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We are in the midst of an unprecedented industrial revolution. Employees are expected to adapt and thrive amid constant disruption. To gain the trust, collaboration and commitment they need from their workforces, employers must create a culture in which every worker feels valued, respected and set up for success. Recognizing employees who make meaningful contributions to the organisation is a significant driver of key performance indicators that reflect a strong culture.

However, recognition must be frequent, timely, performance-based and inclusive to have real business impact. An automated system for rewards & recognition makes that significantly easier. It enables recognition to happen in real time and in the flow of work, whether employees sit side-by-side or are separated by oceans. The Culture of Recognition Pulse Survey found that users of automated rewards and recognition are 72% more likely to rate their culture of recognition highly than non-users. Here are some recommendations, for improving your culture of recognition to drive engagement and retention:

Align recognition with employee performance.

For recognition and rewards to have high impact, companies should give performance based recognition and always tie it back to company goals. Celebrate individual achievements that help the company hit milestones and uphold its values.

Employer leader-employee connections.

Employees yearn for better relationships with leaders. Leaders at all levels should spend as much time as possible coaching, developing, recognising and building positive connections with their teams. Employers should give leaders the training they need to nurture those connections.

Make recognition inclusive.

Recognition and rewards must extend to everyone in the organisation, from the most junior of associates to the C-Suite. Technology enables great reach, but organisations must also actively support a diverse and inclusive environment.

Link rewards & recognition to opportunity.

Offering employees new experiences as part of recognition — online learning, team projects, job rotations or whatever is most relevant — is an important link between recognition and performance.

Select HR technology that drives business impact.

Not all HR technology providers have the same impact. Be diligent in your selection process and talk to providers that have a track record of measurable business benefits.

The rewards and recognitions module in PeoplesHR is focused at enhancing employee satisfaction which in turn affects and increases the retention rates of the organisation. It motivates and improves productivity with the use of effective rewards and recognition programs that suit your organisation’s unique requirements. Integrated with supporting modules, this enables the identification and management of all related functionalities. It nominates, captures and tracks candidates in order to maintain an effective and accurate rewards and recognition process that ensure unbiased conduct.

Interested in knowing more? Download the datasheet now.


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The events of the past few years have had a significant impact on HR compliance on a national scale, but perhaps none more so than the year 2020. The coronavirus pandemic has had devastating health and economic consequences for people across the globe. Social distancing measures and restrictions on mass gatherings have changed the way many workplaces across different industries operate. Many employees have been asked to work remotely from their homes, meaning homes have become the new workplace for these employees. This means employers’ duties extend to employees who work from home or remotely, and they must take reasonable steps to ensure the health and safety of their workers as much as is practicable.


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Did you know that an average employee spends approximately half a day each month sorting out claims, while managers spend even more time approving them?

According to research, inefficient manual administrative processes can cause Asian employers to lose up to US$ 21.5 billion per year.

Your employees aren’t just motivated by money

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Staff morale can become quite fragile in a recession. Before an economic downturn begins it’s wise to put a system in place that will help to keep it high. You don’t want employee recognition and rewards to go by the wayside because HR and leaders no longer have the time to manage them.