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09 Mar 2023

Get the most out of your recognition programme - here's how

I want it now: how to harness the power of digital natives, including by giving instant rewards for good work

4 tips for getting the most out of your recognition programme.jpg 1

 

Engaged employees report 37% less absenteeism, 21% increase in productivity and 22% higher profitability, according to the Global Wellness Institute.

1. Don't make them wait

Digital natives are taking the world of work by storm. Generation Y/Z employees will account for 75% of the workforce by 2025. These employees grew up in the digital era and with them comes gaming and social media. These two powerful influences on our society mean many younger people crave instant gratification rather than wait.

Employee motivation soon dampens if they’re waiting for delayed recognition/rewards for great work. So immediate recognition and reward may help better engage your employees as it satisfies that need for instant gratification.

Similarly, if your culture does not promote positive mental health/wellbeing or actively try to break stigma, people may feel judged for using certain resources or even opening up that kind of conversation.

Try to cultivate a safe and open environment with immediate recognition to really show your people you’re paying attention and care about their experiences.

2. Let's play a game

In a world of instant gratification and gaming, why not choose offerings that include these? Making life a little more fun and sending reminders along the way will help maintain engagement and keep people on track to meet any goals they have.

Life gets busy and it’s easy to forget: a little notification can help refire people into action if their goal has dropped down the priorities list. Re-engaging people into healthier habits may transform their overall quality of life.

3. Out of sight, out of mind

Higher visibility of reward and recognition programmes encourages participation and may be the nudge someone needs to use what is in front of them. As an employer, you should communicate with your people by whatever means makes the most sense. Are people going to respond to a mass internal email, or would they prefer a live demonstration?

Some organisations incorporate onsite services into their programmes that help increase visibility and act as a point of contact for any additional queries or requests. Health promotion officers or mental health champions in the workplace are a great way to ensure your employees are aware of what is available, but also keep your programmes relevant.

4. Make sure the shoe fits

Ensure your benefits and rewards match your audience. A young professional and a single parent will have different needs and you should make sure benefits and rewards reflect those needs. If your employer offered you something completely irrelevant to you, would you feel like they know you at all?

If you don’t know what people want, ask. They might be reluctant to take part in internal surveys or focus groups, but if it involves deciding what should be included in their benefits and rewards packages employees will most likely want their voices heard.

If your wellbeing programme or software enables population reporting, you may be able to see use trends and where you should invest more to meet employee needs. For example, Spectrum.Life EAP utilisation saw a 64% increase in those seeking financial assistance Q2-Q3 2022. Additional help could be offered such as budgeting or managing credit workshops to help meet employees’ specific needs.

As employee needs change, flexibility and regularly checking uptake data will help keep you on track to meet needs and keep people engaged in improving their behaviours and engaged in work.

In summary: it is vital to know your workforce and their individual needs. Instant recognition is required in a safe and open working environment that promotes positive mental health and wellbeing. High visibility of health promotion and recognition will ensure people stay engaged long-term. Providing a tailored holistic health and wellbeing programme with diversified offerings (including digitisation with gamification features) will help employees feel recognised, as you are adhering to their individual needs - ensuring they feel their best to perform their best.

In partnership with Spectrum Life

Supporting 4m+ lives in the corporate, education and insurance sectors with our health & wellbeing solutions.”

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