The WorldatWork Handbook of Compensation, Benefits & Total Rewards: A Comprehensive Guide for HR Professionals

Chapter 5. Communicating Total Rewards

Ineffective communication is a deal breaker. A company can have some of the most well conceived, elegantly designed programs, but if the word doesn’t get out to people—current and prospective employees alike—then it’s all for nothing because, ultimately, the value of a total rewards program is defined by the recipient. If employees do not perceive value, then companies do not benefit in terms of engagement, productivity, or improved business results.

Unfortunately, very little excellent communication on total rewards exists. At best, companies tend to provide a list of what the elements are. An effective communication approach will not only clear away the confusion for employees, but will enhance the perceived value of the program.

So, what keeps employers from providing better communication?

• Fears about Unintentionally Raising Expectations to Unattainable Levels. For example, some employers have found that their efforts to be recognized as a “best employer” led to an increased entitlement mentality among employees. But the concern about raising expectations goes beyond fears about unintended consequences. Some employers are genuinely concerned about their ability to make any promise to employees that they will not break someday.

• Cluttered Channels. Getting attention is difficult. Getting information across is nearly impossible for many companies. Yet, major airlines let their customers choose the channels—monthly statements in the mail, special ...