8. Communicate Personally
• Total rewards communication must occur on a personal level to maximize the effects. In-person communication or tailored online content signals more weight and value toward the employee; it shows the organization takes this message seriously. Would an employee’ s performance review be delivered via email only? Probably not. In the same manner, do not leave total rewards communication to passive channels.
• Leveraging managers in this communication, when supplementing with an online portal, can drive perceptions of value for employees as it puts the manager in a better position to gain more trust and commitment from their team.
9. Maintain a Centralized Portal for Continuous Access
• Further tailoring the message with each employees’ numbers and statistics cannot be done manually— it takes a centralized portal built for such a purpose, with tailoring options built in. This portal should be easily accessible with consumable information for each employee.
• Many organizations try a homegrown approach; from Sharepoint to Dropbox, many methods have tried to deliver a tailored total rewards view for the employee. These efforts usually end in convoluted processes wrapped around a semi-tailored view that doesn’ t satisfy employees. A homegrown or manual approach also requires HR to become web designers and cloudstorage specialists.
• Using a purpose-built portal for total rewards communication will keep HR focused on the talent strategy, allow for tailored information for every employee, and help reinforce the central messages and theme you’ ve chosen.
Total rewards communication must occur on a personal level to maximize the effects. In-person communication or tailored online content signals more weight and value toward the employee; it shows the organization takes this message seriously.
18 HealthStream E-Book: Improve Outcomes Through Goal Setting and Performance Management