Total Rewards encompasses a broad range of offerings from tangible (pay and benefits) to less quantifiable (policies, practices, flexibility) benefits, all of which are designed to attract and retain top talent. The challenge Compensation and Rewards professionals face today is finding a way to communicate the value of employment to an expanding number of employment roles in extremely competitive job markets coupled with rising turnover costs and decreasing engagement. In this exclusive training webinar, special guest Tony Kerekes will share inside strategies from his 20+ years of designing and implementing total rewards programs for leading organizations. Get insights and ideas on how to adapt to the changing workforce and job market (contractors and freelancers will be 40% of the workforce) with a more effective total rewards program that gets results. In this practical, “how to” webinar you’ll learn: · Keys to building an effective total rewards engagement strategy (for employees, contractors and freelancers) · How to develop a calendar of just-in-time communication (that you can keep up with) · Tips and strategies for communicating total rewards to today’s workforce · How to leverage varied communication styles and approaches · How to turn total rewards into retention

1. The Employee
Value Proposition
Guest Presenter: Tony Kerekes
NVision Consulting Ltd.
TalentTakeaways
webinar & podcast series

2. AGENDAThe Series
TalentTakeaways
webinar & podcast series
Talent Takeaways Series

3. AGENDAAGENDAThe Sponsor
Talent Takeaways Series
Talent Management Made for Managers
Compensation Planning
Total Rewards
Stay Interviews

4. Committed People.
Infinite Possibilities.
How to Increase
the Perceived
Value of Your
Total Rewards
Tony Kerekes
NVision Consulting Ltd.
416-406-2308
© 2011

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Session Outline/Outcomes
• Keys to building an effective total rewards
engagement strategy (for employees, contractors and
freelancers)
• How to turn total rewards into retention
• How to develop a calendar of just-in-time
communication (that you can keep up with)
• Tips and strategies for communicating total rewards to
today’s workforce
• How to leverage varied communication styles and
approaches
• You signed up to have a few tips or nuggets to try!

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Why Communicate?
?
Raise The Perceived Value

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We Have To But Low Response/Complex

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Drive Business Goals – KISS Dashboards
• Connect business plan and bonus
• Align sales comp plan with goals and CRM
• Practical Examples:
 Performance management
 Celebrate goals visibly like LTA
 Recognize desired behaviours

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Raise Perceived Value
• Quantify and compare
 Manage employees’ perceptions (hard to value
“Total Comp”)
 Communicate philosophy (e.g. competitive, market
leader)
 If there is trust, its believed, if not – bigger issues
• Advertise the “product” – the recruiters do with theirs

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Raise Perceived Value - Managers
• The surveys say...
 Best way to get a raise – switch employers?
 Poor link between good performance and pay
increases - low pay differentials – do you pay 5X
 Pay administration could be better (Steve Carrell)
 Rank work/life as #1 or #2 reason
in taking a job – are your managers your rewards
brokers? Give them tools to KYC.

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Raise Perceived Value - Rewards
Total Value Statement – Employee vs Contractor
Base
+ Bonus pay
+ Government benefits
+ Time off
+ Benefits
+ Pension
+ Other (L&D, enviro)
= Total
100%________
________
________
________
________
________
________
________
Paid Degree

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Breaking through the Barriers to Communication
?

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Ask Employees – Set Goals
• How employees perceive the current program
• How well they understand it
• How they get information about pay and benefits
(formal and informal)
• What are their communication preferences?
• Tools: surveys, focus groups, interviews, anecdotes
• Set goals to improve (SMART)

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Identify Audiences and Needs
• Identify the needs and characteristics at each target
audience (including concerns, sensitivities, dual roles,
etc.)
• Consider learning styles (giving directions) and focus
eg USA Today
• Look at demographic bands - age, level, salary, other
• Consider the effect you want to create.
• Consider contractors/freelancers

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Lead The Work
SHRM study of C-Level executives, including HR executives, in
which 40 percent anticipated that a non-
traditional employment model(or project-
based employment) would be the employment
model in the next decade.

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Lead The Work
• Marketing has used freelancers for years
• Can deconstruct roles like JE eg compensation
manager
Other
High
End
Work
Low
end
Work

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Offer and Communicate TR to HIPO Pool?
17
Eg Wonolo

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Identify Tactics and Tools
?

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Planning – Provide a Roadmap

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Make it Visual
• Headlines get 5 times the readership
• Twice as many people read photo captions
• Headlines, subheads, menus and bold text should tell
the reader what is being explained in the text
• Illustrations and graphics — simple & catch the eye
• Look beyond the individual page - telling a story (deal
pitches)

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KISS – The One Minute News Cast
• Promise the reader:
 a benefit (WIIFM)
 news
 helpful information
• Make your promise specific, for example:
“With the improved incentive plan, your income could
increase by 10%. Let’s see how.”
or
“No one will be disadvantaged by this change.”
KISS - “Short words are best, and the old
words when short are best of all”
W. Churchill

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Use Characters
• Rather than a complex pension formula, use an
identifiable character, e.g.
a “Rick”
• Employees can generalize personal circumstances
from the character presented. Therefore, the
characters should be:
 Specific (provide details)
 Relevant to audience (age, income)
 Easy to understand

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How is Your TR Content Organized
Build e-bridges among HR dept functions to showcase TR
401K Work ExpLearning Policy Benefits
HR

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Summary – Connect Dots
?

25. AGENDAAGENDA NVision Consulting Ltd.
Talent Takeaways Series
416-406-2308
tony@nvisionconsulting.ca
www.nvisionconsulting.ca

26. AGENDAAGENDA
 Downloads
 Recorded Webinars
 Product Tour & Demo
Resources & Support
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27. REWARDview | Total Rewards Software
Talent Takeaways Series
Connect, Communicate & Engage With Your Employees