Transforming Total Rewards: Strategies for Success in Evolving Work Environments

Melisa Byrd, Director, Compensation & Benefits, North America at Tate & Lyle

Emerging Trends in Total Rewards Programs

As Total Reward Programs have evolved to become more flexible, businesses can adapt by incorporating flexibility into compensation, benefit and non-monetary offerings to meet the diverse needs of their employees while remaining competitive in attracting and retaining talent.

With the increasing use of data analytics in total reward programs, businesses can leverage data insights to make more informed decisions about compensation, benefits, and reward programs by analyzing employee feedback from engagement surveys and market trends. Embracing emerging trends in total rewards programs and aligning them with the business requirements positions the company for success in a competitive environment.

The growing focus on well-being and work-life balance in total rewards programs can help businesses address challenges related to employee stress. By offering comprehensive wellness programs, flexible work arrangements when practical, and supportive work-life programs businesses can create a healthier and more engaged workforce. Total rewards programs that prioritize inclusion and diversity can help businesses provide compensation and benefit programs that ensure fairness and equity for a diverse workforce. This leads to a stronger business.

Emerging trends in total rewards push businesses to innovate and differentiate their offerings to stand out in a competitive market for talent. Businesses can attract and retain top talent with creative perks, unique benefits, and personalized reward programs. This contributes to business success. 

Difficulties in Introducing a Total Rewards Program Unsolved by Current Services

Introducing a new total rewards program may require a bigger budget, additional resources, improved technology systems, or revamping your work priorities. This should be noted during your budget planning process. Ensuring a new total rewards program complies with all regulatory requirements is essential. This should be done well in advance of any rollout of a program and may require bringing in external expert counsel.

Good communication and engagement with employees are essential for a successful rollout of a total rewards program.  If you are not communicating the value of a total rewards program, the business will struggle with getting buy-in, participation, and garnering enthusiasm among employees.

Some employees and stakeholders may resist the introduction of a new total rewards program if they are accustomed to certain benefits or compensation programs. Getting the business buy-in helps make it a smooth journey.  While you may still have a few speed bumps, business buy-in is the best approach. 

Aligning a total reward program with the organizational culture, values, and goals of an organization is important for buy-in. If the program lacks alignment with the company culture, or if there is resistance from management, the business will struggle to implement a program that resonates with stakeholders.

Advice to Professionals Working in Other Companies in HR

Set aside two hours a week to read about the latest trends, regulations, and best practices in total rewards.  Make this a part of your job.  Stay abreast of emerging trends and innovations in total rewards programs to avoid missed opportunities to enhance your offerings.

Make certain you prioritize compliance with regulations governing total rewards programs.  Establish a compliance committee in human resources to ensure you comply with various HR and reward program regulations.  This keeps you abreast of changing legislation and helps keep you ahead of new laws that go into effect. Make compliance a priority.

Offer your employees well-being programs focusing on financial, emotional, social, mental and community needs. Take a holistic approach to total rewards programs beyond compensation and benefits. Consider including career development, skill enhancements and development opportunities in other areas of the business. If you are a global organization and your budget allows, consider offering extended long-term business assignments outside of the employee’s home country. Balance total reward program offerings with budget limitations. You may want to consider establishing a three-year plan for various enhancements.

Embrace Diversity and Inclusion. Ensure total rewards programs are inclusive by considering diverse needs, backgrounds, and family composition. Tailor your total rewards programs for different stages in life - from a new hire to family life changes, to approaching retirement. Provide ongoing employee education and resources in the form of lunch and learns or quick total rewards programs ‘Did You Know?’ messages on your company’s intranet.

Ensure total rewards program communications to employees are clear, concise, and written in a non-technical, manner. Avoid overloading employees with too much verbose material. Make your communication concise and clean. Hold virtual or in-person meetings with employees to allow them to ask questions. Expect some employees may not read what you send out. Do not take this personally. Instead, use it as an opportunity to engage with your audience to understand the diverse needs and preferences of employees and how they may want to receive information.

If you have engagement surveys, include questions specific to your rewards program and benchmark your progress from year to year based on your total rewards program scores. Report changes that have been made because of the engagement survey feedback to employees. This shows employees that their voices are being heard. Remember one size does not fit all. You have a diverse workforce, and it is important to incorporate flexibility in your offerings.

Leverage HR technology and tools to streamline the process. If you have a center of excellence or people services department, ensure they are well-trained and have the resources and tools needed to adequately serve your employees. For global organizations, it is critical to balance global consistency with local customization in total rewards programs to accommodate a diverse workforce across different regions and cultures while ensuring compliance with local regulations.

Total Rewards jobs are exciting because they offer the opportunity to shape the organization's culture and the employee experience through comprehensive total rewards programs. Total Rewards professionals must collaborate across the business, staying abreast of best practices, and regulatory requirements, to positively impact employee well-being with various programs and offerings.  Overall, total rewards jobs allow you to make meaningful differences in the lives of employees and the success of the business. Whether you are at the table or behind the scenes, you are at the forefront of the business.

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