Onbe and Payroll Growth Partners Launch Digital-First Employee Rewards to Boost Engagement

Onbe has partnered with Payroll Growth Partners (PGP) to introduce a digital-first employee rewards program, enabling choice-driven, virtual incentives for employees across PGP’s payroll-company portfolio.

With the collaboration, PGP’s clients can now offer their workforce fast, flexible and personalized rewards through Onbe’s virtual incentive solution including virtual cards that integrate with mobile wallets and payment apps.

What the Programme Delivers

• A turnkey integration with payroll systems via Onbe’s payout gateway, allowing employers to issue rewards seamlessly alongside existing payroll operations.
• Digital-first reward options that reflect modern employee preferences: According to research referenced in the announcement, 92 % of consumers favour electronic payouts while long-term incentive programmes can boost performance by up to 44 %.
• A means for PGP to extend its services beyond traditional payroll processing to a broader employee-experience and recognition offering, enhancing value for its portfolio companies.

Why This Matters for HR and Payroll Teams

In today’s tight labour market, recognising and rewarding employees effectively is a differentiator for retention and loyalty. This partnership addresses key challenges:

• Modern reward experience: Employees increasingly expect personalised, mobile-friendly reward options rather than generic gift cards or slow manual processes.
• Administrative simplicity: For HR and payroll teams, integrating reward issuance into the existing payroll stack reduces overhead and complexity.
• Strategic expansion for payroll providers: As PGP shows, payroll companies can grow their value proposition by embedding recognition and rewards into the payroll lifecycle.
• Tangible impact on engagement: With data showing incentive programmes can boost performance, this digital-rewards model could yield measurable improvements in productivity, morale and retention.

Implementation and Considerations

• Organisations should map how the reward programme will fit into their payroll, HR and recognition workflows especially how rewards are triggered, communicated and redeemed.
• To maximise impact, reward programmes should support a variety of choices that reflect individual employee preferences (mobile wallets, virtual cards, reinvestment options).
• Success metrics matter: Key indicators might include redemption rates, participation levels, employee-satisfaction scores, retention improvement and cost-per-reward.
• Budget alignment is important: While digital rewards simplify delivery, companies still need to set clear rules, fairness criteria and budget-governance for the reward ecosystem.
• Communication is key: Launching a new rewards mechanism needs clear employee-communications and ongoing engagement to avoid low uptake or confusion.



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