April 2025 HR Headliner:
What Have You Done For Me Lately?
Communicating Your Total Rewards Program to Employees
Business owners know that a competitive compensation package is essential for attracting and retaining great employees. Your “total rewards” program includes monetary factors such as wages, bonuses, paid time off, and insurance coverage, and non-monetary benefits such as employee recognition programs, flexible scheduling options, and career training and enrichment opportunities. With so much time and energy dedicated to developing these areas, do you ever feel that employees don’t fully appreciate what the company has to offer? Below are a few tips for effectively communicating your total rewards philosophy:
Start by being a good listener. Seek employees’ feedback about what kinds of compensation and benefits are most meaningful to them. Not only will this allow you to focus your budget on the best programs, it will help employees feel “in on things” and that their opinions matter to the company.
Connect your compensation package to the company’s mission and goals. For example, a company in a growth phase might emphasize client acquisition bonuses or job upskilling activities. A firm that values its community roots could highlight employee volunteering or sponsorship opportunities.
Provide clear, detailed information about each component of your total rewards program. Of course employees see the paychecks they receive, but do they understand all that their health insurance plan has to offer? Do they know about available training courses that may make them eligible for promotion? Do they know about an Employee Assistance Program that offers mental health support and financial planning assistance?
Use multiple communication channels. A beautifully-designed company newsletter may not be effective for employees who don’t sit at a desk or have time to check company emails during the day. Posted notices or printed memos delivered by supervisors can help to ensure everyone receives the right information. Be mindful of language differences, as well.
Address employees’ questions and concerns in a timely manner. If an employee is frustrated with your health insurance carrier or believes that new hires with less experience are receiving higher wages, it’s best to offer support and clarity before minor issues grow into larger grievances.
Provide comparisons and benchmarking information when needed. Employees may have inaccurate perceptions of what other companies provide. When appropriate, sharing salary surveys and other research can help to show that your business is staying competitive.
Sierra HR Partners is here to help you analyze your total rewards programs and communicate effectively with employees. Contact one of our certified Consultants with any questions you have!
