On April 24th, “Overseas and International HR Management Forum & China Compensation and Benefits Annual Conference” organized by SmartHub was held in Shenzhen, and Bo Feng, Chief Growth Officer of CDP Group, was invited to deliver a keynote speech.From Salary to Sense of Achievement - Talent Motivation Practices in the Context of GlobalizationIn addition, it will bring cutting-edge insights and practical solutions to hundreds of HR managers of enterprises on the spot. At the moment when the VUCA era is moving towards the BANI era, enterprises going overseas are facing multiple challenges such as market turbulence, cultural differences and compliance risks. Over the past five years, rising salary costs have consistently ranked among the top three challenges for corporate HR (69% in 2020 and 41% in 2024), coupled with geopolitical concerns such as U.S.-China relations (30% in 2024), corporations are in dire need of breaking out of the “high-cost-low-performance” cycle.

Part. 1

Under the Wave of Globalization, Talent Motivation in Enterprises Faces New Challenges

According to Boris, “The traditional compensation-based incentive model is no longer sufficient to meet the needs of the new generation of employees. Data shows that in 2024, Chinese employee pay satisfaction plummeted from 631 TP3T to 221 TP3T, while dissatisfaction soared to 481 TP3T. meanwhile.Employees are more eager to ‘be seen’ and ‘be recognized’, and pursue a sense of belonging, mission and professional growth.”

In his speech, Boris revealed the limitations of extrinsic motivation - monetary rewards can increase efficiency in the short term, but may weaken internal motivation in the long term. He further emphasized, “In globalized competition, companies need to shift from ‘control management‘ to ’driver motivation‘, so that employees can change from ‘executors’ to ”co-creators'. to 'co-creators'."

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CDP Practical Program: Creating an “Achievement-Driven” Talent Ecology

How do you align the needs of your employees with your organization's strategy?Boris shares four innovative practices of CDP:

1. Immediate recognition to “track” efforts”Through digital employee experience platforms such as “Shining Moments,” employees are given instant feedback on their contributions in the form of small, high-frequency points, medals, and thank-you cards. Data shows that 75%“s employees believe that ”instant recognition" significantly improves their sense of trust.

2. Growth profiles, gamification to activate career potentialsConvert employees“ skills, honors, and behaviors into growth value points to open up the path of promotion and welfare exchange, and realize the ”ability to migrate and progress can be expected".”

3. Innovation and co-creation, everyone's an “idea”“The ”Innovation China" program encourages all staff to submit proposals for technological innovation and process optimization, which can be quickly implemented through customized approval nodes to empower business growth.

4. Cultural communities, creating a warm sense of belongingRelying on the “employee community/colleague circle”, we promote cross-departmental interaction, learning and public welfare practice, so that the corporate culture can take root in fun and co-creation.

Part. 2

To have fun: work “warm” and atmosphere “energized”

The key to making the leap from “pay driven” to “fulfillment driven” is to“Engagement, Growth, and Temperature.”。

CDP's new Employee Experience Platform integrates full-process modules for onboarding, performance, benefits, recognition, and real-time tracking of the employee experience through data dashboards.Boris singled out, “The platform's Daily Activity (DAU) of 78.11 TP3T proves that the‘Useful + interesting' is the key to retention.”

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What do employees expect?

1. Participation: Instant recognition” is the key to building trust. Contributions are “tracked” through high-frequency feedback mechanisms such as points and medals.
2. Growth: Data shows that employees who have autonomy to make decisions are 2.5 times more effective.
3. Sense of Temperature: “45% employees thrive on a sense of mission”, and work should be “fun” and more “meaningful”.

Part. 3

The Future is Here, CDP Helps Enterprises Breakthrough Global Talent Management

Salary is the foundation, but the ultimate answer to retaining top talent is a sense of achievement. cdp helps enterprises build a talent ecosystem of “participation-growth-warmth” with its digital platform and innovative methodology, so that every employee can become a “luminous body” in the wave of globalization. cdp is also a leader in the field of talent management, and has been working with enterprises to develop together and win global opportunities. CDP helps enterprises to build a talent ecosystem with the triad of "participation, growth and temperature", so that every employee can become a "luminous body" in the wave of globalization, develop together with the enterprise and win global opportunities.