Many larger organisations regularly check in with their employees through surveys. But managers can always simply inquire directly during the employee evaluation meeting. In any case, the feedback can serve as a guide to better tailor your compensation packages to the needs of your people. With greater appreciation and more engagement as a result.
Tip 4: respond to individual needs
Depending on their stage in life and living situation, each employee has specific needs. In terms of remuneration in cash or mobility solutions (e.g., company car or bicycle, public transport pass), but also with regard to work-life balance, personal development, (informal) family care and so on. By personalising the remuneration package, you can optimally respond to these needs and once again increase the appreciation of the salary package.
On top of that come the big milestones in life, such as marriage, birth or retirement. Offering special benefits in response to such an event adds a personal touch to the remuneration package. If you offer these benefits, take the milestone in question as an opportunity to communicate this explicitly with your employee.
Tip 5: get everyone involved
Because it’s not so much the number of benefits or the salary that has an impact on employee satisfaction, but clear communication about it. This is shown by a study conducted by Vlerick Business School.
Your marketing and communication people can undoubtedly do their part to promote the remuneration strategy. By involving the recipients of the message early on, you significantly increase the chance of success.
Finally, one more thing: almost every organisation today recognises the importance of communicating about remuneration, according to research. The results show a twofold increase in this awareness compared to 2018, offering solid evidence that attitudes have evolved in this area. Now it’s important to involve management and all supervisors, in addition to HR. Because talking about remuneration remains a shared responsibility.