Most employees hope for a bonus, a salary increase, or perhaps a thoughtful gift from their employer during the holiday season. But in 2016, thousands of workers at an Indian diamond company learned that their rewards would be far more substantial than anything they had expected.
Instead of handing out certificates or ordinary gift boxes, businessman Savji Dholakia announced an extraordinary employee reward program that included 1,260 cars, 400 apartments, and pieces of jewelry for workers recognized for their performance and dedication.
Dholakia, the founder of Hari Krishna Exports, made the announcement ahead of Diwali, one of India's most important festivals. The initiative attracted international attention because of both the number of employees involved and the extraordinary value of the rewards.
According to contemporary reports from CNNMoney, The Guardian, and The Indian Express, the company selected high-performing employees from a workforce of approximately 5,500 people. The program was intended to recognize outstanding contributions, encourage loyalty, and help employees achieve important personal milestones, including owning a vehicle or a home.
For the workers who qualified, the announcement represented more than a memorable holiday celebration. A car could make daily transportation easier, while financial assistance toward an apartment could bring homeownership closer to reality. Jewelry, meanwhile, offered another form of valuable recognition that could be kept for personal use or family occasions.
The story quickly became an international example of an employer choosing an unconventional way to recognize the people behind a successful business.
Yet the program was not simply a matter of handing every employee a completely paid-for house or car without conditions. Contemporary reports explained that the company would help cover part of the monthly loan installments for eligible recipients. That distinction is important when understanding what the rewards actually involved.
Even with that qualification, the scale of the initiative was remarkable. It offered a glimpse into Dholakia's approach to employee recognition and raised a broader question for businesses everywhere: What happens when an employer treats workers' long-term financial goals as part of the company's success?
A Diwali Celebration That Went Far Beyond the Usual Bonus
Diwali provided a meaningful setting for the announcement. Celebrated by millions of people in India and around the world, the festival is widely associated with light, hope, renewal, prosperity, and the triumph of good over evil. Families often mark the occasion by decorating their homes, lighting lamps, exchanging gifts, sharing meals, and spending time together.
For many businesses in India, Diwali is also an important period for recognizing employees. Employers may distribute bonuses, sweets, clothing, gift vouchers, or other presents as a gesture of appreciation.
Dholakia's approach, however, stood apart from the familiar tradition.
According to CNNMoney's October 2016 report, the company planned to spend approximately $7.7 million on its employee reward initiative. The Guardian, citing Agence France-Presse, reported an estimated expenditure of 500 million rupees, equivalent to roughly $7 million at the time. The figures were estimates reported by different news organizations, rather than a single independently audited final cost.
The difference between an ordinary bonus and a substantial asset is significant. A cash payment can help a household manage immediate expenses, while a vehicle or support toward buying a home may affect a family's finances for years.
For a worker who had spent years earning a living in a demanding industry, the prospect of receiving a car could represent greater independence and convenience. Someone selected for housing assistance might see an opportunity to move closer to a long-term goal that otherwise seemed financially distant.
And for a company with thousands of employees, the decision to direct a substantial reward budget toward individual workers sent a message that their contributions were worth recognizing in tangible ways.
The gifts also made the celebration memorable. Rather than simply receiving an envelope or a seasonal package, eligible employees were connected to something they could use in their daily lives.
That was one reason the story traveled well beyond Surat, the city where the company operated. Images and reports about large numbers of vehicles and homes being distributed to employees offered a striking contrast with the familiar experience of waiting for a modest annual bonus.
Yet the story's significance was not only the impressive quantity of gifts. It was also the philosophy behind them: rewarding employees for their contribution to a business while helping them work toward personal goals outside the workplace.
Who Is Savji Dholakia?
Savji Dholakia built his reputation in India's diamond industry through Hari Krishna Exports, a business he established with his brothers in the early 1990s.
Born in Dudhala village in Gujarat's Amreli district, Dholakia came from a background far removed from the international diamond trade that would eventually make him wealthy. A 2016 profile published by Hindustan Times reported that he left school at a young age and developed his business with financial help from his uncle
His story attracted attention partly because it contrasted a relatively modest educational background with the scale of the enterprise he went on to build.
Diamonds are often associated with luxury, exclusivity, and high prices. But behind every polished stone is a process that requires skilled labor, specialized equipment, careful quality control, and coordination across international markets.
Dholakia's company operated within that industry, buying and processing diamonds for international customers. As the business grew, its operations depended on employees performing specialized tasks and maintaining standards that could affect the quality and value of the finished product.
In a diamond-processing business, precision matters. A small error in cutting or polishing can affect the appearance, weight, or commercial value of a stone. Workers therefore contribute not only through the number of items they process, but also through their experience, attention to detail, consistency, and ability to work effectively with colleagues.