5 Ways to Improve Total Rewards Communication During Covid

HR and compensation professionals know that total rewards communication is a proven way to increase employee engagement and retention.  

With many associates working from home to help curb the spread of Covid-19, this is the right time to enhance total rewards communication. 

Employees are more isolated than ever before.  We can use greater communication about rewards to tighten the relationship between employer and employees in these days of remote work.  

Of course, heightened communication helps employees gain a better understanding of the rewards and benefits that are available and supports the sense of purpose we all want.  

Total rewards communication can take the form of routine e-mails or a dedicated on-line site that displays personalized information for associates to access.   In any form, the value to employees is significant. 

Here are five ideas to consider for upgrading how you communicate total rewards:

1. Show What Benefits are Available (not just what is used by an employee)

Remote work usually means less interaction between employees, managers and HR.  Casual conversations in the office between work friends will often bring up the availability of certain benefits and how to take advantage of them.  Conversation in the break room: “Oh, I didn’t know we had a student debt repayment program.”   

With Total Rewards Communication, it is easy to include information about all of the available benefits offered by the company. While this will not fully substitute for spontaneous encounters at work, organized total rewards communication can be effective in distributing helpful information to associates during Covid.  The goal is to build awareness about the benefits and rewards available and share how to get more details. 

2. Link Rewards and Benefits to Company Purpose

The coronavirus is stressful for all employees. Anxiety is everywhere.  In these emotional times, it can be comforting to learn how the company and other employees are coping with the stress.  As part of the  total rewards communication, consider describing your EAP program or other available resources that can support associates and help deal with stress and fear.  

Just knowing that others are in the same boat can help. 

If your company supports or is involved in an activity to help people in the community with Covid, include that in the communication. Employees want to have a sense of purpose in their work.  And associates will continue working for companies that have a clear purpose in society and place a high value on the contributions made by employees. 

Communicating these items can strengthen the sense of belonging among employees and support the company’s goals and purpose.   

If there have been changes to the company’s compensation and rewards due to Covid, these can be explained in the total rewards communication, too.  For example, there are situations where salaries have been reduced or deferred to avoid furloughs or layoffs of team members.

3. Consolidate Everything in One Place

Employees appreciate having a summary view of all reward items in one place.   It is a hassle logging into multiple sites to find out the value of different elements, such as 401(k), tuition reimbursement and health insurance.  By summarizing all of the rewards and benefits in one display, employees get a clearer understanding of the full value of employment. Links to third parties can be supplied.

It is not hard to do this consolidation.  Identify the data sources, determine the frequency of bringing the updated information together and the format for displaying the content to employees.  Usually, three or four data sources cover most of the information:  HRIS, 401(k), Equity Plan, Health and Welfare Benefits. 

Consolidation makes it easier for employees to get a sense of the complete picture.   And it shows that employers are thoughtful about providing a range of rewards and benefits. 

4. The Rewards Journey - Frequent, Routine Communication

HR and total rewards professionals are aware that it takes continuous communication for employees to understand their compensation and benefits.   It never ends.   Sometimes, we get frustrated when employees ask about something that was just explained during open enrollment.  As always, human nature wins.   

Consider highlighting a particular benefit each month and explaining how that benefit can be useful.  Like all such communication, keep it short, simple and understandable.  

Including fresh content about rewards and benefits will keep associates engaged and interested in learning more about what is available.   And that is what we are trying to achieve. 

5. Take Advantage of Technology

The most important thing about total rewards communication is to really do it.  Technology is available to make it easier today than ever before.  Cloud-based Total Rewards Communication software, lets you access templates to accelerate the design along with easy to use content management functions to add personalized videos, images and text. 

Summary

Total Rewards Communication is always a critical function for HR and compensation professionals.  Taking your communication up a notch during Covid can be especially important - and well worth the effort.