601: For an Effective Total Rewards Program, Go to Outcomes!
Differentiate rewards for key high performers, and align a total rewards program to company goals, objectives and values.
To build a total rewards strategy that creates and supports a high-performing workplace — design backwards! Start with what you want your program to achieve. Answer key questions, such as “How much do we pay employees when we meet financial goals or underperform?” “What value do we place on health and well-being, income protection and retirement contributions, versus cash compensation?” Build an effective program that includes career development, cash accumulation, health, disability, life insurance, retirement savings and recognition.
Jennifer Green, SPHR, has 20+ years of experience in corporate global HR and total rewards senior leadership roles with Silicon Valley companies including Seagate, Synopsys, Logitec, KLA, and Syntex (now Rosche). She has spent much of her career designing, developing, assessing and implementing total rewards programs, including global company mergers and integrations, and sales incentive programs. Jennifer has consulted to companies as diverse as BEA, Netflix and Accuray. She is currently writing a book on "Cowboy Leadership" which uses her extensive working cowhorse show background as a metaphor for leading and engaging employees.
