Across industries and companies—from small businesses to large enterprises—organizations are constantly searching for ways to improve corporate culture and boost employee engagement. However, in large, dispersed companies, providing employees with the personal touch needed to maintain motivation can be particularly challenging.
In a PaymentsJournal podcast,
Julie Gu, Vice President of Sales and Marketing, North America, at Prezzee, and
Jordan Hirschfield, Director of Prepaid at Javelin Strategy & Research, examined key trends in employee incentive programs, the challenges organizations face, and how customized gift card program can effectively drive engagement.
Don’t Skimp on the RICE
Just as important as understanding what employees bring to the table at work is recognizing who they are as individuals. This is why organizations are increasingly interested in their employees’ hobbies, wellness, and inclusion interests.
As companies explore ways to boost employee engagement, there is an acronym—RICE—they should keep in mind.
“You know I'm Asian, so I never skimp on the rice,” Gu said. “What that means is that ‘R’ is for rewards and ‘I’ for incentives. ‘C’ is for celebrations—and that’s celebrating moments big and small, professional, and personal. Then, there is ‘E’ for engagement, which is making sure you’re forming a daily habit throughout, and that transcends all the aspects.”
Fostering engagement on a daily basis can be difficult in a busy office—and even more so in virtual or hybrid teams.
“We're very virtual in our organization, so I joined a running group,” Hirschfield said. “I'm a poor runner, but it motivates me to run. Someone just ran a marathon, so it's a great opportunity to celebrate that. With all these groups, we're getting updates on coworkers who are having babies or weddings or things that humanize the organization. You don't want to be an organization that’s robotic.”
Reinforcing the Right Behaviors
This shift toward interest groups is a key engagement trend. While many companies have already implemented enterprise resource groups (ERGs) to foster inclusion, interest groups can be more enjoyable and feel less obligatory than ERGs.
One of the most common types of interest groups is step challenges. However, many organizations are evolving past simple challenges like reaching 10,000 steps in a day. Micro-challenges, such as hitting 500 steps in a day, can be even more impactful.
“The micro-goals are important because that person who hasn't been participating in an exercise program might be intimidated by 10,000 steps,” Hirschfield said. “I look at myself—I work at home, so I'm not walking from my car to the elevator, which adds a couple hundred steps here or there. Getting to 10,000 steps can be difficult for some people, but when you have attainable goals, they get that feedback and engagement.”
In addition to setting smaller goals, more companies are creating groups around shared experiences. As they organize these activities, organizations should ensure they support interests that positively impact their company.
“The first step is to think about what behaviors are already happening around the organization that you want to reward?” Gu said. “What do you want to continue to validate and celebrate? Who can you showcase as a great example of somebody who's already living our core values who we can show as an ideal value ambassador?