Total rewards is about more than compensation and benefits
What do employees really want? Compensation and benefits are a given, but other things that keep employees happy include work-life balance, recognition programs and career development opportunities. While these traditional total rewards are an excellent way to retain workers, employers can go even further — and it doesn’t have to take a lot of effort. A true total rewards package includes all the things that employees believe are valuable, and sometimes it really is the little things that count. Flexible work hours, praise for a job well done or a simple thank you can go a long way.
The future of total rewards is now
http://bcsolutionsmag.com
The Benefits and Compensation Solutions site has several articles that look at total rewards. Click on the “Archives” link on the home page, which provides links to articles. Scroll down to “Forecast 2007” and click on “Overall Outlook for 2007” for a link to a PDF document looking at the future of total rewards. Ten years ago if an employee had a better offer from another company, says the article, his boss would match that amount and add five per cent. “But what is an employer to do today if the same employee says the rival company is offering telecommuting, restricted stock and on-site child care?” It goes on to say that “casual dress, flexible telework schedules, child-care facilities and more are no longer seen as peculiar attraction strategies that are used only in Silicon Valley.” Scroll to the March 2006 section and click on “Ten Tips to Total Rewards.” Tips include encouraging employees to get involved in community and volunteer organizations, use focus groups and employee feedback and adding exit interview questions such as “what benefits does your new employer offer that we don’t?”
Creative and personal rewards mean the most
www.qualitydigest.com/aug/nelson.html
“Secrets of Successful Employee Recognition” looks beyond money as a motivator to intangible rewards and no-cost recognition. “What tends to motivate workers the most are such intangibles as being appreciated for the work they’ve done, being kept informed about things that affect them and having a sympathetic manager who takes the time to listen to them.” Employers can design low-cost rewards that will encourage employees to excel. “These intangible rewards should be granted frequently and should be personal and creative. The key word is ‘creative.’ Take time to find out what specifically motivates and excites each employee, and then do your best to make those things happen… The more creative and innovative you are with the reward, the more fun it will be for the employee, others in the organization and you.”
Total rewards top 10
http://humanresources.about.com/od/rewardrecognition/tp/recognition.htm
“We all work because we obtain something that we need from work,” according to the article “Top 10 Ideas About What Employees Want From Work: Employee Motivation” in the human resources section of the About.com site. “The something obtained from work impacts morale, employee motivation and the quality of life.” From demonstrating respect and showing trust to empowerment and mentoring, the author outlines ways employers can reward and recognize employees.
Survey says: managers don't know what employees want
http://quantumlearn.blogspot.com/2005/08/how-managers-can-help-retain-their.html
“How Managers Can Help Retain their Best Employees” looks at survey results that show there’s a big difference between what employers think employees want and what employees said they actually want. The top three things managers think employees want are good wages, job security and promotion and growth opportunities. However, the survey reveals that employees say their top three are appreciation for their work, feeling “in” on things and an employer who shows an understanding of personal problems. The discrepancy between the two groups is huge but does seem to answer the question of what employees really want.
Ann Macaulay is a freelance editor and regular contributor to Canadian HR Reporter. Her Web Sight column appears regularly in the CloseUp section.
The future of total rewards is now
http://bcsolutionsmag.com
The Benefits and Compensation Solutions site has several articles that look at total rewards. Click on the “Archives” link on the home page, which provides links to articles. Scroll down to “Forecast 2007” and click on “Overall Outlook for 2007” for a link to a PDF document looking at the future of total rewards. Ten years ago if an employee had a better offer from another company, says the article, his boss would match that amount and add five per cent. “But what is an employer to do today if the same employee says the rival company is offering telecommuting, restricted stock and on-site child care?” It goes on to say that “casual dress, flexible telework schedules, child-care facilities and more are no longer seen as peculiar attraction strategies that are used only in Silicon Valley.” Scroll to the March 2006 section and click on “Ten Tips to Total Rewards.” Tips include encouraging employees to get involved in community and volunteer organizations, use focus groups and employee feedback and adding exit interview questions such as “what benefits does your new employer offer that we don’t?”
Creative and personal rewards mean the most
www.qualitydigest.com/aug/nelson.html
“Secrets of Successful Employee Recognition” looks beyond money as a motivator to intangible rewards and no-cost recognition. “What tends to motivate workers the most are such intangibles as being appreciated for the work they’ve done, being kept informed about things that affect them and having a sympathetic manager who takes the time to listen to them.” Employers can design low-cost rewards that will encourage employees to excel. “These intangible rewards should be granted frequently and should be personal and creative. The key word is ‘creative.’ Take time to find out what specifically motivates and excites each employee, and then do your best to make those things happen… The more creative and innovative you are with the reward, the more fun it will be for the employee, others in the organization and you.”
Total rewards top 10
http://humanresources.about.com/od/rewardrecognition/tp/recognition.htm
“We all work because we obtain something that we need from work,” according to the article “Top 10 Ideas About What Employees Want From Work: Employee Motivation” in the human resources section of the About.com site. “The something obtained from work impacts morale, employee motivation and the quality of life.” From demonstrating respect and showing trust to empowerment and mentoring, the author outlines ways employers can reward and recognize employees.
Survey says: managers don't know what employees want
http://quantumlearn.blogspot.com/2005/08/how-managers-can-help-retain-their.html
“How Managers Can Help Retain their Best Employees” looks at survey results that show there’s a big difference between what employers think employees want and what employees said they actually want. The top three things managers think employees want are good wages, job security and promotion and growth opportunities. However, the survey reveals that employees say their top three are appreciation for their work, feeling “in” on things and an employer who shows an understanding of personal problems. The discrepancy between the two groups is huge but does seem to answer the question of what employees really want.
Ann Macaulay is a freelance editor and regular contributor to Canadian HR Reporter. Her Web Sight column appears regularly in the CloseUp section.
