Total Rewards Executives face current challenges of personalization and customization while creating centricity of options. Total Rewards includes not only the traditional elements of pay and benefits, but it recognizes that people want to enjoy their work and, when they finish the day’s work, they want a life from which they get pleasure. Each component of the Total Rewards Package must be viewed as not only based on its own virtues, but also in the context of a big picture. Ultimately, the "whole" should be bigger than the sum of its parts, and it is the totality of the Total Rewards Package that will make a difference and meet both the company’s objectives, as well as, the employees’ needs.
For some people, “culture” is still a kind of invisible, hard-to-define concept. However, when you point out an example of a great culture it sort of “smacks you in the face with its concreteness.” As a customer, you can feel it when you walk in the door. During this engaging session, panelists will discuss how they leveraged their employee satisfaction and engagement, to create a customer experience, unlike any other, and how introducing employee driven initiatives, created a workforce of exceptional customer service.
Rapidly shifting employee demographics is one most significant changes affecting compensation and benefits innovation and management. Depending on the employee, rewards perceived as valuable can range from traditional benefits such as stock options, retirement planning, 401Ks, or HSAs to emerging benefit trends such as flex-time, on-demand assignments, student loan repayment assistance, and career-pathing. In this session, we will share insights and experiences in: