Insights from UKG Aspire 2024 – Supporting the Needs of Frontline Workers

As we return from this year's UKG Aspire conference, our team at Chime Enterprise is energized by the wealth of insights thought leaders in human capital management (HCM) shared around a growing and essential employee group: frontline workers. Comprising nearly 80% of the global workforce, these individuals are often the heart of industries like retail, health care, hospitality, and logistics.

At the event, Konstantin Getmancuk, Head of Product at Chime Enterprise and one of the creators of Salt, our groundbreaking rewards and loyalty program, had the opportunity to engage in data-driven sessions and conversations focused on understanding frontline workers' unique needs and motivations. 

Here's a recap of the key takeaways we came away with that can help organizations create environments where frontline workers thrive:

1. Frontline Workers Value Autonomy and Flexibility

While working from home is only feasible for some frontline roles, there is a growing emphasis on enhancing their autonomy in other ways. The opportunity to have greater control over their schedules or a say in the rewards they receive can make a profound impact on their work experience. Imagine a workplace where workers have a choice in their shifts or the ability to earn rewards tailored to their preferences and needs. Providing autonomy, especially within the boundaries of necessary in-person roles, can lead to greater job satisfaction and retention.

2. The Critical Need for Recognition and Validation

The importance of recognizing frontline employees cannot be overstated. At the conference, we discussed findings from a recent UKG study highlighting this alarming reality: lack of recognition and rewards for efforts is the third most common reason for frontline employees leaving their jobs.

The study also revealed that 56% of employees want to be recognized monthly or more frequently and 19% of frontline employees say they're never recognized. This finding underscores an opportunity for employers to build a stronger culture of appreciation. Recognition doesn't have to be extravagant—consistent, genuine praise, regular feedback and simple rewards can foster a more engaged workforce. 

3. Paid Time Off: A Highly Valued Benefit

A standout insight from Aspire was the value frontline workers place on paid time off (PTO). In fact, 50% of frontline employees would prefer additional time off over a pay increase. This statistic speaks volumes about the need for rest and work-life balance within these roles. For many workers, having a break or extra time to spend with family holds more value than a marginal pay increase. By structuring rewards to include options for increased PTO, companies can attract and retain a workforce that feels seen, heard and supported.

How Companies Can Take Action

UKG Aspire 2024's learnings challenge companies to rethink how they support frontline workers in real, tangible ways. Here are three actionable steps:

1. Empower Autonomy: Explore flexible scheduling tools or shift-bidding options that can give frontline workers a sense of control over their time.
2. Prioritize Regular Recognition: Implement programs that allow frequent, authentic recognition tailored to each team member's individual contributions.
3. Consider PTO as a Reward Option: Structure rewards programs to offer additional paid time off or flexibility in taking breaks.

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Learn how Salt can help you unlock loyalty for your employees.