Spanning the Globe - Building an Effective Total Rewards Communication Campaign

Sep 16, 2026

Uploaded by Eliana

Building an effective total rewards communication campaign explains why employee benefits and total compensation statements matter beyond cash pay. It frames global challenges in communicating “big picture” value and highlights cultural factors such as salary sacrifice, rice allowances, and state-sponsored benefits. The paper also details the two-way role of total rewards statements in recruitment, retention, and benefit adoption, supported by survey findings and international success examples.

LanguageEnglish

CategoryPresentations

FormatPDF

Pages5

Reading Time2 min

AccessFree to download

Spanning the Globe

Building an Effective Total Rewards Communication Campaign

Total Rewards: A Two-Way Benefit

Wasted Opportunities

Goin’ Global: International Success Stories

Spanning the Globe: Building an Effective Total Rewards Communication Campaign Organizations across the globe have learned that the best employee benefits on earth are meaningless if employees don’t know they exist. Take a look at any total compensation statement and it’s clear that cash compensation is only part of the financial rewards picture. The dollar value of medical and dental insurance , life and disability insurance , retirement benefits and more typically make up an additional 30 percent of an employee compensation package. The trick for employers is to convey that “big picture” value to their workforces. Total compensation statements are one of the best ways to communicate the total value of a salary and benefits package , and they’re used widely throughout North America. But what happens when a corporation goes global? Expanding to other countries brings its own set of challenges. Communicating the big picture requires the right cultural lens. For instance, in countries such as Germany and Australia , employees engage in“salary sacrifice,” which happens when an employee gives up the right to part of their cash remuneration in return for retirement or other non-cash benefits. In some Asian-Pacific countries , employees are entitled to a “rice allowance,” as well as other allowances such as travel and lodging. Other countries present a dilemma when employees receive state-sponsored benefits , rendering irrelevant any employer-provided benefits. This is the mission of the international compensation statement: to overcome cultural differences , convey the true value of an employer’s salary and benefits , and unify how it’s communicated from organization to employee. Such a global task may seem daunting , but HR professionals and compensation managers are quickly learning that once they get past the intimidating first impression, there’s far more bark than bite. The trick for employers is to convey that “big picture” value to their workforces. 1 Total Rewards: A Two-Way Benefit Once used solely for existing employees , total compensation statements have emerged as a valuable recruiting tool. A decade ago, these statements were simply a personalized rundown of how much an employer paid an employee to work for the company. Today, they’re an effective way to lure new talent , reduce turnover, and keep longtime employees committed. Other companies are using statements to encourage employees who don’t take full advantage of benefits like 401(k) plans or wellness programs to take action. Even as companies have moved away from shouldering the bulk of retiree and health care costs and shifted some costs to employees , it doesn’t take a rocket scientist to see the sizeable investment they still make. Some employers even tie their organization’s business goals into reward statements so that employees can see first-hand how close they are to the targets. Happily, employers who offer perks are enjoying their own benefits. In a 2011 study by Aon Consulting , 90 percent of employees have a higher appreciation for the value of their employer-provided benefits after receiving these statements. Ninety-five percent said they would save their statements and refer to them throughout the year. While the economic downturn has caused scores of companies to curtail benefits, recent studies suggest that the benefits scene has stabilized. A June 2012 study by the International Foundation of Employee Benefit Plans reports the majority of employers do not plan to change their health-care plans by 2014–even though they are bracing for added costs. Over 86 percent of employers surveyed did not anticipate changing their health insurance offerings. In fact , more employers are offering benefits that encourage employees to improve their health in 2012, according to the June 2012 Employee Benefits Survey by the Society for Human Resource Management (SHRM) . Wasted Opportunities Clearly, it’s more important than eve

FAQs

Why are total rewards communication statements important to employees?

Total compensation statements help employees understand the full value of benefits beyond cash pay, including medical, life, disability, and retirement components.

What communication challenges arise when an organization goes global?

Different countries and benefit cultures require a “cultural lens,” such as salary sacrifice arrangements or allowances, and some systems reduce the relevance of employer-provided benefits.

How do total rewards statements support recruiting and retention?

They can act as a recruiting tool, reduce turnover, and encourage employees to take action on benefits they may not use fully.

Sep 16, 2026

Uploaded by Eliana