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Direct To Digital - Recognition Framework for the Hybrid Workforce

Oct 02, 2020

Written by: Pooja Lal, Deepak Dobriyal & Paromita Roy
(View Author Bio)

The workforce has the flexibility to be in either of the sets, however, the organization does not have the flexibility to recognise them differently.

Considering the current scenario, it is true that workplaces for the longest time will have a hybrid workforce, meaning, one part of the workforce being in the office, while the other works from home. The workforce has the flexibility to be in either of the sets, however, the organization does not have the flexibility to treat them differently.

Going digital is the need of the hour for all departments and HR is no exception. Recognition plays a very important role in defining the culture of an organization, it’s time to go back to the drawing board and come up with a digital-ready recognition strategy for the hybrid workforce.

Hear it from the inspiring change leaders in recognition as they share key change strategies, recognition frameworks & practical applications in recognition for you to take back to your organisations.

Pooja Lal

Director Product & Consulting, Engagement Solutions | BI WORLDWIDE

Pooja has over 20 years of experience and is currently leading the Consulting efforts for BI Worldwide Australia & New Zealand. Pooja works with clients on driving a culture of recognition in their organisations. Pooja spearheaded several projects and initiatives around behavioural economics, design thinking, employee value proposition and client engagement. She is passionate about engagement and rewards & recognition. Previously Pooja worked with established financial industry giants across Dubai, Sydney and New Delhi in the areas of business development and relationship management.

Deepak Dobriyal

Deepak has more than 26 years of experience in managing Human Resource. He has had opportunity to work with diverse organizations who have been leaders in their respective industry. He has a rich experience in managing global responsibilities and work on multiple merger, integration and rebadging deals and also specializes in post merger integration and harmonization situations.

Paromita Roy

Paromita comes with over 10+ years of experience in the area of Total rewards, Global mobility, Business Partnering, Organization Change Management and HR Strategy. Over the years she has worked across different business and driven many change interventions across Tata Steel. After initial stint in Factory HR, she has been working in HR COE for over 7 years and has taken up various assignments in Total rewards (International & Domestic), R&R, D&I and HR Strategy. She has also been associated with HR Innovation Labs and worked on assignments on Business Value Creations through HR interventions.

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