Companies are spending hours and weeks on defining the total rewards philosophy that’s right for them. Yet, how much time is spent communicating it to all employees? Do your employees even know how much they receive in cash and non-cash elements?
In 2016, 53% of companies reported that most of their employees do not understand how base pay is determined (Willis Towers Watson). Do you know whether all your rewards programmes are understood or even known by all of your employees?
A clear and easy to understand communication strategy can increase the comprehension of your various rewards programmes amongst your employees. Follow these 5 steps to create an effective communications plan for your company:
- Define the goals for the communication initiative. Are you looking to increase general awareness about your existing rewards programmes? Are you rolling out a new benefit and want your employees to become more familiar with it?
- Identify all audiences. This goes from your top executive team to all levels below. Don’t forget to include spouses and other family members who will have an interest in programmes like medical benefits or retirement provisions.
- Articulate key messages and outline actions employees need to take. Review your messages and ensure they are consistent, concise and clearly written. Stick with either British or American English and proofread the messages before they’re sent out. Check that none stands in contrast to your EVP or any other HR programmes.
- Determine the most effective communication channels and the timing of the delivery. Consider the different channels you have available within your office and global organisation. These could be town hall, team or individual meetings, webinars and online training, newsletters, intranet and emails, to mention just a few.
- Utilise total rewards statements. Total rewards statements illustrate the employee’s personalised total rewards provided by the company. They generally include a table showing the before and after a salary review details and/or a pie chart for all rewards elements. The employee’s manager can issue these and answer any questions directly.
Be clear about the objectives. Refer to them throughout the process and measure your progress and achievement regularly.
Working in a multi-cultural region, is every employee (and family member) fluent enough to understand the message in your working language? Do any messages need to be translated into other languages? Factor any translations into your budget and timeline.
If you’re asking employees to take any actions, specify what needs to be done by whom how and when. Provide details of who to contact for any support.
Select the channels most appropriate for the specific employee group. For a new employee, the new employee orientation may be the right place to start whereas for existing employees, performance reviews can be utilised.
Line managers are a great channel to spread the news about the different rewards programmes. Provide them with a solid understanding of each programme and enable them to confidently answer any questions from their employees.
The same message should be delivered through multiple channels and on a regular basis to maximise its effectiveness. Don’t stop after sending out one email! Keep the communication flowing throughout the year.
Looking to overhaul your total rewards communication in 2017? Not sure how best to approach it? Call us on +971-50-5516322 and find out how we can establish a unique communication strategy for you.