Frequently asked questions

Your questions answered

How do you motivate and reward employees?

You can motivate and reward employees with money, bonuses, benefits, incentives, events and recognition – but there’s a bigger picture to consider. Increasingly, smart and forward-looking employers are focused on the overall employee experience. They seek to motivate employees continuously by providing an attractive workplace, organizational values and culture designed to meet their personal needs and preferences, as well as financial compensation for their work.

Organizations that motivate employees effectively can benefit from optimal workforce productivity, to achieve business goals. Rewards management specialists in HR increasingly understand that one-off novelty rewards aren’t effective in sustaining motivation. Research reveals that some of the most effective motivating factors for employees are neither gifts or bonuses. The entire experience of working for an organization matters, including the culture, workplace policies, workstyle, shared values and appreciation, along with compensation and benefits.

Vision and values

What does your organization believe in? What are its business ethics, and workstyle? Do its values resonate with the current workforce and people you want to attract? If everyone is striving for goals that they believe in, working in ways that feel comfortable and purposeful, they’re more likely to be engaged and productive.

Appreciation

Showy awards presentations and senior management plaudits aren’t the only way to show that employees’ contributions are valued. Build into your culture an expectation that managers and peers will say thank you and take the time to appreciate the good work and going the extra mile.

Flexible and mobile working

Make it easy for people to work the hours and in the places they choose, so long as they can achieve their objectives. Mobile technology and sophisticated cloud business systems mean it’s possible for many employees to base themselves at home or on client premises for some of the time. This can really help support work-life balance. Trusting your workforce to manage their own time and get the job done, even when they’re not being scrutinized in the office, engenders loyalty and commitment in return.

Inclusion

Many workplaces have a multi-generational and increasingly diverse workforce. Inclusion means building an environment where people of all age groups, genders, life experiences, cultural backgrounds and ethnicities can thrive. Train people to collaborate and respect difference as a route to creativity, so everyone feels welcome and valued for their contribution. Build this into your values and culture.

Health and wellbeing

Traditional benefits packages often include subsidized gym memberships or private healthcare. Employees appreciate that their employer takes well being seriously when they extend this to a range of options tailored to workforce needs. Generous policies to accommodate caring responsibilities, support for mental health, relaxation classes, life coaching and massage are just a few examples of a broader approach to employee health.

Our research uncovers insights from 500+ HR leaders on how they’re dealing with the HR to People transformation in the digital world of work – and how they’re using technology to get ahead.

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