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10 Ways to Reward Remote Employees And Why You Should Do It

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How we reward employees is changing. New work cultures have seen a shift in the number of employees who prefer working from home compared to working in a company office. As a result, HR teams are rethinking the perk and reward systems that have traditionally benefited employees in an office environment.

Interestingly, a study by Harvard Business Review revealed that nearly two-thirds of staff are motivated to stay at their job with the presence of a motivational program for employees, and are 87 percent less likely to resign. Motivation is a powerful tool that can keep employees engaged.

Rewards and recognition for remote employees must not be overlooked, as they can transform remote culture. It’s more crucial than ever to keep employees who work from home motivated. These employees have to be self-driven and proactive on a daily basis.

With more distractions than ever and the absence of a manager looking over their shoulder, finding ways to reward remote employees is a good way to combat low productivity.

What are remote rewards?

A remote reward is a perk, benefit, or gift given to a team member that is sent and/or received digitally.

Employees who consider themselves remote workers or part of a hybrid working model may not be physically present in an office. This makes rewarding an employee in person challenging.

Remote rewards, therefore, need to be flexible as a person might be working anywhere, anytime, and in any place. Businesses should adopt recognition into their natural flow of work to ensure rewards are part of their culture.

Traditionally, you might reward an employee by giving them praise in person, buying them a gift and giving it to them during a team meeting, or even letting them work from home for the day. These rewards, while still impactful, do not work well when an employee works remotely.

Why should you reward employees?

You might be wondering if employee rewards are worth investing in? The short answer is yes.

According to Reward Gateway, 90 percent of HR workers agreed that an effective recognition and reward program helps drive business results. The return on investment (ROI) makes it worth doing.

10 ways to reward remote employees

Creating a digital business culture remotely is all part of the changing HR world, and remote rewards are just a small part of digital transformation. Try these 10 ways to reward your remote employees as part of your next strategy meeting.

1. Send a physical gift via post.

Starting with the most obvious, you could send an employee a physical gift to their home address. Food and alcohol are among the most popular ideas, but gifts are easy to get wrong. It’s always good to find out from close colleagues about personal preferences and tastes.

Another important consideration is that digital nomads and remote workers might not always be in one place. If they are moving around a lot, posting gifts might be tricky.

2. Offer a software upgrade.

Software is somewhat overlooked when it comes to perks and rewards. Although most companies will provide teams with the software they need, what about the software that is considered “nice to have”?

Premium features and additional tools can help improve an employee’s day-to-day workflow and be a nice reward with lots of upsides.

3. E-vouchers, gift cards, and subscriptions

E-vouchers, gift cards, and subscriptions are an easy way to say thanks to someone digitally. Amazon is a great choice when it comes to gift vouchers, as there is such a broad selection of items an employee can buy.

If your team members know the employee well, they might have a more personal suggestion. Below are some other ideas that are popular among teams:

  • Netflix subscription
  • Starbucks gift card
  • Apple Arcade subscription
  • Google Play gift card
  • Shopping or restaurant vouchers

4. Workspace upgrades

A remote employee will spend most of their day in their workspace environment. Rewarding an employee with a workspace upgrade could be a win-win situation.

You can help members of your team maximize their productivity while also rewarding them for great work.

Typical home workspace upgrades might include:

  • A second monitor
  • Improved hardware (new laptop, computer, mobile, or tablet device)
  • An adjustable standing desk
  • Hardware accessories (headphones, webcam, wireless charging devices)
  • A comfortable computer chair
  • Creative/ fun desk items such as a desk treadmill

Ultimately, it’s best to ask what could be improved about an employee’s current setup and customize it to each individual.

5. A message of appreciation (get creative)

Videos, GIFs, or a simple email are also great ways to reward someone for their efforts. A nod to their achievements and a message of gratitude is too often underrated.

6. Health perks

A gym membership, spa day, personal trainer, or online fitness class are all great health perks that might be a great reward to some employees, particularly those who enjoy regular exercise and fitness regimens. Employee well-being is important, so health rewards are always a good idea.

7. Payroll bonus

Let’s face it. Everybody loves a bonus in the bank account at the end of the quarter. There is certainly nothing wrong with an unexpected, generous payout to show your employees that they are appreciated.

8. Days off, half days, and early finishes

Who doesn’t love a day off or a half-day on Friday? Employees who have worked hard and stood out amongst their peers will appreciate a moment to recharge their batteries. Even an early finish for the week could help.

9. Kudos on LinkedIn

A free and easy way to show appreciation might be to send a thank you via LinkedIn. This is a relatively new feature on LinkedIn for 2021.

Using LinkedIn Kudos is a fun and simple way to share your appreciation with team members in the LinkedIn community. Celebrate every success–big and small–directly on LinkedIn. This also has great brand awareness benefits as you are publicly acknowledging people’s hard work and efforts. Kudos to you.

10. Learning and personal development

Reward remote employees with opportunities for self-improvement; it can be great for teams. It’s a nice way to show you care for someone’s personal development and future by supporting them to upskill and better themselves.

Examples of learning and personal development rewards might include:

  • Online courses such as Udemy
  • An online coach
  • Courses and certifications
  • 1:1 mentorship programs

The 3 Pillars of Hybrid Workplaces [Podcast]

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It’s irrefutable: Hybrid workplaces are in, and inflexible employers are out.

The data is astounding. In some studies, 80 to 90 percent of employees report wanting to stay remote after the pandemic. And 84 percent of working parents with children under 18 find that the benefits of hybrid workplaces outweigh the cons.

We know now that overall job satisfaction is tied to flexible working models. And we’ve seen that many people are jumping off the “talent cliff” in search of greener pastures that offer full- or partially-remote work options.

The future of hybrid workplaces is now, especially as we all transition back to in-office roles. When it comes to developing a strong hybrid work culture, there’s no time to waste if employers want to stay competitive and prioritize employee satisfaction.

Our Guest: Rhiannon Staples, B2B Marketing Leader and CMO at Hibob

On the latest episode of #WorkTrends, I talked with Rhiannon Staples. She is a global marketing leader who has been architecting expert business strategies and leading start-up teams for over 15 years. Before taking on her current role as Hibob CMO, she was the Global VP of Marketing at NICE Actimize and Global Head of Brand Marketing at Sisense. She’s an expert in brand-to-market strategy, lead generation, and account-based marketing programs. She also specializes in spearheading global growth for companies.

Rhiannon had some great advice for harnessing hybrid work for global growth and business strategy. She said that there are three pillars of hybrid work that companies need to consider in order to design a successful hybrid work model.

“The first is productivity, the second is communication, and the third is culture and connection,” Rhiannon says. 

For the first pillar of productivity, employers need to show workers their willingness to be flexible. This will give employees the feeling that employers are dedicated to their success. For the second pillar, they need to adopt an inclusive business model that prioritizes employee communication–whether employees are working remotely or in person. Finally, employers need to empower their HR leaders to create a culture of connection with employees. They need to offer tools and resources that can make the employee experience better.

Leaders also need to approach hybrid work with the point of view that there may be different rules than with traditional remote work.

“Hybrid work is less about letting employees go remote as it is about the work model, type of employment, hours worked, and work location,” Rhiannon says. “So first and foremost, know that ‘hybrid’ is not ‘remote.’ It’s something new that we need to tackle.”

The Benefits of Hybrid Workplaces

I asked Rhiannon how important it is that companies take hybrid work models seriously. Her answer? VERY. Notably, only 13 percent of people said they wanted to go back to the office full-time, five days a week, according to a Hibob study.

“I don’t want to create an impression that employees don’t want to be in the office. Because that’s not the case at all. Basically, our data has shown that employees and managers aspire to have a flexible work environment,” Rhiannon says. “Companies that are bringing employees back full-stop, in-office, five days a week … they’re going to feel the backlash of this. Employees will leave for companies that are offering greater flexibility.”

Data shows that hybrid work is beneficial for everyone, including underrepresented populations. These groups include those with disabilities or those who are neurodivergent. Also, women across the world have greatly benefited from hybrid remote work options, particularly those caring for children or elders.

“We’ve proven over the course of the past year that those companies that have offered flexibility to working mothers have seen great success with that population,” says Rhiannon. “Women having access to flexible work hours and having the option to work from home will open the door for many women to get back to work.”

Embracing a hybrid work model can help organizations retain employees. Also, it can encourage a more diverse workforce. If you ask me, there’s really no downside.

I hope you enjoy this episode of #WorkTrends, sponsored by Hibob. You can learn more useful information on adapting to a hybrid work style by connecting with Rhiannon Staples on LinkedIn.

For more information on this topic, read more here.

 

Contract, Staff, Remote, In-Office: Which is the Best Hiring Solution for Your Company?

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Bringing on talent as your business grows is a big step, and depending on your needs, there are several options to consider. According to CareerBuilder’s hiring outlook for 2017 report, 40 percent of employers said they planned to hire full-time, permanent employees this year, while half of all employers anticipate adding temporary or contract workers. So how do you determine the best hiring solution for your company? Let’s explore all the options of contract, staff, remote, and in-office so your company can make the best hiring decisions.

Contract Workers are ideal for boosting talent for short-term projects that require a very specific set of skills.

The pros are simplicity and flexibility. Hiring contract workers is a less complicated and less expensive process than hiring an employee, points out author and marketing expert Neil Patel. With freelancers, it’s just a matter of drawing up a contract, and they can begin immediately—no need for lengthy onboarding, and because they are not on staff, you don’t have to provide a benefits package. Other than filling out a 1099-MISC form at the end of the year that specifies how much you paid that person, you also don’t have to worry about withholding or paying FICA taxes. Because contractors don’t require the same investment of time and money as hired employees, there is a lot less pressure should you decide to cut ties or work with someone else.

The cons are less control and potential IRS issues. Unlike your own employees, contract workers are self-employed, therefore you don’t have the authority to dictate work hours. You also cannot expect to have 9-5 access to them since they likely have other clients. Other than project specifications and a deadline, you don’t have much authority.

If you hire freelancers and become the subject of an audit from the IRS or the Department of Labor, you’ll have to be prepared to prove they were not, in fact, your employees. Do yourself a favor and review the IRS guidelines on how to determine whether the individuals providing services are employees or independent contractors.

In-Office Hires work well for companies that need someone to provide long-term value and wear several hats.

The Pros include engagement, longevity, and on-site management. Employees who are part of your team become invested in the success of the company. Unlike contractors who have their own business, your employee’s success is directly related to the success of the business overall. Plus, by providing a competitive salary and growth opportunities, you can retain your best talent.

People who work for your company are essentially subject to your workplace rules. You set the work hours, the training programs, the productivity expectations, and can require that the person only work for you.

The Con is risk. Recruiting and onboarding a new employee is a big time and money investment, and if it doesn’t work out, you have to start from scratch. Plus, a hire gone badly can negatively affect the morale of other staffers.

Remote Employees add talent without using up office real estate.

The Pros are saving money, productivity is boosted, and a larger talent pool to hire from. According to a Global Workplace Analytics survey, Cost and Benefits: Advantages of Telecommuting for Companies, nearly six out of 10 employers say allowing some staffers to telecommute provides cost savings. Telecommuters at Compaq, Best Buy, British Telecom, and Dow Chemical have all shown to be as much as 45 percent more productive. Without the distractions that sometimes happen in an office, focused remote workers can get more done. When you’re not limited by geography, you can stretch your talent search to find employee who more closely match the roles you need to fill.

The Cons include employees feel disconnected and tough to supervise. Culture is such an important part of business success, and that can be tough to cultivate for the portion of your workforce who works remotely. To help staffers feel a sense of camaraderie, you’ll have to be more proactive about planning in-person functions and meetings. Despite the productivity potential, if your remote workers aren’t self-motivated, it can be hard to manage them from afar. Plus, certain types of jobs might benefit from face-to-face brainstorming and collaboration.

Deciding which type of hiring solution is right for you comes down to your needs, if it’s a short- or long-term project, your physical office space, and your budget. The good news is that you can decide on a case-by-case basis, and build a hybrid workforce that is optimized for efficiency.

photo credit: amtecstaffing Scrabble – Now Hiring via photopin (license)

Telecommuting Is The Future of Work

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In many companies I partner with, a certain percentage of employees work from home or are virtual employees – contractors or long-term freelancers. The percentage varies (ASTD, SHRM), from 30 to 45 percent, which seems consistent with what I hear from the HR practitioners and leaders that I collaborate with. It seems inevitable, then, that working from home, or being a virtual employee, is an established trend, Yahoo!’s action to limit remote employees notwithstanding.

What Marissa Mayer did at Yahoo! Made sense for the struggling company: she was able to concentrate on getting people reconnected physically and in support of the company’s mission and culture. It also seems to make sense in the context of Mayer as a manager; her reputation for hands-on control preceded her selection by Yahoo!’s board and may have been one of the reasons she was chosen for the role.

Nevertheless, especially in tech companies, having remote and virtual employees is not only a way to get things done round the clock, without commuting, and with hard-to-find skill sets but is also a way to meet the needs of employees who don’t want to or can’t live near the mother ship.

As a proponent of work-life flexibility to recruit and retain talent and an observer of the World of Work, I support the notion of virtual workplaces and the reality of having virtual or remote employees. Not everyone wants to, or can afford to, live in Silicon Valley, Austin, Boston/Cambridge, Chicago, Raleigh-Durham or NYC and around the globe the story is much of the same.

Red Hat is one example of a highly distributed, highly effective company; in addition to its corporate hub in Raleigh, NC and development center in Westford, MA, it employs many highly-talented virtual employees. Red Hat’s culture is friendly to remote workers. Apple, on the other hand, is densely concentrated in Cupertino, where plans for a spaceship-like office complex are moving forward. Its centralized, command-and-control culture appears to be less adaptable to supporting large numbers of remote workers. Go figure.

Here, as elsewhere in the world of work, two principles prevail: know thyself, and know thy culture.

As a consultant I see myself as a virtual employee of the brands with which I work; as an entrepreneur I work actively with virtual teams. In the former case I need a specific set of skills to work virtually. I must possess the temperament and skills to succeed as a virtual team member. This requires me to know myself, to be self motivated,focused, curious and flexible. Collaboration is essential.

As an entrepreneur who works with virtual teams, I need a somewhat different set of skills to manage the remote players. I need to maintain a corporate culture supportive of – and with technical and communications systems in place – to enable remote employees to be successful. Here I must be self-aware, in tune with my skills, capabilities, strengths and weaknesses. It also requires me to be

empathetic, emotionally intelligent, sensitive to what others need, and willing to provide the tools necessary to success – not just a mission statement and goals, but the communications and technical infrastructure to empower virtual teams.

As Rich Thompson of CPP Inc. (publishers of the Myers-Briggs self-assessment tool) wrote recently in the Harvard Business Review, self-awareness enables managers to understand their people, both on-site employees and remote employees. Understanding gives managers critical insights about the skills, temperaments, motivations, preferences and flexibility of their employees. It helps them see beyond the limits of a CV or resume into the person and his or her passion (I call this seeing people in 3D – no laughing allowed), which enables management to put the right person in the right job, regardless of where the employee sits physically.

For employees, self-awareness is an equally important attribute. Only with self-awareness can people understand their full capabilities, what motivates them or alienates them, their ability to learn, adapt and be flexible (excellent and necessary qualities for a remote employee) or their need for structure, routine and predictability (attributes of an employee better suited to an on-site job).

I agree with Thompson that the Myers-Briggs (one of many great tools) is an excellent tool to promote self-awareness both among managers and employees. It is especially useful in helping employees (and managers) understand if they are well-suited to working remotely or better served working in an on premise office setting. Remote is definitely not for every personality and career track.

So Know Thyself, whether you occupy the corner office or work from a kitchen table in St. Louis. If as an employee you look into yourself and can’t find your core – what motivates you – take a personality inventory or talk to a career coach and reconnect with what motivates you and will make you a successful employee, no matter where you sit. If you are a manager who questions the value of virtual employees, talk to a mentor or take a personality inventory. Explore your willingness to tolerate uncertainty and change. Probe to understand where you’re flexible and what your exact limits and expectations are. Get real with yourself first – the rest will fall in line.

I suspect, as Marissa Mayer rebuilds the corporate culture and adaptability of Yahoo!, she and her executive team will become more open to having remote employees again. For all the companies struggling to manage remote teams, remember to seek understanding and celebrate flexibility. For all the companies succeeding with distributed workforces, remember to maintain self-awareness and an adaptive, connected culture. The World of Work has changed from one in which everyone sits in the same building to one in which many sit remotely but share the same values and culture. Celebrate the differences, and strengthen the foundations of trust and workplace culture. Recruit to retain your talent.

A version of this was first posted on Forbes. 

Photo Credit: asisine10 via Compfight cc