Nauryz is a time of renewal and hope. For the EZ Solutions team, this holiday was especially meaningful this year: we celebrated it together with the children at the “I’m With You” hospice for children with cancer.

We understand that in the fight against a serious illness, it’s not just medication that matters, but also moments of genuine joy. To help take the children’s minds off their daily hospital routine for a little while, we organized a small celebration with treats and gifts. Seeing the children’s smiles and witnessing their parents’ resilience is a priceless experience that reminds us of what truly matters: support and humanity.

This event is not a one-time initiative but part of a systematic approach. In 2025, we officially adopted the EZ Solutions Philanthropy Policy.

Our mission is not simply to provide aid, but to help build a society where everyone has the chance to lead a fulfilling life and achieve professional fulfillment. We have identified three key areas that we will support:

1. The development of Kazakhstani literature and the country’s intellectual potential.

2. The social integration of people with disabilities through training and internships.

3. Support for people with cancer, including palliative care and rehabilitation.

What sets our policy apart is that it is driven by our employees themselves. Every team member can propose a project or an organization in need of assistance. We believe that sincere participation and a professional approach will help us bring about truly meaningful change.

EZ Solutions, the largest event agency in Central Asia’s corporate sector, won the prestigious “Happiness at Work!” live team competition, which took place as part of the 5th International Management Forum (IMF 2026).

EZ Solutions took first place in the “Elegant Business” category (for companies with up to 150 employees), confirming that a strong corporate culture is not a luxury but the foundation of an effective business.

The forum took place from January 29 to 31 and brought together thought leaders, world-class experts, and HR directors from major companies. One of the central themes was adapting businesses to a new generation of leaders and overcoming the talent shortage.

The “Happiness at Work!” competition assessed the actual state of teams “from the inside” based on 12 key parameters: ranging from the level of trust to the self-fulfillment of each employee.

In the event industry, with its tight deadlines and high stress levels, EZ Solutions has managed to create a work environment where the team remains engaged and interested in projects without compromising the quality of the results.

For EZ Solutions, this award confirmed that a business can be effective while remaining people-oriented and flexible.

“In our industry, only a strong corporate culture and effective management can ensure this level of team happiness. We are convinced that truly amazing events are created only by those who genuinely love what they do and feel supported by their colleagues. This award is a testament to the efforts of each and every one of our employees,” commented Mikhail Zemskov, co-founder of EZ Solutions.

An article on the topic of paleopsychology in event management and marketing has been published on the national news portal El.kz. We had already demonstrated our interest in improving and enhancing the customer experience through the lens of ancient instincts and new scientific developments during a presentation by the head of EZ Solutions at the recent ADTribune advertising forum. The article explores how basic instincts—the human need for survival, safety, social status, and recognition—can be used to create effective marketing strategies and enhance event marketing tools.

Link to the article on the external resource: https://el.kz/ru/paleopsihologiya-v-marketinge-i-iventike-kak-nami-upravlyayut-drevnie-instinkty_126062/

The Central Asia Recommended Agencies Map (CARAM) is a visualized database of agencies providing services throughout the region. It allows users to review the basic parameters of the entire sector and identify key players that meet the specified criteria.

Link to an external resource: https://adpass.org/maps/karta-rekomendovannyh-agentstv-czentralnoj-azii/

At first glance, everything seems calm: tasks are getting done, and there’s no conflict within the team. But beneath the surface lie fatigue, alienation, and a decline in initiative. People aren’t arguing, but they aren’t striving toward a common goal either. Everyone is just going through the motions. And so, HR isn’t asking, “How can we make them happy?” but rather, “How can we restore the sense of a vibrant, connected team?”

Team building isn’t “just another event”

It’s not about a change of scenery or a break. Team building only works when it precisely addresses internal processes: current challenges, company culture, and what’s actually happening between people.

The problem isn’t a lack of celebrations. It’s that employees stop feeling: “I’m needed here; we’re a team.”

This is an investment in retention, not a waste of budget

The numbers confirm this:

– According to Gallup, companies with high employee engagement reduce turnover by 21–51%, and recognizing employees’ work reduces the risk of them leaving within two years by 45%.

– According to Teamland, participating in team-building activities can increase job satisfaction by up to 50%.

– A Peaksales review emphasizes that regular team activities contribute to increased engagement and retention, especially when skillfully integrated into the company culture.

But raw data only works when there’s an underlying logic. Team-building just for the sake of checking a box isn’t about care—it’s about going through the motions. Employees pick up on these signals instantly—and the insincerity is immediately apparent.

In one of the cases we worked on, the company was scaling rapidly: new employees, a shift to remote work, new business lines. On the surface, it looked like growth. But the teams began working in isolation, as if they were part of different companies. A shared understanding and sense of “we” was lost.

We didn’t need to “entertain” people; we needed to reestablish internal connections. Not a quest or a show, but building trust. This kind of format requires a special approach.

What Really Works

1. Group modules with real-life case studies
Participants discuss not abstract “team values,” but their own processes, conflicts, and points of friction.

2. Facilitation
A professional facilitator helps spark an honest dialogue. It is through such conversations that trust is built.

3. Smooth dynamics
The format should move from formal interaction toward personal connection—without forced games or artificial closeness.

4. Leadership participation
If leaders simply open the event and leave, it’s obvious. But if they participate as equals, it sends the message: “This matters to all of us.”

5. Follow-up
Gather feedback, analyze what worked, and incorporate it into HR practices. Team building doesn’t end with the last session of the program.

When a person feels a sense of belonging, when they’re surrounded by a real team, and when their contribution matters—they don’t look for a way out. They see the point. Team building can be the moment when that feeling returns. But only if it’s part of the culture, not just a scheduled event.


Questions to ask yourself before launching a team-building event:

– What should change after the event?

– What emotions will employees take away with them?

– What messages are we conveying—even unconsciously?

– Is this a strategic move or just a “check-the-box” exercise?

If you want people to stay, create conditions that make them want to stay.

And yes, those conditions can be designed.

A New Year’s corporate party is not just another holiday event. For business owners and HR professionals, it is a strategic tool that strengthens corporate culture, boosts employee loyalty, and contributes to the company’s growth. Research shows that employees who receive recognition and support from management become more loyal and motivated. A New Year’s corporate party provides an excellent opportunity to express gratitude to every team member for their contribution to the company’s success. This kind of attention increases job satisfaction and reduces employee turnover.

Such events strengthen team spirit and create a positive work atmosphere. In an informal setting, employees from different departments get to know each other better, which has a positive impact on communication and collaboration in their day-to-day work. Establishing shared traditions and values reinforces the company’s identity and makes it more attractive to potential talent.

The New Year’s corporate party also serves as a platform for reviewing the year’s results and discussing plans for the future. Highlighting the company’s achievements and setting new goals motivate employees to strive for high performance. Celebrating successes together strengthens the sense of belonging to a shared cause and encourages initiative.

According to data from the consulting firm Deloitte, organizations with a strong corporate culture are 1.5 times more likely to show growth in revenue and profitability. A Gallup report confirms that companies with high employee engagement are 21% more productive than their competitors. This underscores the importance of investing in initiatives that strengthen team bonds

To organize a successful New Year’s corporate party, it’s important to consider several key aspects.

Define Goals and Expectations
Before you start planning, clearly define the event’s goals. A corporate party can serve to strengthen team spirit, boost employee loyalty, recognize achievements, or wrap up the year by setting new goals. Conduct a survey among employees to find out their wishes and expectations, and tailor the event to the team’s interests as much as possible.

Take the Team’s Diversity into Account
Be mindful of the cultural and religious diversity among your employees. The event should be inclusive and comfortable for everyone. According to SHRM research, companies that prioritize diversity and inclusion see a 22% reduction in employee turnover.

Plan the budget
Setting a budget is an important step in the planning process. Factor in costs for venue rental, food and beverages, decorations, technical equipment, gifts, and any potential additional expenses for invited guests. Investments in corporate events pay off through increased productivity and team loyalty.

Ensure a comfortable experience for all employees
To maximize employee participation, choose a convenient time and venue. Assess the accessibility and comfort of the locations. If your company has remote employees or branch offices, provide virtual participation options. If your company has employees with disabilities, arrange for their transportation and accommodations during the event

Create an Engaging Program
Put together a well-rounded program that will appeal to everyone. Organize a recognition and awards ceremony to celebrate the achievements of employees and teams. Summarize the year’s results and share plans for the future through presentations or speeches by leadership. Add entertainment: live music, games, contests, or themed activities related to the company’s values and mission.

Establish a policy regarding alcohol
Take a balanced approach to serving alcohol. Ensure safety precautions are in place and offer non-alcoholic alternatives. Make sure the chosen format aligns with corporate standards and does not conflict with the company’s values.

Gather Feedback
After the event, it’s important to gather feedback to assess its effectiveness and impact on the team. Conduct satisfaction surveys and analyze participation and engagement levels. The data you collect will help improve future corporate events and enhance their positive impact.

Strengthen Your Corporate Culture
Use your corporate event as an opportunity to highlight the company’s achievements, communicate strategic plans, and inspire employees to new heights. Such an event strengthens corporate culture and boosts team motivation.

Tracking KPIs and Evaluating the Effectiveness of the New Year’s Party
For business owners, it’s important not only to host a successful event but also to assess its impact on the company and employees. Tracking key performance indicators (KPIs) helps determine whether the New Year’s party achieved its goals and how it affected various aspects of the business.

Key Metrics for Evaluation:

· Employee participation rate
High attendance at the event indicates the team’s interest and loyalty. Track the percentage of employees who attended the party relative to the total number of employees. Also, assess employee engagement during the event: their participation in contests, discussions, and other activities. This can be measured through observations or follow-up surveys.

· Employee Satisfaction
Conduct anonymous surveys after the event to find out how satisfied employees are with the organization, the program, and the overall atmosphere of the company party. Measure employees’ willingness to recommend the company as an employer.

· Impact on Corporate Culture
Observe improvements in cross-departmental collaboration following the corporate event. Assess whether the number of cross-functional projects and initiatives has increased, indicating stronger teamwork.

· Engagement and Loyalty
Compare employee turnover rates before and after the event to determine whether it helped reduce resignations. Track changes in employee productivity and work quality to assess productivity gains. Each company party you track will provide an increasingly clear picture.

· Return on Investment (ROI)
Analyze how event expenses correlate with business outcomes, such as increased sales or improved customer service.

· Feedback and Recommendations
Gather employee feedback on the event and ideas for improvement. Assess the volume and tone of social media mentions about the company party.

Data Collection and Analysis Methods

Use anonymous surveys and questionnaires for quick and convenient data collection. Hold small meetings with employees to discuss their impressions in detail. Integrate data from HR management systems using HR analytics to conduct a comprehensive analysis of the event’s impact. Compare key metrics from the periods before and after the corporate event.

Set goals and KPIs in advance, clearly defining which metrics you will track and what results you expect. Explain to employees why you are collecting data and how it will be used to improve working conditions. Analyze the data you collect and use it to make decisions and plan future events. Compare your metrics to industry standards to understand how your results measure up against generally accepted norms.

Organizing a successful New Year’s corporate party is a task that requires a professional approach and significant resources. To ensure the event is of the highest quality and to achieve all your goals, it’s worth turning to a reliable corporate event planning agency. These professionals will help you develop a unique concept, take your company’s specific characteristics into account, integrate the concept into your business strategy, and handle all organizational details. This will save you time, help you avoid potential mistakes, and ensure that your corporate party becomes a memorable event that fosters team building and business growth.