There is a complex interplay between workforce motivation and the psychological perspective of rewarding employees. While we agree on the importance of nailing one’s values & drivers to reward them in a way they find truly ‘meaningful’, other workplace challenges remain.

In this special session, attendees can deepen their understanding of the psychological nuances of motivation, such as: 

• The evolution in human behaviour across generations, and how this has impacted organisational dynamics.
• The psychological implications of recognising and rewarding high-performing talent, and how this affects perceptions of equity and increased performance expectations among employees.
• How leaders & people managers can navigate the delicate balance between intrinsic and extrinsic motivation in fostering employee engagement.
• Strategies for incentivising psychological resilience, agility, and a high level of adaptability to change.

With increased pressures for organisations to take on a greater proportion of their employees’ welfare costs, company leaders will need to reevaluate their strategies towards employee welfare in the workplace. These steps need to be taken to more clearly define the boundaries between personal responsibility and organisational responsibility towards employee welfare. Those who attend this panel can look forward to discussions on:

• A framework for organisations on creating conducive environments and ecosystems where employees feel empowered to take care of themselves.
• How organisations can and should define the boundaries of this redefined shared responsibility clearly and effectively; and how this communication can go a long way in promoting a sense of transparency and equity across all job levels and departments.
• Creating wellbeing champions in the workplace to better understand the needs and desires of employees; and how long-term wellbeing solutions can be tailored.

Fuelled by a ‘passion-driven’ workforce, where job security is no longer the primary focus, but doing meaningful work is, understanding the aspirations of generational demographics remains paramount. In this panel discussion, you can look forward to the panellists & moderator analysing: 

• EVP refresh: How employers are rethinking job scopes, total rewards, and redefining the concept of ‘careers’ to win the talent war.
• Ways to ‘slay’ talent practices for the youngest working generations in light of their technology dependence and savviness.
• ‘Squad goals’: Multi-generation workforce management approaches that create a workplace driven by respect, inclusivity, and harmony.
• Is there an opportunity for HR leaders to incorporate a ‘green budget’ in helping employees living sustainable lifestyles?

Inspiring leadership, growth opportunities, meaningful work, and a healthy culture – these are often considered key to successful employee engagement. And in Singapore’s vibrant economy, engaged employees continue to be the #1 source of driving productivity. So how can employers boost employee engagement to deliver better business outcomes?

Join us for an interactive leadership exchange led by Lorraine Ng, Regional Head, Grab For Business, where we delve into the role of technology in enhancing employee experience (EX) and discuss the challenges that HR & people leaders are facing in implementing tech-powered human capital strategies.

Through group discussions and shared insights, this session aims to provide actionable takeaways that can be implemented in your own organisations to foster a more engaged and productive workforce.

Ensuring employees are aware of the range of wellness programmes available in their rewards packages, and have easy access to these measures, is key to creating an environment where employees feel incentivised to take charge of their health. To explore this topic further, we dive into this session to understand:  

• How a framework for holistic healthcare can take into account five pillars of wellbeing: physical, financial, workplace, social, and family wellness.
• Going beyond medical & insurance coverage to offer incentives or a gamification approach to help employees change their mindsets towards preventative healthcare.
• Understand deeply and describe simply: Strategies to instil knowledge of available healthcare solutions, as well as equipping line managers for such conversations. 
• Partner selection criteria: Unlocking value-driven conversations with the vendor ecosystem to brainstorm workforce insights beyond just healthcare data.

In tandem with the leaps and bounds in the development and application of AI processes, the USPs of the human workforce have become our ability to communicate effectively and develop niche skills that are irreplaceable by AI.

In this fireside chat, take this opportunity to learn about how AI can be harnessed to develop the required skills that set us apart from the same AI processes that many fear may make us obsolete.

Insights shared during this session will include:

• Why “soft skills” are coming to the forefront of focus in hiring trends, and how the current workforces need to re-evaluate their perspectives towards such skills.
• How AI can be utilised to refine our communications skills and identify areas of improvement and development.
• A strategic framework for using AI to track ongoing progress of employees’ skills development and performance.

HR and rewards professionals have a wealth of tools and strategies to support the workforce with health & wellness issues, proactively as well as reactively. But do they often use these resources themselves? Certainly, not enough.

In this personal storytelling, our speaker takes the stage to keynote, to remind all leaders about:

• Bravery: The importance of finding the courage to talk about one’s own troubles, and to accept them within the peer community.
• Purpose: Addressing the norms, language, and behaviours associated with those undergoing mental health challenges.
• Empowerment: Personal leadership strategies that have helped our speaker face and overcome the moments of panic, demotivation, and helplessness.

Most leaders & managers understand why rewards are important – but do they truly grasp the ‘how’ and ‘when’ of using rewards most effectively and to their advantage? In this coaching-style session, we brainstorm on the most effective ways to impact knowledge about the rewards strategy to your most important stakeholder – people managers. Key takeaways will include:

• Effective strategies to build leadership awareness on external and internal trends that impact compensation decisions, and how to communicate these better.
• Skills to hone for holding difficult but transparent discussions about business needs, individual asks, and crafting a path for getting people where they want to be.
• How a rewards oversight team or CoE can be established internally so as to support people managers with timely market intelligence, data analytics, and anticipate shifts in employee preferences and organisational dynamics.

The Open mic is a safe space where all are welcome to share their thoughts and experiences, as the mic is passed around the room. In this high-impact Open mic, we probe people practices for managing change, showing empathy, and building skills. Delegates are welcome to contribute meaningful ideas around:

• How organisations that truly see, hear, and value employees to turn empathy from a buzzword into an impactful, teachable practice for decision makers.
• An approach to combine proactivity with perseverance, such that change management sees a greater focus on people rather than processes.
• Ways to encourage the management team to move past traditional methods of leadership, top-down tactics, and “business as usual” mentality.