by Ben Miele
Commenting on the HRTech Europe conference, Human Capitalist Jason Corsello called attention to one of the primary challenges of global HR:
“While everyone likes to lump all European countries into a single bucket, ‘Europe’, each region and country has very unique localized needs. During his fantastic keynote, my good friend Thomas Otter poked fun at Europe’s uniqueness, pulling a definition out of Urban Dictionary referring to Europe as, ‘Yurop…an ancient continent, rumoured to have been sunk, just like Atlantis. It used to be a magical, super-fun land, full of fairies and butterflies, trolls and other magical creatures.’ To truly understand Europe means you must understand the local needs, privacy rules, and regulations particular to the respective country.” (emphasis mine)
That last point applies especially well to global recognition and reward programs. Program compliance with local laws is equally as important as providing rewards employees care about.
One of the greatest risks in employee recognition and rewards is untracked, unreported and improperly accounted for programs on a global basis. As illustrated above, the regulations in every country are different.
Globoforce integrates directly with your payroll systems to ensure proper tax and program compliance everywhere you have employees. By encouraging program consolidation, we also give you one dashboard view into program status in real-time.
Too many “global” employee rewards providers try to tell you they have a good solution for Europe. But all too often, their “solution” is a rewards merchandiser based in the UK who makes rewards selections for the “European rewards catalog.”
Last time I checked, employees in Prague had very different preferences in personally meaningful rewards than employees in London, Paris, Rome or Warsaw.
Far better is to give your employees – wherever they are located – the option to choose the rewards most meaningful to them. That might be an opportunity to drive a Lamborghini in Italy, or shop at the Galleries Lafayette in Paris, or go golfing in Ireland, or simply relax over a coffee and shopping with friends at Tchibo in Munich.
The point is to let your employees choose from the world’s largest selection meaningful, personal and – critically – culturally relevant – rewards in their own neighborhoods (or anywhere in the world).