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Reward and recognition schemes have an important part to play in re-establishing company culture and helping employees feel valued as we emerge from lockdown, but the hybrid working model means reshaping them, argues Danni Rush.
Hybrid working – where employees divide their time between working from home and in the office – grants more autonomy to employees to fit work around the rest of their life, it gives structure and sociability on one hand, and independence and flexibility on the other. However, for HR professionals, a shift to a hybrid work structure creates numerous challenges, including how to manage and deploy an effective employee reward and recognition scheme.
While many employees will be excited by the easing of social restrictions and will welcome a return to the office and company socials, others may be more hesitant to embrace face-to-face wellbeing initiatives and prefer to continue remote working.
HR professionals will need to develop a hybrid approach to wellbeing initiatives with an offering that can be enjoyed by all and is tailored to suit each individual’s needs. This can present in different ways, for example introducing gift cards that can be redeemed flexibly and at a range of outlets, or offering early finishes or increased annual leave.
Another increasingly common initiative to aid and promote mental health support is the introduction of a free employee assistance programme (EAP). This gives employees 24/7 confidential access to help and advice from a professional whenever they feel they need it most.