How companies can adapt employee recognition programs in the era of global work

"With more organizations employing teams spread across North America, Europe, and Asia, or allowing employees to work remotely from various countries, a "one-size-fits-all" local approach is no longer viable. Today, however, that approach is increasingly challenged by the rapid globalization of talent."

"How can a company deliver a recognition experience that is equitable, compliant, and culturally relevant regardless of an employee's location? A reward only creates value if it is locally meaningful; offering a gift card that an employee cannot use in their home country produces the opposite of the intended effect."

"According to the Gallup State of the Global Workplace: 2025 Report, global employee engagement sits at just 21%, a stagnation that costs the world economy billions in lost productivity annually. When teams are distributed, this "engagement gap" often widens."

The rapid globalization of work through remote employment and distributed teams has fundamentally challenged traditional employee recognition programs designed for local markets. Physical rewards and country-specific gift cards no longer serve organizations with employees across multiple continents and time zones. Companies face significant operational hurdles in delivering recognition experiences that are equitable, compliant, and culturally meaningful regardless of employee location. Global employee engagement remains stagnant at 21%, with distributed teams experiencing widened engagement gaps. Recognition programs must account for different currencies, tax jurisdictions, and consumer cultures to create genuine value. Rewards only succeed when locally meaningful; inappropriate offerings produce negative effects. This transformation reflects broader labor market competition for talent extending beyond national borders.

Read at Miami Herald