The increasing complexity of modern remuneration arrangements brings with it new challenges in developing communication systems of sufficient sophistication - yet also clarity - to ensure effective employee understanding of the reward environment.
In this report, e-reward investigates the issues involved in communicating reward based on detailed case studies of the communications process in two organisations: the world’s largest building society, Nationwide, and leading financial and business adviser Grant Thornton.
In our first case study, the emphasis is on the communication of changes to pay progression and bonus systems at Nationwide as well as an exploration of reward communication more generally within the society. The second case study focuses specifically on the communications surrounding one major reward project - the introduction of flexible benefits - at Grant Thornton. The e-reward research illustrates how the heightened focus on communication among employers has been driven by a number of specific factors linked to the growing complexity of reward.
CONTENTS
INTRODUCTION
CASE STUDY 1: NATIONWIDE BUILDING SOCIETY
Why is communicating reward important?
Reward background
Pay and grading at Nationwide: Overview
External environment
Researching employee views on pay
Identifying problems
Changing focus of communications
Achieving balance
Highlighting choice
Lessons learnt
CASE STUDY 2: GRANT THORNTON
Why is communicating reward important?
Reward background
Ensuring two-way communications
Impact of employee feedback
Communicating the new programme
Who communicates what?
Formal communications
Results of implementation
Total reward
Employee feedback on the programme
Lessons learnt
