As hybrid work models become more and more the norm, HR leaders continue to evaluate approaches to make the most of them. The new research report from HRO Today and CapRelo, Hybrid Workforce Models Still Developing in Post-Pandemic World, finds that just over three-quarters (76%) of senior HR leaders are leveraging a hybrid workforce model and nearly one-half (54%) offer some form of incentive to encourage a return to the office. Rewards and recognition have always played a large role in motivating the workforce. In fact, a recent report from Reward Gateway finds that for 78% of employees, recognition is a way to make them more likely to stay at a company and for 76%, it’s a motivation to work harder.
In Recognition that Resonates, I speak with Chief People Officer Kristen McGill about the ways ZayZoon leverages incentives and the impressive results they have been experiencing. “Embracing genuine recognition strategies can have a positive ripple effect from higher employee engagement to overall organizational success,” she explains. “Data shows that employees who receive strong recognition have an 89% higher sense of determination and drive, generate two times as many ideas per month, and are 33% more likely to be proactively innovating.”
In addition to increasing productivity, McGill reports it helps with company connection and encouraging employees to do their best work. “Rewards and recognition programs can go a long way in motivating employees, making them feel valued, and fostering a connection to a company’s mission and core values. People want to be part of something that’s greater than themselves. Work can play a valuable part in creating a sense of purpose for employees,” she says.
Fostering a connection is especially important in today’s hybrid workforce. Janeen Speer, chief people officer at Benevity, says that employee volunteerism—from park clean-ups to charitable organizing—is one strategy that helps keep employees engaged in a hybrid work environment. And she suggests to take it one step further by tying volunteerism to recognition. With these two programs aligned, the end result is an increased connection to the community and company, Speer says. In fact, research from Benevity finds the average hours per volunteer is 50% higher in companies that offer rewards as an incentive for participating.
“By emphasizing the positive impact of volunteering on employees’ well-being, productivity, and engagement, HR teams can correlate these benefits with the rewards offered, thus creating a more compelling incentive to volunteer,” Speer says. “Integrating rewards and volunteering seamlessly into the company culture is key, making it a celebrated aspect that contributes to employee satisfaction and engagement.”
In Rewarding Employees Volunteers on HROToday.com, learn five ways to boost participation through rewards and recognition. And just as hybrid work models have broken the mold for the better, some of the newer human capital approaches today do the same.
Until next time,
Debbie Bolla
SVP/Editorial Director
