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WEBINAR: Direct to Digital - Recognition framework for the hybrid workforce

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.

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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:

Defining your hybrid workforce
Method of recognition
Reach, frequency
Type & result
Moments

Our key takeaways from the webcast are:

Redefine your corporate values and culture for the new hybrid workforce
Make your recognition program personal and authentic
Empower your people to really own the recognition
Amplify your recognition program by linking it to the moments in the employee journey

Watch now

Pooja Lal

Pooja Lal

Director, Product & Consulting - Performance Incentive Solutions
BI WORLDWIDE Australia

As Director of Product and Consulting for BI WORLDWIDE Australia, Pooja Lal works with clients to develop a culture of recognition within their organisations. Pooja is passionate about behavioural economics, design thinking, employee value proposition and client engagement. Building on her extensive experience and research, Pooja is dedicated to helping organisations inspire people and deliver results through engagement, recognition, rewards, incentives and travel.

Paromita Roy

Paromita Roy

Head of Total Rewards
Tata Steel

Paromita has over a decade of experience in the areas of total rewards, global mobility, business partnering, organisational change management, and HR strategy. She has worked across different business and driven many change interventions across Tata Steel. After an initial stint in Factory HR, she has been working in HR COE for over seven years and has taken up various assignments in total rewards, R&R, D&I and HR strategy.

Deepak Dobriyal

Deepak Dobriyal

Sr Vice President, Global leader Talent Management and Corporate HR
Birlasoft

Deepak has over 25 years of experience in HR management, during which time he has had the opportunity to work with diverse organisations who are leaders in their respective industries. He has a rich experience in managing global responsibilities and has worked on multiple mergers, integration and rebadging deals and also specialises in post-merger integration and harmonisation situations.

Redefine how you define employee engagement.

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