Organizations need to work proactively towards understanding job satisfaction and motivational needs of its blue-collared employees and fulfil the same by designing suitable rewards and recognition for blue-collared employees. The one-size-fits-all policy might not work as their needs are different from those of their white-collared counterparts.
Overall, it does seem that digitization of the employee rewards and recognition program adds much more than what it takes away. There is no reason to believe that it would reduce the personal touch. It will improve the timeliness and spread of the communication vastly, creating a far higher level of satisfaction for the employee when one compares it with the traditional method of communication and distribution of employee rewards. I
Whatever the modus operandi, the key element is the continuity of the communication to keep emphasizing the importance of the culture of appreciation and recognition and to build successful employee rewards and recognition program. The communication should be top-down well as bottom-up to get feedback and insights on how the program is working on the ground.
Whether the winner takes all phenomenon is fair or not is the question to be asked. It seems only logical that the highest performing employees would end up getting the maximum recognition and rewards. The caveat to this is that it might demotivate other employees who are possibly average performers or borderline cases.
The HR industry is experiencing a renaissance with a flood of new and innovative HR tools to help you boost engagement throughout the employee lifecycle
Taking a balanced view of things; while in the short run it might make sense to go ahead and build your own employee rewards and recognition tool especially if you have the available resources, but in the long run, it might not turn out to be such a wise investment.