The secret sauce to meaningful recognition? The 3 Ps HR leaders cannot ignore
How does your organisation show it truly values its people and their potential? One powerful lever HR professionals are increasingly using is a well-designed rewards and recognition strategy—crafted not only to appreciate performance but also to fuel engagement, retention, and long-term success.
As the nature of work continues to evolve, so do the expectations of a multi-generational workforce. In today’s talent-driven market, rewards are no longer limited to compensation—they reflect what an organisation stands for and how deeply it invests in its people.
To explore the emerging approach to rewards and recognition, People Matters spoke with HR thought leaders Anand Kabra, Chief People & Transformation Officer at Apexon, and Simin Askari, SVP – Human Resources & Business Excellence at DS Group. They shared how their organisations have reimagined rewards to appeal to both younger employees (like Gen Y and Gen Z) and more experienced professionals, while balancing internal equity and external competitiveness. Watch video here:
Building a dynamic and purpose-led rewards philosophy
Apexon’s rewards strategy rests on three core pillars: personalization, flexibility, and purpose. ‘Compensation alone isn’t enough,’ says Anand Kabra. ‘Today’s employees want to contribute to something meaningful
“Compensation alone isn’t enough,” says Anand Kabra. “Today’s employees want to contribute to something meaningful. Companies that integrate mentorship, impact-driven projects, and continuous learning into their rewards philosophy are the ones that will thrive.”
Anand emphasizes that purpose is the most critical component of a modern rewards strategy. While financial stability is a basic expectation, it’s the opportunity to grow, contribute, and feel aligned with an organization’s mission that truly drives employee loyalty and performance.
Apexon's approach reflects the belief that rewards must adapt—not only across generations but also to individual aspirations and evolving business realities. Anand adds:
“The future of rewards is not about chasing trends—it’s about shaping them. It’s about listening with intent, acting with empathy, and leading with foresight. Rewards, when designed right, become a powerful reflection of an organization’s culture and commitment to its people,’ explains Anand.
Driving value through data and sustainability
The rewards strategy at DS Group is guided by a data-driven and employee-centric approach that aligns closely with shifting employee values and market trends.
“We observed a growing demand for personalised learning and upskilling,” shares Simin Askari. “This led us to strengthen our digital learning ecosystem through our LMS, Disha, which now offers structured, tailored career development programs.”
These evolving expectations signal a clear message to employers: if you want to attract and retain top talent, it’s time to move beyond transactional rewards—and start building experiences that reflect what people truly value. Simin notes another powerful shift—sustainability has become a non-negotiable for many professionals.
“Many employees today want to work for socially responsible organisations. For us, sustainability isn’t just a commitment—it’s embedded in our culture. From responsible sourcing and ESG initiatives to employee-led sustainability projects, we ensure our actions reflect our values.”
Purpose, Growth & Recognition: The Deciding Factors
Both leaders shared real-life scenarios where tailored rewards played a decisive role in a candidate’s choice to join their organization over others.
At Apexon, a senior leader was drawn to stock options, executive mentorship, and long-term wealth creation programs, while a younger professional prioritised a hybrid work model, rapid learning pathways, and purpose-led projects. At DS Group, a candidate selected the company for its structured learning roadmap, including mentorship and leadership exposure—and its values aligned with their personal commitment to sustainability.
These narratives highlight a critical insight: job seekers today evaluate opportunities based on alignment with their long-term growth, personal values, and holistic experience—not just the paycheck.