Today we have a very special interview with David Parrish, a seasoned Human Resources professional with over 25 years of experience.
David has progressed through various HR disciplines, ultimately rising to Vice-President of HR at a publicly traded company. His extensive career covers industries from start-ups, which he helped grow to $100M+ in revenue, not-for-profits where he helped grow from 50 to 200+ employees and $500M in annual revenue, all the way up through fortune 50 companies. David has managed HR departments ranging from being the sole HR leader at a start-up to managing a team of over 30+ HR professionals supporting nearly 7,000 employees. Currently, he is an HR Consultant for SevenStar HR and runs his own consulting business, DLP Consulting, LLC.
In this article, we’ll explore his insights on: motivating and retaining employees, implementing effective rewards and recognition programs, and adopting best practices for fostering long-term engagement.
Let’s get into it.
Welcome, David! Thank you for sharing your insights with us.
What are the most effective ways to motivate employees in today’s workplace, especially when many teams are remote or hybrid?
In today’s fast-paced workplace, keeping employees motivated—especially in remote or hybrid setups—can feel like a huge challenge for many companies. According to a recent Wall Street Journal article, a staggering 85% of employees are considering a job change within the next year. That’s a pretty eye-opening stat and it really highlights how important it is to keep employees engaged if you want them to stick around. Engagement is the heart of motivation.
When employees feel genuinely connected and part of a high-performing team, their motivation to excel naturally increases.
So, how do companies build this kind of engagement? It all starts right at the beginning of an employee’s journey. Hiring the right people who fit both the role and the company culture is key. For example, I just hired an HR Director and she had a goal of being hybrid, but the job is fully onsite – which ended up being a mismatch in expectations. It’s important to start this at the beginning of an employee’s lifecycle.
Proper onboarding, thoughtful incentives, clear career paths, and opportunities for professional development are all essential. Employees are more motivated when they perceive that hard work leads to tangible rewards, such as promotions or recognition. Additionally, incorporating regular interactions like virtual coffee talks, and ensuring cameras being on in meetings can enhance team cohesion. These efforts are vital for creating an engaged, motivated workforce.
Do these strategies change depending on company size?
No, they really don’t! Whether you’re at a massive corporation or a small startup, having those meetings is key. It’s all about making sure employees feel like they’re part of something bigger. When people see each other’s faces and actually get that interaction with their peers, it has a huge positive impact, regardless of company size. It doesn’t matter if they’re connecting with teammates or their supervisor—being part of the team is what counts.
I just wrapped up an 8-month remote project with a team based out of LA. Even though I worked remotely, I totally felt engaged and like I was part of the team. We would have calls and video meetings, so everybody was clear about our goals and objectives. Despite going through some ups and downs within the organization, everyone still came out feeling like they were truly part of the team and shared in the success. We all stayed engaged, motivated, and headed in the same direction.
How can companies use rewards and recognition to boost employee motivation and engagement?
You know, every successful team I’ve worked with has had one key element—strong leadership.
To really boost employee motivation and engagement, companies need leaders who genuinely engage with their teams. It’s about setting the right tone and leading by example. A great leader cares about their people and knows what makes them tick. I’ve had managers who remembered personal details like my birthday/my children’s birthdays and were always open and transparent. Those were the managers I wanted to go the extra mile for because I felt they truly valued my contribution.
Let’s face it, people are driven by different things. Some are motivated by public recognition, while others just want to see it reflected in their paycheck. As a leader, you’ll need to adapt to these different motivational drivers. The best leaders adapt their strategies to recognize individual efforts rather than offering one-size-fits-all rewards. There are plenty of recognition programs and compensation plans out there, but the focus should be on personalized recognition. Whether it’s through formal or informal review processes, taking the time to understand what makes each employee tick is crucial. Some respond to rewards while others might need a little nudge. It’s about figuring that out and tailoring your approach accordingly to motivate your team.
How do you structure rewards and recognition so it’s personalized to each individual employee?
It can be formal or casual—good leaders have their own unique methods. I remember a boss who would sometimes surprise me with a gift card to my favorite restaurant, and that felt really personal. When I was at AT&T, we had a more formal setup with structured recognition. We had “spot awards” for standout achievements where people got gift cards or certificates for going above and beyond.
Formal systems can work, but there’s a balancing act in making them effective and not just routine handouts. From my experience, the most impactful leaders are those who don’t solely rely on these formal structures. They make an effort to truly understand their employees, learning what drives each person, and tailoring their approach accordingly. Whether it’s a simple thank you call or personal acknowledgment, effective leaders step out and ensure their team members feel genuinely appreciated.
Can you share any best practices, or systems that you’ve used to manage rewards and recognition in the past?
It’s really fascinating how customizable these programs can be, tailored to fit the nuances of different organizations. In some places I’ve worked, we had the luxury of a big budget, so rewards were quite flexible. Conversely, in other settings, even a $50 reward needed CFO approval. It really boils down to the organization’s size, budget, and priorities.
For instance, at one company, there was a strong emphasis on promoting the brand, so rewards often came in the form of company swag. Employees could choose items from the company store, spreading the brand while rewarding good work. The flexibility of such programs largely depends on an agile HR team that understands these parameters—impact and cost-effectiveness are key. The goal is to create meaningful recognition experiences without breaking the bank, aligning with both financial constraints and motivational drivers.
What kind of recognition programs work best for long-term engagement?
Well, the key is happy employees. It’s no secret that people don’t quit jobs—they quit managers. Keeping folks happy means they’ll be more motivated and inclined to stick around. But it’s not just about happiness; growth opportunities are crucial too. You can hire the right talent, but if there’s no room for growth, they’ll look elsewhere. Making people feel included and valued as part of the team is essential for long-term retention.
I once worked with a CEO whose motto was “happy employees = happy customers = shareholder value.” He believed that having motivated and happy employees directly boosts company results. It all boils down to the manager—they need to inspire and integrate their team.
Smaller, nimble companies often pull this off more easily. For instance, at BriteCap Financial in Las Vegas, the CEO excels at communication. His weekly emails keep everyone in the loop about company updates and changes, and he emphasizes that employees are his top priority. Good leadership fosters success—developing employees leads to everything we’ve discussed today.
SevenStar HR partners with trusted advisors and the business leaders they serve to transform HR from a cost center into a powerful driver of business success. By providing tailored, comprehensive HR solutions, we help companies reduce risk, optimize employee management, and ultimately reach both business and personal goals. Specializing in one of the most challenging aspects of business—hiring, retaining, and managing top talent—we empower organizations to strengthen their workforce and achieve sustainable growth. Ready to turn HR into a strategic asset? Contact SevenStar HR today to discover how our customized solutions can help your business thrive by building a stronger, more resilient workforce.
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