Recognition of Achievements
High performing employees can easily become disengaged if there’s no culture of recognition in place.
Taking time to thank employees and recognise them keeps them on the right path. If they don’t believe they’re being recognised, then there’s little incentive to continue going over and above.
Think about the way that the employee would like to be recognised; not everyone wants to stand up and be applauded during a meeting. Incentivising other employees to attain this recognition can also boost their productivity.
This doesn’t need to be as rigid as an Employee of the Month scheme and you certainly don’t need to wait until annual reviews! Consider additional incentives for high performing employees, such as extra holidays and gift cards. You could even try some more non-traditional things, like experience days or even custom-made crystal awards.
Preferred Office Space or Equipment
The employee experience can be greatly impacted by the environment and equipment that the employee works with. This can be limited by resources, as you can’t give every employee a brand-new computer and a desk with a view.
However, you can work to make improvements to their day-to-day working lives. Improving the workspace is a long-term part of the HR strategy and should be open to suggestions from employees. Within your strategy, you should set aside a budget for new equipment and for workplace improvements.
Coffee machines, artwork, greenery, snacks, standing desks and other improvements can be considered as a reward for employees. Align this with the organisational goals in your strategy; if the company is planning to increase their headcount or create a new department, then think about how this will impact the existing workplace.
This may require some liaising with other departments, such as IT and facilities. This is a great way to break out of the HR silo and act as a strategic partner within the business.
With a whopping 83% of UK adults stating that their workplace is unpleasant, creating a fantastic environment really goes above and beyond.
Capacity to Raise Matters of Concern
This is becoming an ever more important part of the employee experience, as whistleblowing and gag orders have been hitting the news. Employees must feel comfortable and able to report issues to be happy in the workplace.
Although this may seem like a given, it’s part of the reward ecosystem that should be accounted for within your strategy. Create strategies to assist in making an open culture to ensure that employees feel like they have this ability.
Legally, the organisation has an obligation to police behaviour after whistleblowing to prevent retaliation. If employees retaliate against a whistleblowing employee, then the organisation can find itself in legal trouble.
Outlining the measures that exist to protect these employees will also make them feel more comfortable. Adding a continued commitment to your HR strategy means that it will get the attention it deserves year on year.
From adding these values into the onboarding process to yearly reviews, make this policy a real talking point within your department and beyond.
Involvement in Decisions That Affect the Way Work Is Done
Employees can struggle with unilateral changes that affect their day-to-day role. If you anticipate these changes within your HR strategy, you should seek to involve these employees within them.
The use of AI is one of the biggest changes coming to the workplace, and over the course of your strategy you’ll consider the impact that it will have. This should include consulting with those that do the roles that AI will augment.
If you’re planning a new system or practice that will impact employees, it’s important that they feel heard. This kind of understanding and respect is very much part of the rewards structure, as it can be difficult to find another employer that represents the same values.