Learning Methods
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Independent Learning
Components (May Include)
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials are available online within one business day of purchase
Optional purchased print material ships within 7 business days
120 Days - Anytime
120-day access to e-course materials available online within one business day from the date of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Contact Sponsor
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.

Develop Personalized and Inclusive Recognition Programs for Your Hybrid Workplace

A company where teams operate in isolation is a company heading for a crisis. With employees primarily interacting with other team members and teams operating in silos, keeping the lines of communication open can be a challenge.

Now the hybrid workplace adds another layer of complexity. Going hybrid affects every aspect of work — especially interactions between employees, their colleagues and managers. To foster engagement with their work and with each other, HR leaders must build an intentional infrastructure for employee recognition.

But how do you operationalize that in a hybrid workplace? Think ahead to what your hybrid work model should be in practice. What existing behaviors do you want to nurture and reward? What new behaviors do you want to drive? Will employees see each other in person, and what will those interactions be like? If you can determine a realistic hybrid work model, you can begin to design and implement recognition programs supporting your end goals.

Customized Recognition Fuels Productivity

Effective recognition is essential to employee engagement, especially in a hybrid workplace. Develop infrastructure for aligning performance expectations with company goals. Link them to specific rewards to drive home the value of each employee’s work.

Implement recognition programs customized to each employee’s personal preferences. How does each employee like receiving recognition (and, for that matter, general feedback)? Managers should probe this with their direct reports. Are their employees motivated by formal or informal recognition? Do they prefer group recognition in an all-hands meeting or one-on-one recognition from their manager or a company leader?

If you can’t recognize employees in their own language of appreciation, you risk their disengagement, demotivation or even resignation. Think of it from their perspective. For instance, “rewarding” an employee by going with them to dinner at a restaurant near the office is nice for a local. However, it tells a remote worker that you favor those in the physical facility and consider their unique needs. It’s like inviting local employees to a festive annual holiday party and sending remote employees a paltry gift card to recognize that you excluded them.

In addition to customizing how recognition is delivered, offer a variety of reward options that are accessible to all employees. This allows employees to choose the reward most meaningful to them and helps keep employees invested in achieving their goals.

Health and Happiness Come First

Recognition can (and should) support employee health and well-being. But a distinction needs to be drawn between PTO as a reward and PTO as an essential strategic benefit. Employers need to encourage employees to self-regulate. Designated PTO for mental health is vital to building a healthy hybrid workforce. Give employees options to take additional time off, but don’t withhold PTO if they haven’t “earned” it.

Rewards can play an important role in incentivizing well-being. Utilizing gamification is an intriguing option. Even if employees aren’t physically in the same space, they can connect and bond by competing to earn points in company wellness challenges. This is especially important for employees who are fully remote. Ideally, offer participants some choice in their activities. Not everyone can run five miles a week, for instance. So, include options across activity levels.

Rewards can also support happiness and experiential connections outside of work, such as cooking, pottery or other types of classes or a year’s admission to a museum. Hybrid work is much more integrated with employees’ personal lives than strictly in-person employment. Signal to employees you’re invested in rewarding them as whole people, not just within the context of their jobs.

Rethinking Recognition for Inclusion

Without careful consideration, hybrid work arrangements can easily lead to bias. We have to redefine what “peak performance” means and develop a new benchmark for measuring it.

Traditionally, managers rewarded performance based on what they could personally observe. Employees who came in early and worked late often received more recognition simply because they were there — even if their output was the same as peers working regular hours. Hybrid work must reward completed outcomes over physical presence in the office.

Similarly, we must be aware that managers tend to give preference to employees they work side-by-side with, as opposed to the ones they know through a computer. It isn’t surprising that we form stronger bonds with people we see more frequently. But we can’t let that become the basis for reward. Employees need to be evaluated equally, whatever their location.

Recognition shouldn’t just be performance-based. Rewarding employees for living your values acknowledge them while fostering behaviors you want to see. Honoring values also allows everyone to participate, from the interns to the CEO, either by nominating others or being nominated themselves.

Encourage employees to be alert to when their colleagues are living company values and to nominate each other for recognition. This may be the chance for an employee that managers and colleagues don’t see in person every day to get some deserved attention. It builds connections and strengthens the company culture, which can get lost in hybrid work. When someone earns recognition, give managers a budget to celebrate with their team. Reinforce the praise in companywide media and digital forums.

By designing an intentional recognition culture, it’s possible to fuel the performance and behaviors you desire in your hybrid workplace. Hybrid work models are evolving, but your commitment to employee recognition should remain constant.

About the Author

Amy Schabacker Dufrane, Ed.D., SPHR, CAE, is the CEO of HR Certification Institute. 

About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.