How can employers give employees thoughtful recognition in a hybrid workforce? That was the challenge posed to audience members during From Day One’s Houston conference in a Thought Leadership Spotlight led by Matthew Willis, senior vice president, North America, at Advantage Club.
Willis discussed how company policies and programs are moving toward a direction that focuses on keeping the workforce engaged while also considering its future aspirations, changing needs, and employee needs. It’s no secret that while many companies have largely embraced a hybrid work culture and the benefits it provides to all involved, many have been challenged by the prospect of cultivating a collaborative work environment. However, by recognizing employees’ needs, work, and contributions, organizations can create a healthy environment that can still successfully achieve business goals.
Willis emphasized how recognition needs to largely focus on employee experiences and satisfaction levels, an area where there is a growing disconnect in many industries. Even with a recession pending and mass layoffs in industries like technology, many workers truly feel like the ball is in their court and are willing to “quiet quit” (i.e. perform the minimum requirements of their job, and no more than is necessary). Many would rather be unemployed than stay in a job where they’re unhappy, and would not accept a job where they have no work-life balance.
Willis continued by sharing a “new age” job satisfaction checklist that employers should consult, highlighting the six factors of culture, autonomy, growth opportunities, flexibility, purpose, and recognition.
“As we go up that list, motivation and engagement go up,” he said. “So our job, whether we are executives or HR leaders working with executives, is trying to create that sense of the ability to create that belonging down the chain quicker to create that sense of importance and build some structures around that to allow for it.”
With that, though, Willis acknowledged the real challenge of keeping employees who aren’t physically in the office consistently engaged. One potential solution is creating communities related to their skill sets and interests, such as those focused on diversity and inclusion or women in leadership, or even hobby-focused ones like cycling and photography clubs.
“With leadership, it starts at the top, and then with managers, as HR progressions, we need to make it personal, we need to be empowered to do that,” Willis said.
Willis concluded the session stating that the bottom line is that companies don’t need a formal structure or advanced technology to provide adequate recognition and appreciation for their employees.
“Let's think about it, what fits our culture, what fits our organization, and our employees,” he said. “We're building the team, we're training the managers, and the fun one is keeping things fresh. But you must first win the workplace.”
Editor's note: From Day One thanks our partner, Advantage Club, for sponsoring this thought leadership spotlight.
Emilia is a freelance writer and editor living in her hometown of Houston. She received her B.A. in journalism with minors in Spanish and women's studies from Hofstra University in Long Island, New York. Her work has been published by Women's Health, SHAPE, Prevention, POPSUGAR, and the Houston Chronicle, among others.
