Workplaces of the future should expect to cater to a hybrid workforce. The employees who make up this new style of workforce may have the flexibility to exist in this model – but does the organisation have the flexibility to cater to their different needs?
Hear from experts in employee recognition as they discuss key change strategies, recognition frameworks, and share practical applications in recognition for you to take back to your organisation.Scroll Down
A hybrid workforce can be defined in many ways depending on the organisation. Not only do we have a split between those who are working from home and those who are working from the 'office', but we also have a multitude of ways in which our workforce has diversified. For example, we have a multi-generational workforce with baby boomers leaving the workforce in a few years and the Gen Z entering the workforce. This generational shift has changed the landscape and how we engage employees. No doubt the definition of the word employee itself has changed!
We have flexi-time workers, gig workers, part-time, or contractors. Then we have those who work in an office vs in a factory or a retail store or a warehouse — or are on the go!
We have a hybrid of employees with different personalities, how they handle the new work situation, their personal situations at home and in life. And, of course, diversity of the workforce has always been a focal point.
Therefore, what used to be a 'one size fits all' certainly doesn't work for recognition in today’s world. However, this complexity of the workforce doesn’t only make it challenging for the HR team and people leaders – it also makes it extremely exciting.
So with all this change we need to reimagine our recognition framework. Our traditional recognition framework based primarily on reach and frequency may not be sufficient anymore.
In this webcast, we share our new recognition framework for the hybrid workforce. There are elements that are relevant for a wide spectrum of organisations and industries, including a matrix that covers:
Our key takeaways from the webcast are: