Giving one type of reward across the board might seem easier to manage, but it reduces personal relevance and impact. Offering choice empowers employees to choose what matters to them.
This is especially important for global teams, where cultural preferences and relevance matters. Broad catalogues with global choice, like Perkbox’s, are a simple way to offer flexibility.
Celebration cultures are built on regular recognition. For guidance, managers should be looking to recognise their teams weekly, while peer-to-peer recognition can happen more often. The key is building the habit of recognising both the small and big wins.
This is a tricky one, as it depends on your organisational type, size, location and objectives.
Most organisations budget for recognition per employee, per month, and you can expect platform quotes to be priced this way.
Whatever your budget, it should be used sustainably and factor in high-value rewards. When your programme is aligned to business goals, showing the impact and requesting additional investment is simpler.
Reducing the risk of inconsistency or bias with remote and global teams helps make sure no one feels overlooked. An accessible, global platform with localised rewards creates parity in experience, regardless of location.
Like any other strategic initiative, recognition should be tracked and measured. Key metrics include:
Have a strategy in place but looking to update it? Here’s a quick checklist:
Learn more about Perkbox’s global reward and recognition platform
