MiHCM
JUNE 22, 2025
Leaderboards, milestone celebrations, and peer endorsements create a dynamic environment where performance is visible, valued, and rewarded. Managers receive automated alerts for high-impact events, such as goal completions or overdue reviews, enabling timely interventions. Pilot integrations with key modules, then expand gradually.
Vantage Circle
MARCH 24, 2025
To explain simply, Experiential rewards are non-monetary incentives that provide employees with memorable experiences instead of cash or material gifts. The Psychology Behind Experiential Rewards for Employee Motivation In today's ever changing job market, understanding what truly motivates employees is crucial.
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Empuls
JUNE 19, 2025
Examples of non-monetary rewards Public appreciation: A heartfelt shoutout during team meetings or in a company-wide newsletter. “Own the day” opportunities: Let an employee design the day’s agenda or run a team workshop on a topic they love.
Empuls
MARCH 19, 2025
Online wellness workshops & webinars – Host virtual yoga, meditation, or nutrition sessions, redeemable via experience-based rewards. Mindfulness and wellness workshops to enhance mental well-being. Choose a platform that offers: Spa retreats for relaxation and stress relief.
Best Of HR
DECEMBER 22, 2022
The conference highlights include inspiring keynotes from leading business figures, interactive panel discussions, and workshops on a range of HR topics, as well as networking opportunities to help create meaningful connections. It focuses on improving employee engagement, enabling business performance, and creating a culture of reward.
Paddle HR
JANUARY 12, 2021
Lately, there have been a lot of articles about how companies should incentivize managers who are willing to “share” rather than hoard their talent. Perhaps one way of addressing this problem is by rewarding managers for encouraging their talent to move elsewhere in the company for the common welfare. Can you comment on this?
Compensation Cafe
MAY 16, 2016
As Josh writes in the post, several areas that need to be considered include: incentivizing internal hires over external candidates; recognition that encourages lateral and developmental moves; rewarding managers who can develop rather than just hang on to talent; and communication of the importance of cross-company moves and contributions.
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