How a company decides to structure their reward package can provide additional leverage in the  recruitment process, can impact employee motivation during the year and can influence an employee’s decision to stay with you as opposed to joining a competitor.

Whether you are starting from scratch or reviewing your existing approach, we can guide you through a structured process which will ensure you have transparency from your Business Strategy through to your reward package. As a result you will have an appropriate cost base and a distinctive offering that reinforces your employment brand.

Our detailed diagnostic approach will require consideration of three perspectives:

• Top-Down ( Internal) : how can reward be consistent with the company goals?
• Bottom-Up (Internal) : what is important to your current employee base?
• Out-In (External) : what’s out there in the market that you need to match, emulate or mitigate?

The diagnostic process will ask you to consider both the philosophy behind the Reward offer and to determine which of the array of potential reward elements need to be included. As part of the dialogue we will model both the cost and cultural implications of offering the proposed package to all employees compared to tiering it in line with your capability or job-evaluation infrastructures. With the outline of your bespoke approach designed, we will then negotiate with 3rd parties on your behalf to ensure that your vision of the Reward offer can be delivered. Critically our support does not end there, as we then bring our experience to help you implement your chosen Reward package.

Once the diagnostic process is completed, you control our involvement. Dependent on your needs we could project manage the whole process for you or we could mentor an existing member of staff to manage the process internally. The outcome will always be a deliverable Reward package which has maximum impact for both the organisation and your employees.

< < Back to HR