Wellbeing cannot be a standalone strategy – its principles need to be interwoven in all aspects of the HR strategy. Here i speak about your Reward & Recognition strategy also has to have health and wellbeing woven in it. 

99% are watching what you are rewarding

In the wake of this extended Pandemic crisis I reckon most organizations will have a revised wellbeing strategy in place which would translate into redesign of workplaces, workplace and employee experiences too. However, living (and thus wellbeing) cannot be a separate strategy – it has to find a seat at all HR strategy discussion including “Reward & Recognition”

Here are a few questions that organizations can well ponder about:

1.            What / Who are you rewarding?

What behaviors are you rewarding? By behaviors –  I would mean performance behaviors (i.e. results) and other behaviors:

·         Are you going to reward the Sales leader who gives you maximum sales and people the maximum stress?

·         Are health metrics a part of your performance evaluation?

Who you reward is probably 1% of your organization. The remaining 99% are watching what you are rewarding. Rewards go a long way in building the culture of the organization. You reward toxic people – you create toxic cultures. Be mindful.

2.          How are you rewarding?

What does your reward constitute of? Think about rewarding a child – would you rather give candies or a visit to the bowling alley? Your reward is an opportunity to build a healthy culture. Scores of articles would tell you to research what the employee wants and decide about your rewards based on that. That is the easiest (and probably not the best) way out. Investment into coming up with reward options which are aligned to the wellbeing of the recipient is what I am batting for. How about 5 sessions with a Life Coach or a getaway to a fancy curated outdoor adventure? Get Creative.

3.           When are you rewarding?

Having said that rewards go a long way in building cultures, its therefore important to leverage it on a consistent basis to drive your HR strategy. Periodic appreciation works better than one-time. These could be spot bonuses, a note of appreciation ….. anything. Whatever you decide upon be disciplined in following it. Be consistent.

There can be many more questions – but let me stop at this – ‘cos you have got the drift – right?