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"Employees seek meaningful, personalised recognition that supports their holistic wellbeing, which is something traditional models overlook," Chloe Neo, CEO, Omnicom Media Group Singapore, notes.
At Omnicom Media Group (OMG) Singapore, rewards are not just about pay. They are designed to support the overall employee experience, with a focus on personalised recognition, growth opportunities, and wellbeing. For Chloe Neo (pictured above), CEO, Omnicom Media Group Singapore, this approach is key to helping people feel valued and inspired to thrive.
This vision is brought to life through OMG Thrive, the company’s holistic rewards programme built on three pillars. The first centres on foundational needs such as work-life balance and recognition; the second focuses on experiential elements that support physical and mental wellbeing, and the third pillar fosters emotional connection through purpose-driven work and social responsibility.
Equally important is their ability to advocate for programmes that support emotional and experiential pillars, driving true engagement beyond traditional metrics.
From championing industry development to leading change and future ready conversations, Neo is a strong advocate for innovation and business transformation across people, products, processes and partnerships. She believes in transforming experiences not only for brands and their audiences — but also for her talent.
Ahead of her session at #TotalRewardsSG, she shares with Sabarish Prasad her views on the evolving role of HR and rewards leaders. She believes they must be agile, understand business challenges, and use people data to propose solutions that align with organisational goals. For rewards to truly matter, they must be human-centric and inclusive.
Q From your perspective as a CEO, what do you believe are the most effective ways to reward and recognise the workforce?
At Omnicom Media Group (OMG) Singapore, our progressive approach to rewards is encapsulated by the OMG Thrive programme, which focuses on holistic employee wellbeing and growth. OMG Thrive is built on three pillars: foundational elements like work-life balance and recognition; experiential opportunities that promote physical and mental wellbeing, and emotional connections that foster purpose and social responsibility.
As CEO, I believe that effective rewards combine personalised recognition, growth opportunities, and well-being initiatives, going beyond compensation to create an inclusive environment where employees truly feel valued and inspired to thrive.
Q As someone who works closely with your people strategy team, what would you list as the most important traits for HR & rewards leaders to have a successful partnership with the C-suite?
Strategic agility and a holistic mindset are essential. HR leaders must translate people data into actionable business outcomes and articulate how rewards drive organisational goals. Adaptability and a genuine understanding of business challenges enable them to propose pragmatic solutions. Building trust through transparency and aligning HR initiatives with corporate vision unlocks true collaborative potential. HR and rewards leaders must understand how reward programmes like OMG Thrive interlink compensation with employee wellbeing, growth, and inclusion.
Clear communication that translates these human-centric initiatives into measurable business outcomes builds trust. Equally important is their ability to advocate for programmes that support emotional and experiential pillars, driving true engagement beyond traditional metrics.
Q On a lighter note, what are some rewards strategies that have worked well in the past, but you believe aren't really making the cut anymore?
Rigid, transactional reward methods such as one-off bonuses or generic gifts no longer resonate in today’s workforce.
Employees seek meaningful, personalised recognition that supports their holistic well-being, which is something traditional models overlook.
At OMG Singapore, moving beyond static rewards to initiatives encompassing mental wellness, learning opportunities, and social purpose involvement is key for us. These dynamic strategies, which embrace work-life harmony and emotional connection, are where organisations must invest to remain relevant and impactful. Today’s workforce values tailored recognition and meaningful experiences over standard rewards.
Static and infrequent rewards often fail to acknowledge ongoing contributions or evolving employee motivations. I see organisations moving away from rigid frameworks towards agile, customised approaches that reflect individual preferences and real-time achievements.
Q What are you most looking forward to in your speaking engagement at #TotalRewardsSG?
I’m eager to share experiences and insights at #TotalRewardsSG on how integrating holistic programmes like OMG Thrive transforms total rewards. It offers a compelling model where compensation, well-being, learning, and inclusivity intersect to create thriving workplaces. Discussing how these elements drive both employee satisfaction and clear contribution to business success in Asia’s evolving talent landscape will be invaluable.
I look forward to engaging in meaningful conversations that help shape progressive rewards strategies for the future.
I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Sabarish Prasad. We look forward to welcoming you!
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