Technology Helps Remote Workers Get the Feedback They Need The "out of sight, out of mind" phenomenon can be detrimental to remote workers' well-being during the pandemic. Research shows that employees working from home often receive less performance feedback and appreciation for their good work than those in the office receive, which can take a toll not only on engagement and productivity, but also on employee mental health. One study by research and advisory firm Gartner found that employees working from home receive far more corrective feedback than praise "If you compare employees in the same job one is working from home and the other in the office, our research shows the employee working remotely is twice as likely to receive corrective feedback and half as likely to receive positive, affirming feedback as their colleague, even when the two perform at roughly the same levels," said Brian Kropp, a group vice president specializing in HR issues at Gartner. Experts say such factors can harm employee mental health at a time when workers need to feel more connected to and recognized by their organizations. A U.S. Census Bureau study found that more than one-third of the U.S. population has shown clinical signs of depression or anxiety since the onset of the COVID-19 outbreak. An August study from Eagle Hill Consulting in Arlington, Va., found that 58 percent of U.S. workers were experiencing burnout, up from 45 percent in the early days of the pandemic. Almost 40 percent of those survey respondents attributed that feeling to lack of communication, feedback and support from their organizations. During periods of disruption, employees' desire to be recognized for good work increases significantly, Kropp said. "Our research shows the need to be recognized increases by 30 percent in terms of how important it is to employees. The reason is people are more concerned about keeping their jobs, they want assurances managers know they're working hard, or they want to know they're making a difference." Source: Society for Human Resource Management Question 1 According to this study, during periods of disruption, employees' desire to be recognized for good work increases significantly. In this study a 30% increase in the desire to recognised for good work. Using information learned in this course discuss some of the intrinsic or non-financial rewards that can be used to recognize employees for good performance. Explain why this type of recognition is important for different employee groups. Give examples. (20 marks)