Recognise This! – Strategic focus is deeply embedded in a strong Total Rewards profession moving forward.
Recent Total Rewards research conducted by WorldatWork surveyed 2,300 HR pros from around world on the top factors they see as critical to moving the Total Rewards profession forward. Those four factors from the research are listed below, with my comments.
1) Enhancing employee engagement
As engagement gains more and more acceptance in the broader community, there are also more and more detractors. This is to be expected as too many focus on the “engagement survey” and not enough on what the survey reveals or the actions taken as a result of the survey. But as this research shows, HR pros clearly understand that true engagement efforts draw employees deeper into the culture and expectations of the organisation, helping them contribute in more meaningful, valuable and worthwhile ways.
2) Quantifying HR impact on the organisation
“What gets measured, gets respected.” This twist on the common aphorism is of even more importance to the HR community as they are often shunted aside as the “party planners” who deal with “the complainers.” Moving out of this perception requires proving the impact of HR efforts in numbers the CFO cares about – the direct impact on the bottom line.
One of the most common complaints from employees is a lack of communication from management, especially on greater context for changing priorities and strategies. HR pros can play a critical role in helping to train managers to be better communicators, but they can also take steps to better communicate key messages more directly themselves through programmes under their direct control, such as strategic recognition that’s focussed on organisation priorities and objectives.
4) Tying rewards to business strategy
We all understand that we are paid for the work we do. But we become much more convicted in that work when we understand the underlying importance and value of our contributions to overall organisation success. This requires every employee both knowing the business strategy and knowing how they contribute to achieving it. Again, HR pros can help with a strategic recognition programme that makes strategic objectives the central focus. In this way, employees are recognised frequently and in a timely way any time they contribute to achieving the strategy in line with company values.
What factors do you see as critical to the success of the HR profession moving forward?
