build their corporate website - Right from outlining the tabs to incorporate their humble beginnings, legacy, and leadership; to highlighting media coverage and a visual project gallery. While the content was refined to keep it crisp and minimalistic and help the viewer gauge the USPs at a glance, the design remained smartly branded to allow for a cleaner framework.

Furthermore, we are assisting GFM in carving out an individualistic persona on LinkedIn. From profile image and banner collaterals, a company tagline and leader profiles, to introductory and leadership posts that set the tone for their employer brand presence, we are helping them kick off a holistic social media presence that can be sustained for the long term.

One of the leading life insurance companies in India, PNB MetLife India Insurance Company Limited collaborated with Nanhi Kali for a CSR initiative of driving a Financial Literacy Program for secondary school students in tier 3 cities and villages. Through the medium of informative one-minute videos, they wished to educate the children about finance-related concepts such as banking, loans, and insurance.

For this initiative, we created a few engaging videos keeping in mind the target audience. This included scripting, storyboarding, as well as animation, and editing. Along with this, we also built a detailed FAQ document for each of the videos to help the project leads anticipate questions from the children and be prepared with the answers.

With an objective of positioning CarDekho as the mother brand, we created multiple internal communications campaigns for better external outreach on social media. Administering a LinkedIn first approach, we strive to build the CarDekho narrative as a formidable talent brand, despite it primarily being associated with the automotive space.

With an aim to increase the traffic as well as engagement on CarDekho’s company LinkedIn page, we have managed LinkedIn sensitization and follower campaigns through a series of branded, yet vibrant creatives. From celebrating employee-centric stories, communicating the brand values, leader videos and testimonials, to topical posts, and more.

As a new entity under Zee Entertainment Enterprises Limited, ZEE5 has focused greatly on Employer Branding and its social media presence. Our journey started with internal campaigns and measuring the Happyness Quotient within the company thereby allowing us to understand the pulse of the organization. Our Talent strategy spreads across platforms like Glassdoor, leading Job Portals and LinkedIn, positioning leaders effectively as well as campaigns around culture, values, and their Employee Value Proposition. Through a deeply researched understanding of the entertainment industry, specifically of OTT, we have helped position the brand as a thought leader not just in terms of consumer insight but also in terms of growth potential and helped craft and define the Mission & Vision ultimately increasing engagement and connect with ZEE5’s potential talent pool. Through consistent tracking and analysis we also provide recommendations to improve the brand’s progress at every juncture.

We are on a journey with ABHIL. One that transcends HR communication to helping them build their culture while establishing thought leadership online.

From campaigns on POSH to communicating on-boarding and policies, we are currently helping build and strengthen their internal communications through multiple projects that impact people, policy and core HR initiatives.

One of the core turnkey projects has also been the roll-out of their anonymous feedback gathering mechanism.

As a part of Amdocs’ Annual Rewards and Recognition awards, over 20,000 employees across India voted for managers across five categories. We have also managed numerous online and offline activities across a multi-city and location activation program with the objective of driving participation.

From implementing Work Life Blend surveys & Managerial feedback and communication to workshops that help people understand how they can manage their priorities better, our other projects include sessions on building Resilience and Mindfulness by using the arts to driving a culture of Gratitude among employees.

Kinetic India is India's largest OOH company. With the core purpose to drive engagement and help people work better, our journey started with measuring the Happyness Quotient within the company thereby allowing us to understand the pulse of the organization. We also conducted [FGDs] Focus Group Discussions with the management and their one downs to derive qualitative insights and build recommendations around culture building. Our Public Relations division has also been the agency on record for the brand, managing the India media PR mandate.

Consulting & Communications: While closely working with various teams and leaders at Flipkart to drive change through company values, Never Grow Up has also worked on communication led campaigns to ensure that every employee was made aware and associated with aspects that connect company goals to their values and culture. Campaigns ranged from building the basic communication for understanding the values, to implementing them at large and linking them to the company culture. As part of this initiative, a number of leader and business unit centric focus groups were conducted with the objective to understand how people perceived values and the associated behaviors. This led to a qualitative report including key culture change recommendations and a culture site specific to the company.

Communication Strategy, Content & Merchandise: Never Grow Up has been associated with the Diversity & Inclusion Team at the Aditya Birla Group to ideate and execute their Wow Ink Season 3 an initiative that drives the employees to nominate unstoppable women employees for their remarkable journey and notable work within the organization. The nominators as well as nominees were interviewed by professional counselors and industrial psychologists and their journeys were documented in the form of a book in print as well as on their internal web portal. To foster and develop a sense of appreciation and recognition for the employees, customized merchandise was also built and executed in addition to offline and online communications. We have also working with other HR teams to cull out and document best practices across the group and present them as case studies while running campaigns around core-competencies.

Communications & Strategy: Tata Capital encourages learning and experience sharing across their organization through their Mentorship Program. Never Grow Up has worked closely on re-branding this program as a pilot and creating efficacy plans to ensure that the program achieves its objective in the long run. We are also involved in driving the annual People Theme across the company through targeted initiatives that manifest through communication or possible activation

Offsite & Workshops: 1300 people. 3 cities. A one-day offsite. Also known as Scene VII, we ideated and executed this event on the same day for this start-up. With the objective of blending business and fun in equal measures, the Never Grow Up team organized a range of activities to bring out ones creative side and work well with a team! The best part was the manifestation of the experience across locations at the same time - all with the objective to truly engage employees and make them feel part of a bigger puzzle.

Strategy, Activation, Content & Communication: Over 18 months, Never Grow Up worked closely with Mahindra Partners to drive a focused campaign that impacted multiple companies across the group. The objective was to drive awareness and usage around 'Mission Rise', an app that focused on company values and attributes connected to each value to employees across India. Apart from impactful teasers and mailers, the message of Rise and Mission Rise has also been communicated in the form of activation ideas to build pride and ownership around the values.

Consulting: With an objective of understanding how to grow 3x business-wise and create a set of values that would take people towards that goal, we conducted several focus group discussions with employees across departments and levels of management. This was followed by an in-depth process of insight mining to chalk out the journey of growth. As an outcome, we crafted a culture document that explored the vision, values and competencies of ATOM. By creating a competency framework around each of the values, we were able to chalk out specific work-related behaviours that would help employees move towards their growth objective.

Corporate Social Responsibility, Activation & Internal Communications: Be it facilitating a brainstorming session for their employees through office branding or handling the operations for the media launch for the Sharing Beauty With All program, we have seamlessly joined hands with L'Oreal in their endeavours. For three years, we have also managed and planned Citizen's Day, a day where L'Oreal employees commit to making a difference to the society. This included NGO partnerships across the city of Mumbai for two consecutive years making efforts sustainable. Our latest collaboration, I.T. Day, involved gamification led approach to tell all L'Oreal employees about the importance of their IT Team and how their presence makes work smoother. Besides this, we have also been their internal communications agency as part of our mandate.

Services-10_ Workshops & Interventions.p

Workshops & Off-sites: Never Grow Up has been associated with Reliance Brands Limited for 5 years in a row We have also been partners with Lending Kart for 2 years in a row. One of our interesting projects for Yes Bank involved using Stand Up Comedy as a means to make people understand company values and guidelines.

Campus Outreach: As part of their campus outreach program, Never Grow Up undertook an Employer Branding and Career Mapping exercise with students across several campuses. We helped design and craft communication that would facilitate alignment between student aspirations and organizational goals. In other words, a tool with which cultural fits for L&T could be hired.

Communications & Strategy: Values being the core for any organization, we have worked on various forms of communication to drive values for the Bank, their meaning and behavioral strands across corporate offices and branches while leveraging their intranet (Redscape) to drive engagement.

Consultancy, Merchandise & Internal Communications: With the objective of creating a sense of camaraderie and positioning employees at DHL as Passionate Forwarders, Never Grow Up ideated and executed a three-phase campaign across major cities in India. Adapting a 360 degree approach to communication, this was backed by interactive workshops and offline activation, with every Forwarder also receiving a Pride Package that contained customized goodies around instant rewards relating back to the plan.

Internal Communications: Never Grow Up joined hands with the Business Excellence and Customer Centricity [SBE] and CRM team to build and manage their internal communication programs. Over a period of 15 months, we created several pieces of easy to understand, business specific communication pieces to ensure we reach out to on-site employees and helped simplify concepts like Kaizen and Six Sigma Methodology at work, among others. Crafting the communication strategy also involved plans and roll-outs for various internal and external stakeholders.

Internal Communications: At ICICI Prudential, the spirit and belief of service excellence is rewarded on an annual basis through an internal initiative known as 'Tatva'. Never Grow Up has partnered with them to plan and execute the roll-out of the entire campaign. We have also implemented a series of monthly internal campaigns to sustain the buzz around Tatva and keep employees engaged with the campaign for over two years.

Consulting: As project consultants, our assignment was to partner with the Communications and CSR team to create a year-long communications strategy for front-line employees. This was done after an in-depth analysis of current communication practices and speaking to employees across levels on how they perceive and absorb existing communication.

As part of crafting the entry submission for Great Places To Work for K Raheja, Never Grow Up has joined hands with the HR team and have worked towards creating the entire report for two years in a row. This has also led to structure the Group’s best practices and streamlining policies and impact employer brand internally as well as externally.

Internal Communications, Content, Office Branding & Special Initiatives: Since 2014, team Never Grow Up has been associated with the team at Reliance Capital to create and communicate HR communications on a monthly basis as part of a retainer mandate. From campaigns to streamline appraisals via their Performance Management System to a series of online collateral to drive a number of policies, rewards & appreciation initiatives dedicated to star performers in the organization to crafting content driven initiatives to build on business objectives, we continue to partner with them.

Content & Communication: We have been working on several internal and talent led communication campaigns for Nippon as part of a retainer mandate. These range from fun at work initiatives to Social Media campaigns that follow a content calendar. There have been a few creative led communication campaigns, designed to celebrate and motivate employees and instilling a sense of pride.

With the core purpose to drive engagement and help people work better, our journey started with measuring the Happyness Quotient within the company thereby allowing us to understand the pulse of the organization. We also conducted [FGDs] Focus Group Discussions to derive qualitative insights and build recommendations around culture building which remain an ongoing process. Our Public Relations division has also been the agency on record for the brand, managing the PR mandate.

The L&D team at Epsilon, a Bengaluru based digital media agency, reached out for some fun-based learning activities and workshops, engaging a group of employees during a four-day road show. Keeping up with the enthusiastic bunch of individuals, we designed as well as executed two parallel sessions that urged the participants to unlearn & relearn with innovation; and look at story-telling differently leading to a sense of team bonding while bringing out their creative side.

R&R, Office Branding & Communication: We have actively worked on a communication campaign for revamping the Rewards & Recognition program for Maersk. We have also simultaneously designed collateral for their wellness campaign along with executing several production projects that have helped spread happiness at work

As a part of their CSR, the CRISIL foundation was engaged in multiple societal and community related projects. The problem statement was that their own employees knew little of the good work being done. Team Never Grow Up came up with multiple offline and online ideas conceptualizing and designing ‘We are More’. We created engaging visual creatives, followed by an illustrated flip-book, and landing pages for their website. This was complimented with an entire campaign on ‘Humans First’ that comprised of positive employee stories based on random acts of kindness, empathy, compassion, and concerted outreach. To showcase their five-year-journey, we also executed two life-size Lego wall installations and built traction to their website and social platforms.

Employer Branding, Strategy, Content & Communication: Our association with Fullerton India began with ideation for relaunching their company values across employees. This led to a 6-month value-centric campaign that focused on various strands and values echoing the thought that each employee is every one of their values. From interactive ideas & audiovisuals to a value-driven game for senior management around the launch, the journey has been full of excitement. Moreover, we also helped build an elaborate Train The Trainer program, designed to help facilitators convey the importance, significance and behavior led strands to employees through engaging activities, videos and discussions which was later disseminated across 500 plus branches. To understand what values mean to the Fullerton employees, Focus Group Discussions were conducted with senior leadership teams and their immediate one downs, following a top to bottom approach to this cascade. The process has also led to the creation of a brand and employee promise.

To ensure that the employees are aligned with four core company behaviours - Tata Sky reached out to Never Grow Up to help rekindle their CEOS Program. The objective of this campaign was to elaborately remind employees at Tata Sky to believe in the CEOS within them. We were actively involved in creating memorable online and offline touch-points that ranged from office branding to facilitating customized workshops for program champions.

Aimed at creating awareness and empathy towards the significant role that the employees play in the lives of the customer, Never Grow Up got an opportunity to partner with Raymond to build over 1200 joy boxes to celebrate Retail Employees Day. From customized goodies to QR code-based landing pages, the activity led to a great amount of employee driven interaction on the company Instagram page. Our team managed turnkey execution and design for this project 2 years in a row.

To foster the spirit of collaboration amongst team members, Brennan IT reached out with an objective to design an intervention that made a difference, while creating a positive impact on the participants. As part of this intervention, for over 150 employees, we created a game to ensure that every one took ownership while knowing other's key strengths and weaknesses.

Case Study | To celebrate Retail Employees Day in 2015, we created an original song dedicated to retail employees across the country which was recorded in multiple languages. The song is now played across stores at Shoppers Stop at special occasions. In 2016, we conducted a social experiment that made people realize the importance and appreciate employees. Along with capturing this experiment on video, we took 'Thank You' to a much bigger scale by putting up hoardings across cities and organizing surprise clap mobs across store locations to express gratitude on this occasion. In 2017, several activities were conducted keeping in mind the objective of bringing smiles on maximum employees face. A series of activities ranging from motion standees to quirky Thank You cards, videos and varied social media campaigns on Shaking hands to appreciate employees. The campaign went an extra mile and extended gratitude by personally visiting and thanking the families of differently-abled employees and capturing their journey through a video.

IPledge

With the core objective of reliving and imbibing company values across the organization and adding value to Employee Engagement practices Never Grow Up ® partnered with Shoppers Stop to launch an initiative called 'IPledge'. While the idea meant to reach out to every single person across the organization brought a new sense of camaraderie across levels and stores, this initiative also got our client into the Limca Book of Records. This was followed by an award for 'The organization with the most Innovative HR Practices' award for IPledge at the World HRD Congress 'Talent and HR Leadership Awards. That's not all! Another initiative aptly called the 'Goodie Box' conceptualized and created by our team has also helped them bag the award for 'The Most Innovative HR initiative' at the award ceremony. The program lasted two years with evolutionary steps being taken to sustain and enhance the campaign that touched various business aspects from grooming to CSR.

Turnkey Initiatives

As a case in point, we have worked on a series of interventions ranging from Internal Communication Campaigns, key policy roll-outs, Reward and Recognition Programs, helping launch the Innovation Platform for the company, making Campus Presentations, running Corporate Social Responsibility Campaigns, Idea Generation Workshops, customized Training Interventions and designing Staff Welcome Kits while managing ‘Fun Fridays’! We’ve also helped roll out the company's Prevention of Sexual Harassment policy in a unique way a pilot ‘Counselling Centre’ for employees and worked closely with the team to roll out their new dress code.

Retail Employees' Day

To celebrate Retail Employees’ Day in 2015, we created an original song dedicated to retail employees across the country which was recorded in multiple languages. In 2016, we conducted a hoardings and organized social experiment that made participants realize the importance of retail employees. Along with capturing this experiment on video, we took 'Thank You' to a much bigger scale by putting up hoardings and organizing surprise clap mobs across store locations to express gratitude on this occasion..

Engagement, Communication & Employer Branding: We've partnered with one of India's leading insurance companies for several projects around employee communication. Be it driving awareness and action around their values and policies, creating a brand identity for their internal HR projects, or building hype around their employee engagement initiatives, Never Grow Up has worked on a variety of people initiatives. This includes and is not limited to Employer Branding projects where we built a core Employee Value Proposition (EVP) along with sub-themes/strands that reflect their work culture. Through their social media presence, on-boarding process, campus outreach, learning and development & other forms of engaging communication, the EVP is fast becoming an integral part of Kotak Life Insurance's identity. Our team is also involved in streamlining policies and SOPs while crafting communication for direct recruitment and executing engagement activities.

For Mindshare, we have created and creatively executed customized, activity led interventions across levels- ranging from Senior Management to a new entrant. These have been in sync with team meets, strategy discussions, off-sites and have met pre-defined objectives. We’ve also helped design a couple of meeting rooms for the creative bunch that they are! What fun!

A journey that spans over five years, team Never Grow Up has been working on a number of HR related projects from training and interventions, innovation sessions, HR communications, recognition and diagnostics. Adopting a top-down management approach, we have been working on specific interventions to build their external and internal employer brand. The idea was to create a balanced perspective towards the organization across stakeholders.

Going International

In June 2020, Never Grow Up ® commenced operations in Singapore. Under the entity, Never Grow Up Pte. Ltd., we are all set to set sail into APAC.

Check out www.nevergrowup.sg

Never Grow Up ® also presented on how to craft your Employee Value Proposition and transcend it across the organization at EBS 2019, Employer Branding Summit in Shanghai along with speakers across APAC from WeWork, Accenture & Alibaba Group

Our work took us to New Orleans, USA for the Resource Pro Operations Boot-camp where we spoke to business owners and leaders on How to build an awesome Work Culture: Working 9 to 5.

You’ve Got Us Talking!

Since our inception, we have conceptualized, created and executed over 200 Customized & Unconventional Team Experiences and ‘Gamification’ led Training Interventions [from 10 to 400 people] for organizations across sectors. These have been spread across areas like communication skills, business etiquette, team building, conflict management and creativity to simply creating something for teams to ‘unwind’ after hard day’s work! We pride ourselves in creating modules that are designed to suit a particular culture while using ‘the arts’ to address people challenges at the workplace.

We’ve also managed and executed turn-key off-site projects and/or fun at work activities including multi-city events for clients