Is Your TOTAL REWARD Strategy Working?

Every organization has a compensation strategy, however not all of them are managing their Total Reward in the most optimal way.

The goal of an effective Total Reward programme is to attract, motivate and retain the best talent with the necessary skills and experiences, uphold organizational culture, and motivate behaviors that lead to achieving strategic goals.

Take this survey to find out the strengths and weaknesses of your compensation strategy, as well as compare its viability with other Total Reward systems.

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1. Do you know which other companies you are competing with for the best talent?

Yes

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2. Does your management team know which other companies you are competing with for the best talent?

Yes

Some of them

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3. Do you know what makes your company stand out when competing for the best talent?

Yes

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4. Have you and your management team reached a consensus and defined attributes that help your company stand out when competing for the best talent?

Yes

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5. After defining salary bands in your company’s compensation structure, do you ever make exceptions for individual employees?

RARELY, less than 1 in 10 employees

OFTEN, more than 1 in 10 employees

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6. Does your compensation structure and principles help your company achieve its strategic goals?

Yes

Somewhat

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7. Is compensation related to employees’ results?

Yes

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8. Is compensation related to employees’ competency level?

Yes

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9. Does your company have a compensation policy or compensation strategy guidelines known to your executives?

Yes

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10. Does your company have a compensation policy or compensation strategy guidelines known to the entire leadership team?

Yes

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11. Does your company have a compensation policy or compensation strategy guidelines known to all employees?

Yes

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12. What is your annual voluntary turnover rate?

Slightly lower than the industry average

In line with the industry average

Above the industry average

I'm not sure

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13. What is the main reason that employees are leaving your company for?

Career progression

Better compensation

Better work conditions

Organizational culture

Managers’ competence

I'm not sure

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14. How do you know about the main reasons the employees are leaving your company for?

We perform exit interviews

We know our people well

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15. Has your company ever participated in salary surveys?

Yes

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16. Do you review your employees’ salary every year?

Yes

Regularly but less that once a year

More than once a year

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17. Do your employees know the value of their role, i.e. the salary band for their role?

Yes

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18. Do your employees know the value of other roles, i.e. the salary band for other roles?

Yes

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19. Does your company have a variable pay system (bonuses, incentives, profit sharing, stock options, etc.)?

Yes

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20. Do you, after paying out variable pay (bonuses, incentives, profit sharing, stock options, etc.), analyze its volume and individual, team, company results?

Yes

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21. Does your company provide perks (health insurance, additional time-off, pension contributions, compensation for sports and leisure programmes, etc.)?

Yes

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22. Do you calculate the value of your perks package and communicate it to the employees?

Yes

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23. Do you pay attention to your Total Reward strategy communications?

Yes

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24. The topic of Total Reward management is relevant to us?

Yes, we would like you to reach out to us

Other areas of people management are more relevant to us, and we would like you to reach out to us

Thank you but the topic is not relevant to us at this time

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25. Your contact details

Name

Company

Industry

e-mail address

Phone number

Is Your TOTAL REWARD Strategy Working?

Question Title

1. Do you know which other companies you are competing with for the best talent?

Question Title

2. Does your management team know which other companies you are competing with for the best talent?

Question Title

3. Do you know what makes your company stand out when competing for the best talent?

Question Title

4. Have you and your management team reached a consensus and defined attributes that help your company stand out when competing for the best talent?

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5. After defining salary bands in your company’s compensation structure, do you ever make exceptions for individual employees?

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6. Does your compensation structure and principles help your company achieve its strategic goals?

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7. Is compensation related to employees’ results?

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8. Is compensation related to employees’ competency level?

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9. Does your company have a compensation policy or compensation strategy guidelines known to your executives?

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10. Does your company have a compensation policy or compensation strategy guidelines known to the entire leadership team?

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11. Does your company have a compensation policy or compensation strategy guidelines known to all employees?

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12. What is your annual voluntary turnover rate?

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13. What is the main reason that employees are leaving your company for?

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14. How do you know about the main reasons the employees are leaving your company for?

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15. Has your company ever participated in salary surveys?

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16. Do you review your employees’ salary every year?

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17. Do your employees know the value of their role, i.e. the salary band for their role?

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18. Do your employees know the value of other roles, i.e. the salary band for other roles?

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19. Does your company have a variable pay system (bonuses, incentives, profit sharing, stock options, etc.)?

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20. Do you, after paying out variable pay (bonuses, incentives, profit sharing, stock options, etc.), analyze its volume and individual, team, company results?

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21. Does your company provide perks (health insurance, additional time-off, pension contributions, compensation for sports and leisure programmes, etc.)?

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22. Do you calculate the value of your perks package and communicate it to the employees?

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23. Do you pay attention to your Total Reward strategy communications?

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24. The topic of Total Reward management is relevant to us?

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25. Your contact details

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26. Number of employees at your company