How can you design compensation and benefits campaigns that engage employees?

In my belief, authenticity and relatability are at the heart of engaging compensation and benefits campaigns. I've found that incorporating the voices of employees is fundamental to bringing the value proposition to life. I believe in the power of personal testimonials. Whether in brochures or on webpages, featuring employees' images and quotes vividly illustrates how benefits impact both work and personal life. I think involving employees in campaign creation, like through company-wide auditions for videos, generates excitement before launch and builds a network of eager advocates. This could include also designing perks for employees.

Tailor compensation and benefits to individual employee needs and aspirations. Consider offering flexible packages where employees can choose from a menu of benefits that align with their personal goals.

Un tema fundamental, es segmentar a los trabajadores, según sus intereses y motivaciones, a fin de entregar beneficios que sean una real motivación para cada grupo de ellos.

Las campa?as de este estilo son muy atractivas y seducen el sentido de pertenencia de sus destinatarios. Usualmente su efectividad decae en el tiempo porque más allá de ser conceptualmente fuertes sostenerlas supone todo un desafío. El no dise?ar el camino, el cómo hacer las cosas de manera correcta, genera pronto - mucho antes de lo que se espera - un desvío producto del cansancio y desaliento. Saber que esperan de una persona es condición necesaria, aunque no suficiente. Un Master Plan en este sentido debe brindar herramientas. Las mismas que otorgaron éxito a los fundadores. Stephen Covey en su libro, el 8vo Hábito, recomienda empoderar a las personas para que no sean meros seguidores sino potenciales líderes.

Es muy importante conocer a los colaboradores, sus motivaciones e intereses. E igual de relevante es definir cómo la empresa define su propuesta de valor y la composición de las distintas compensaciones dentro de ésta, de qué forma se quiere diferenciar.

This is most fundamental – to ensure authenticity and relatability in any benefit communication, engaging and featuring employees is paramount. Bring the employee value proposition to life in their words. For example, in a brochure / webpage on C&B offerings, add an image and a positive quote (testimonial) from your employee. Bring out how the benefit translates into impacting one's work or personal life. You can keep increasing the level of engagement in your campaign. For example, if you are making a video, run a company-wide audition for your employees. This way, even before your campaign has hit the market, you have already created buzz and have a ready army of excited employees to hit the share button when the campaign goes live.

Pilot small-scale compensation and benefits initiatives led by employees themselves. This allows employees to test new ideas and concepts, fostering a culture of experimentation and innovation within the company.

Consider incorporating personalized learning and skill development opportunities within compensation and benefits campaigns.

Most important, be creative as long as it: - Bring value to your employees - Aligns with their phase in life - Aligns with their position on Maslow's pyramid Fun to be creative, but killing to be creative and losing sight of reality. Your employee's reality that is.

Understand the employees' pulse, interests and the engagement spirit. If the audience is very easy going, come up with new ideas/programs that you never tried earlier. It can be in the form of gamification, townhalls specific to compensation, interactive polls or wellness programs. In case the audience is high on energy, add the flavour of trending social media content to the existing program. For eg, memes, options to choose their benefits, role-play, activities around the subject etc. Play around with your creativity and don't be afraid to experiment. This way you will keep your employees engaged & educate them well about compensation & benefits.

Leave benefit and compensation buzz words off your communications. Put everything in layman's terms. This is not the place to showcase your knowledge, but to have employees pick up something potentially new of their own. Employees are turned off by complicated jargon and will not engage no matter how creative your attempts.