Workplace Burnout Drops from 35% to 22% with Innovation as DNA, Finds Great Place To Work

Mumbai, March 10, 2025: A new report from Great Place To Work reveals a significant shift in workplace culture, with burnout rates dropping from 35% to 22%, showcasing the transformative impact of innovation as a core value in modern organizations. Companies that integrate innovation into daily operations don’t just spark creativity—they boost engagement, improve retention, and reduce burnout. True innovation goes beyond occasional brainstorming or hackathons; it becomes second nature. When innovation shifts from a reactive to a proactive mindset, embedded in decision-making, teamwork, and problem-solving, organizations gain agility, motivation, and a culture where employees feel empowered to experiment and take risks. Innovation is no longer an extra—it’s essential for companies to not just adapt to change but lead it.

Recent data reveals a persistent gender innovation gap, with men reporting 47% access to innovation opportunities, significantly more than women at 39%. This structural disparity underscores the need for urgent action to ensure equal access to innovation for both genders, as failing to address this gap could stifle the creative potential of half of the workforce. Additionally, seniority and experience play a crucial role in access to innovation, with employees having over 10 years of experience and senior managers seeing the most opportunities—50% and 57%, respectively—raising concerns about innovation becoming too concentrated at the upper levels of organizations. To truly foster a culture of innovation, it must be embedded across all tiers, ensuring that every employee, regardless of seniority, has the chance to contribute.

Industries Winning at Innovation Know It’s Not a Perk—It’s a Practice. Industries like Biotechnology, IT, and Transportation invest in innovation frameworks but often struggle to fully engage employees. In contrast, Financial Services and Retail prioritize both structured innovation and employee experience, cultivating a culture where new ideas thrive and employees are more deeply involved in the process. Industries like Education & Training, Health Care, and Professional Services face challenges with both innovation practices and employee engagement, resulting in slow progress and resistance to change. On the other hand, sectors like Construction, Infrastructure & Real Estate excel at offering a great employee experience but lack structured innovation processes, limiting their full potential.

For organizations striving to boost their innovation momentum, five key drivers can act as catalysts for success. First, care for employees—when workers feel valued not just as contributors, but as individuals, their motivation and creativity flourish. Second, recognition plays a pivotal role in fueling innovation. When achievements are celebrated fairly across all levels, it encourages a culture of continuous improvement. Third, strong talent attraction practices ensure that diverse perspectives and fresh ideas flow into the organization, propelling innovative thinking. Additionally, leadership development is critical, as well-prepared leaders inspire innovation at all levels. Lastly, action on feedback is crucial. Organizations that listen to their employees, act on their input, and create an environment of trust are more likely to sustain long-term innovation.

Balbir Singh, CEO, Great Place To Work®️, India, said,.” Most leaders list innovation as one of their top priorities for business growth in 2025. Leaders understand this requires them to think differently, to challenge assumptions, and to empower their teams to experiment and take risks. A mindset shift that must embed into ways of working and become core to organization’s culture. Our latest study, based on insights from over 57 lakh employee voices, makes one thing clear—when innovation is embedded in workplace culture, everything changes. Burnout drops from 35% to 22%. Retention improves. Engagement rises. When employees know their ideas matter, when they feel safe to take risks, they don’t just follow the rules—they redefine them. They challenge the status quo, experiment boldly, and push the organization forward. Yet, many companies unintentionally slow innovation down. Unclear growth paths, siloed teams, and fear of failure—coupled with outdated policies and a lack of continuous learning—don’t just stifle creativity; they push great talent away.

He also added, “The question isn’t whether we value innovation. The real challenge is: Are we building a culture where innovation thrives? Do our people feel safe to take risks? Are we removing obstacles instead of reinforcing outdated processes? Are we turning ideas into action, or drowning them in endless approvals? The best workplaces don’t just support innovation—they make it impossible to ignore. When innovation is part of an organization’s DNA, it’s not just a competitive advantage. It’s a force that drives trust, purpose, and belonging. That’s the difference between companies that survive and those that thrive.

Research reveals that companies prioritizing innovation are 2.7 times more likely to be ready to innovate than those where it is merely an afterthought. This shift in mindset is crucial to staying competitive in a rapidly changing market. To determine where an organization stands in its innovation journey, companies must look at their Innovation Velocity Ratio (IVR)—a key metric that measures the pace of innovation within an organization. At the Frictional IVR stage, for every two employees hindering innovation, four employees are driving it forward. At the Functional IVR stage, seven employees are leading the charge for every two dragging the company behind. And at the Accelerated IVR stage, eleven employees are pushing innovation forward for every two who hold it back.

However, the path to innovation is not without its challenges. Five major barriers impede innovation momentum: lack of recognition and growth opportunities, siloed teams, fear of speaking up, an overemphasis on policies and tracking, and insufficient investment in continuous learning and development. Overcoming these obstacles will be essential for organizations to unlock their full innovation potential.

Bonjour Highlights Women’s Resilience with TheStrengthWeCarry Campaign on Women’s Day

National, 10th March 2025: – Bonjour, India’s leading socks brand, proudly unveils its Women’s Day campaign, #TheStrengthWeCarry, honouring the resilience, strength, and unstoppable spirit of women. Through a compelling video tribute, the campaign captures the journey of women across different walks of life, showcasing their unwavering determination as they move forward with confidence in every step.

The video highlights powerful narratives of women breaking barriers in their everyday lives—be it in the workplace, sports, caregiving, or entrepreneurship. As they stride forward, each moment reflects their dreams, challenges, and triumphs, reinforced by an inspiring message:

“She dares. She dreams. Strength isn’t just in muscles, but in resilience. Every step she takes is a step toward change. She is unstoppable, unshakable, and undeniable. Here’s to her. Today and every day. Happy Women’s Day!”

The campaign’s core message emphasizes that true strength lies in perseverance and spirit. Bonjour is proud to support this journey by providing products that ensure comfort and confidence in every step.

Speaking about the initiative, Mr. Rajkumar Jain, Managing Director of Bonjour, said, “Women inspire change every day with their strength and determination. Through the #TheStrengthWeCarry campaign, we celebrate their resilience and honour their journeys. Our goal is to encourage women to keep moving forward fearlessly, knowing they have the support they deserve.”

New Initiatives by SPEFL-SC and MSDE Aim to Empower India’s Youth and Educators

New Delhi – The Sports, Physical Education, Fitness & Leisure Skills Council (SPEFL-SC), under the Ministry of Skill Development and Entrepreneurship (MSDE), has launched two transformative initiatives aimed at fostering inclusivity and strengthening disaster preparedness across India. The Divyang Shakti Project and the Life Saviour (Aapda Mitra Bal) Initiative are designed to equip educators, students, and youth with critical skills to drive meaningful societal change.

The Divyang Shakti Project is a pioneering initiative aimed at empowering educators and students across 18 states, including Uttar Pradesh, Tamil Nadu, Maharashtra, Rajasthan, Gujarat, and Kerala. This program has successfully trained 33,498 physical education teachers, special educators, and B.Ed and B.P.Ed students in implementing play-based sports programs for children with disabilities. By integrating inclusive physical education methodologies, the project enhances both the physical and mental well-being of children, ensuring they thrive academically and socially.

Speaking about the impact of the initiative, Mr. Tahsin Zahid, CEO of SPEFL-SC, stated, “In states like Uttar Pradesh, Rajasthan, and Maharashtra, the project has instilled an ‘Inclusive Culture’ by incorporating activities that improve teamwork, critical thinking, and confidence. The program was implemented in government schools, special needs institutions, and teacher training colleges to establish best practices for inclusive education. Our goal is to ensure that children with disabilities receive equal opportunities to develop and excel.”

By equipping educators with specialized training, the Divyang Shakti Project contributes to a more inclusive learning environment, helping children with disabilities integrate seamlessly into mainstream education and society.

Parallelly, the Life Saviour (Aapda Mitra Bal) Initiative has been launched to build a resilient volunteer force capable of responding to emergencies and disasters. Under this initiative, 20,317 youth volunteers underwent an intensive six-day training program focused on life-saving skills such as first aid, search and rescue operations, and crisis management.

This initiative, supported by MSDE under the SANKALP Scheme, equips volunteers with essential emergency response tools, including helmets, first aid kits, and iron hammers. The trained volunteers receive Government NCVET certifications under NEP 2020 and are linked with district administrations and state disaster management cells to actively participate in relief and emergency response operations.

Mr. Tahsin Zahid emphasized the importance of this initiative, stating, “The Life Saviour Initiative ensures that youth are well-prepared to respond to natural and man-made disasters. By training volunteers in disaster management and first-response techniques, we are fostering a culture of safety and preparedness across India.”

By developing a network of trained first responders, the Life Saviour Initiative empowers communities to mitigate risks and respond effectively to emergencies, significantly strengthening India’s disaster resilience.

Together, these initiatives reflect the government’s commitment to addressing key social challenges through skill development and community-driven programs. The Divyang Shakti Project ensures that children with disabilities receive the support needed for their educational journey, while the Life Saviour Initiative empowers youth to play a crucial role in safeguarding their communities.

India’s Semiconductor Sector to Witness Significant Growth in Women’s Participation by 2030

Amid India’s fast-growing semiconductor sector—expected to reach USD 79.20 billion by FY2031, the global industry is poised to become a trillion-dollar market by the end of the decade. This growth presents unprecedented opportunities for talent, with the Indian semiconductor sector projected to generate 1 million jobs by 2026. However, reaching this scale demands a more inclusive workforce as the industry cannot thrive alone as a male-dominated field. Women’s participation will be essential in propelling its growth and innovation.

Currently, women comprise just a fourth of India’s 220,000-strong chip design and engineering workforce, but this figure is expected to surpass 30% by 2027. Despite this, men continue to dominate key semiconductor roles. For instance, in the Chip Semiconductor Fabrication, men and women engage stands at 60:40 (men to women); Chip Design is at 70:30, ATMP (Assembly, Testing, Marking and Packaging) stands at 80:20, and so forth. The gap extends to leadership as well—men hold 93%-95%% of leadership roles in the sector, while women account for only 5%-7% at the top levels. Bridging this divide is essential for building a sustainable and diverse semiconductor ecosystem in India.

This gender gap in India’s semiconductor sector can be bridged through upskilling programs, pay parity, and inclusive employee benefits such as maternity leave, career break support, flexible work options, and project-based roles. Commenting on this gap, Sachin Alug, CEO, NLB Services added, “There is a need for both mindset and infrastructural shifts to increase the participation of women. This implies that gender-neutral policies and equal opportunities need to be prioritized. Additionally, Infrastructural shifts in the form of worker housing, healthcare facilities, and efficient transport will also play a pivotal role in attracting and retaining skilled workforce. Collaboration between the government and private sector will be key in building safe, sustainable, and worker-friendly environments. As India accelerates its electronics manufacturing ambitions, integrating women into the design and manufacturing ecosystem will be essential.”