Strategic reward 和 recognition programmes engage 和 motivate employees

Workforce 奖励 are part of the talent strategy framework supporting your business goals. But ‘奖励’ means different things to different people 和 having a counterbalancing organisational perspective is equally important. And so, it’s crucial to design your employee reward programme specifically for your people.

St和ard employee reward 和 recognition programmes are ineffective

To truly motivate your people to perform 和 engage them in the values of your culture, 拥有权利 员工奖励计划 是至关重要的. 但在这个个人的时代, ‘奖励’ means different things to different people at different times in their lives.

In order to fully leverage the potential of 奖励 as an employee engagement 和 talent attraction tool, organisations now need to go beyond the traditional contractual 奖励 of pay 和 broad-brush benefits plus ad hoc components.

调整他们的价值主张, companies have begun using ‘personas’ to identify what matters most to target populations 和 to operationalise their employee 奖励 programme for distinct groups.

Innovative 奖励 programmes effectively address an individual's preferences – enabling them to feel healthy, 支持和激励, personally as well as professionally – while staying within organisational 和 成本 realities. A balance can be achieved with the right reward 和 recognition strategy.

Effective workforce 奖励 strategy design now requires: 

  • Embracing the differentiated needs of a diverse, 多的劳动力, 和 using the relevant employee engagement mechanisms for each
  • Underst和ing individual employee experiences 和 categorising those experiences into personas
  • Having mechanisms in place to enable individuals to voice their preferences 
  • Holistically addressing employee needs with a more nuanced 和 flexible approach
  • Considering all perspectives: personas, 组织需要, 行业标准, 监管环境, 竞争对手产品, 成本, 以及社会价值观
  • Formulating a 奖励 programme that harmonises with your other employee value proposition (EVP) offerings, 和 
  • Assimilating the latest compensation data, employee research 和 workplace insights so you can build what works.
This new world order – one that is more nuanced 和 personalised – requires new organisational skills of listening, learning 和 adapting to identify 和 address unmet needs.
Ilya Bonic

President, Head of Strategy 和 Career, 美世

Data, tech 和 advisory solutions that help you build reward 和 recognition programmes

  • 补偿 data, insights, 和 research

    美世 has the world's largest 和 most comprehensive workforce 奖励 data, insights 和 research – so you can always be sure you are making the right remuneration decisions.
  • EVP和总奖励

    Employees’ core expectations about work are changing. Many are now searching for a caring corporate culture that prioritises their mental 和 physical health while providing work-life balance 和 career paths – sustainably.

    To attract 和 retain talent, it 是至关重要的 to ensure your EVP reflects our changing world.

  • 薪酬公平

    Pay transparency 和 equity are becoming the ‘normal’ in modern businesses.

    A culture of transparency drives better workforce outcomes.

    Pay transparency is also now a legal compliance issue in an increasing number of places.

  • 人才全访问门户

    A suite of proprietary data, technology, 和 insights to help you make better HR decisions, quicker.
  • 员工奖励

    的见解 和 solutions that help you build employee 奖励 that motivate 和 help avoid burnout.
Nearly all executives (96%) say we are in an employee-centric labour market 和 70% of HR professionals are predicting higher than normal turnover this year.
美世 全球人才趋势 2022