Executive Perspective on Total Rewards Integration
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The Opportunity of Total Rewards Integration
Virtually all HR leaders (95%) see the value in integrating total rewards.
And year after year, top talent worldwide consistently cite total rewards as crucial to their engagement.
Furthermore, improving employee perceptions of total rewards can impact Intent to Stay by as much as 34% and Discretionary Effort by as much as 15%.
The Challenge with Total Rewards Integration
Despite an increasing emphasis on total rewards, less than half of programs (44%) are successful.
As a result, 90% of organizations are planning major changes to their total rewards programs.
Anticipated changes vary greatly, signaling real confusion
in the industry as to how to build successful total rewards.
In fact, 83% of HR executives admit to not having clear steps to effectively integrate total rewards.
What the Best Companies Do
To help organizations achieve the promise of total rewards integration and avoid wasting more time, resources, and effort, CEB studied the best and worst total rewards programs at nearly 100 organizations. We recommend you follow these key steps:
- Establish a compelling total rewards goal. It's not enough to simply communicate without a broader strategy in place.
- Organize the function for optimal total rewards delivery. Designs and communications, no matter how thoughtful, will not succeed if not based on a strong foundation.
- Create connections between each step of the total rewards transformation. Ensure total rewards teams are focusing on the right integration activities at the right time.
In the News
"Total Rewards Integration in Six Steps"
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CEB Total Rewards Leadership Council
Improve key talent outcomes with support in total rewards benchmarking, employee preferences, design, and communication.
Total Rewards Optimization Support
Optimize total rewards for key employee segments by measuring the return on individual offerings.
Con-way saves approximately US$280,000 by using CEB resources to roll out its redesigned job and bonus structure.
I need a team of people who know and think this stuff, and approach Talent and Total Rewards in a completely different way, a more advanced way — and [CEB staff] really support that."
Financial Services Firm