People are individuals, however, sometimes employers can forget to see them that way, especially when they come up with a reward strategy for their organisation.
Most organisations talk in terms of teams, workforces and staff. These are collective terms that require a singular approach, rather than focusing on individuals.
If you want your people to be happy, motivated and engaged during their time at work with you, then you should know that they all need different things. Personalisation of reward for the future of work is exceptionally important for the employees of your organisation to feel content.
For instance, people in their early 30's saving money for a deposit on a house have different concerns to new graduates going out at the weekend, or older employees approaching retirement.
It doesn’t stop at demographics, either. have a lot greater effect in the working environment than most employers anticipate.
So, taking all these factors into account, when it comes to Unilever employee benefits and implementing an effective rewards strategy, the following are some of the things organisations’ should be considering.
- Maintain the attention on the individual and involve them in a significant manner
Approaching every employee differently is a step in the right direction, but if you are assuming what that approach should be, it’s one step forward and two steps back.
Employees need to have their say in the workplace and changes should make a demonstrable impact so that the employees feel satisfied.
- Things will need to be changed at a cultural level
Personalising your way to deal with employee rewards will require a ton of progress to the manner in which you get things done, and it's not difficult in the process of how this will happen.
All things considered, focus around making a culture where independence is significant, and the will follow.
In conclusion, these above-stated are some of the things organisations’ should be considering when it comes to rewarding employees.
