Perks Incentive Blog

I applaud your company for seeing the value and wanting to rollout your Recognition and Reward programs to all your employees!  Let me be the first one to say one size does not fit all.  I would encourage you to form a work team of employees that represent the each country.  The key to a successful international implementation will be to ensure you are being cultural sensitive to the norms of each country.  I also would recommend that you have HR from each of those countries involved in the “sign off” to ensure all the program materials, awards and examples are all culturally relevant for their country.   Of course your resource provider should be able to provide you guidance on this as well.  Don’t forget to also include the review of how any awards/points needed to be treated from a tax standpoint and the cost of shipping as well.    The other item you will also want to review is the pay parity of each country.  You want to ensure the award is meaningful to their current salary level.

The cultural of your company needs to the driver of how these programs look and feel.  As always your Recognition and Reward Strategy needs to imbedded into your company’s brand, mission and values.  Often times companies have failed to do this for their offices that are not US based, this is a great opportunity to include that messaging and to help drive engagement of all your employees worldwide.

In today’s global operating environment having a way to say “Gracias”, “Merci or “Tarima kasi Tulu” to all your workforce is key to engaging your workforce and for bringing people together to focus on your company’s mission.

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