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How can you effectively recognize and reward employees in a global organization?

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Recognizing and rewarding employees is a key factor in motivating, engaging, and retaining talent in any organization. However, when your workforce is spread across different countries, cultures, and time zones, you face some unique challenges and opportunities. How can you design and implement a global recognition and reward program that is fair, consistent, and meaningful for your diverse employees? Here are some tips to help you achieve this goal.

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1 Align with strategy

Your recognition and reward program should align with your organization's vision, mission, values, and goals. This will help you communicate and reinforce the desired behaviors and outcomes that support your strategy. For example, if your organization values innovation, you can recognize and reward employees who generate new ideas, solve problems creatively, or adopt new technologies. You can also link your recognition and reward program to your performance management system, so that employees receive feedback and incentives based on their achievements and contributions.

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Shilpi Singhal

Global Human Resources Leader | Business Partnering and Change Management | Talent Management | CoE Leadership
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One perspective I have built working in multiple industries is, discretionary reward options, whether it's long term incentive or other forms of rewards outside of annual salary budget, it reinforces feedback for performance efforts that are above and beyond but are not recognized under forced distribution performance management systems.

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John Oluwaseun Jacob,DHR, HRM, HRPL, ACIPM

Human Resources I Talent Management I Performance Management I Compensation & Benefits I Learning & Development
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Employees can be effectively recognised through the introduction of a monthly reward system based on the metrics set to evaluate and reward accordingly. for example star of the month. Employees can also be effectively rewarded by encouraging peer recognition i.e creating a system for recognizing and rewarding employees across locations. This could include a platform for sharing success stories or offering virtual rewards.

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SAGAR L

Head (HR, IR & Administration) - - Open to Help/Advise on HR/IR Matters
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1.Consider conducting surveys to understand types of rewards that are meaningful to employees. 2. Define a policy /guidelines clearly outlining the criteria for recognition to ensure fairness and transparency. Ensure that the criteria align with the company's values and objectives. This should be published widely to create value. 3. Leverage social media, company newsletters, and other platforms to share success stories. 4. Establish a feedback loop where employees can provide input on the recognition program. 5. Tailor rewards to individual preferences as much as possible. 6. Rewards should have a realistic feel good factor. Could be Cash/Gift Cards, an outstationtrip with family, club membership, Stay in Hotel/ Resort with family.

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2 Consider culture

Different cultures have different preferences and expectations for recognition and reward. For example, some cultures may prefer public praise and recognition, while others may prefer private or discreet acknowledgement. Some cultures may value monetary rewards more than non-monetary ones, while others may appreciate more symbolic or experiential rewards. You should research and understand the cultural norms and nuances of your employees and tailor your recognition and reward program accordingly. You can also involve your employees in the design and delivery of your program, by asking for their input, feedback, and suggestions.

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3 Be flexible

Your recognition and reward program should be flexible enough to accommodate the diverse needs and preferences of your employees. You can offer a variety of recognition and reward options, such as formal or informal, individual or team-based, monetary or non-monetary, tangible or intangible, and so on. You can also allow your employees to choose their preferred recognition and reward from a menu of options, or to nominate their peers or managers for recognition and reward. You can also adjust your recognition and reward program as your organization evolves and grows, by reviewing and updating it regularly.

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Shilpi Singhal

Global Human Resources Leader | Business Partnering and Change Management | Talent Management | CoE Leadership
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Often times organizations are bogged down by program administration costs. It's a great reminder that engaged and rewarded employees bring more ROI that pays beyond the cost of programs

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Restu Flazona

Total Rewards, Compensation & Benefits
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In this agile world, organizations should be more flexible includes in recognizing and rewarding their employees. To be considered, what we have set in the early of the year can have different outcomes along the way due to many factors outside employees’ and organizations’ control due to that agility yet organizations should still able to recognize and reward their employees not only based on performance but also based on their behaviour that represents organization’s value. How resilient, consistent they are during the hardship is something that should put into account to be recognized and rewarded.

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4 Be transparent

Your recognition and reward program should be transparent and fair for all your employees. You should communicate the criteria, process, and outcomes of your program clearly and consistently, using multiple channels and languages. You should also ensure that your program is applied equitably and objectively, without bias or favoritism. You should monitor and measure the impact and effectiveness of your program, using data and feedback, and share the results and best practices with your employees. You should also acknowledge and address any issues or concerns that may arise from your program, such as dissatisfaction, resentment, or confusion.

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5 Be personal

Your recognition and reward program should be personal and meaningful for your employees. You should recognize and reward your employees in a timely, specific, and sincere manner, using their names and highlighting their achievements and contributions. You should also express your appreciation and gratitude for their work and dedication, using words and gestures that convey your emotions and values. You should also celebrate and share your employees' success stories and testimonials, using stories and images that showcase their personalities and passions.

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Ruchir Jhingran

Vice President HR & Head Employee Relations, Foods Business at ITC Limited
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Each individual has a different recognition need. It is imperative that a manager is able to spot the specific recognition need of her team members and recognise them accordingly. A relational contract and spontaneity are important aspects in building an effective recognition culture.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you effectively recognize and reward employees in a global organization?

1

2

3

4

5

6

1 Align with strategy

2 Consider culture

3 Be flexible

4 Be transparent

5 Be personal

6 Here’s what else to consider

Administrative Management

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How can you effectively recognize and reward employees in a global organization?

1

2

3

4

5

6

1 Align with strategy

2 Consider culture

3 Be flexible

4 Be transparent

5 Be personal

6 Here’s what else to consider

Administrative Management

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