Your people define your culture and ultimately determine your organization’s success. The right rewards are critical. For most companies, rewards form the center of a talent strategy framework that supports the goals of your business. 


But meaningful rewards aren’t one-size-fits-all. They should be designed to achieve the right outcomes and reinforce your company culture. Will you need rewards that vary by geography, business unit, skill area, generation and employee demographic? For most companies, the answer is yes.


Business results are driven by people. And what are people driven by?

Your balance sheet may not have any line items on your employees’ enthusiasm, engagement or energy. However, these intangible factors are crucial to performance.


Your People Are Your Greatest Asset – Reward Them


The right rewards strategies provide employees with more than financial security and can lead to sustainably optimized performance. Finding the right balance can be tricky. In the era of choice, how you design and deliver this cornerstone of the employee value proposition is critical to your ability to attract and retain the workforce you need.


Effective rewards strategy design means embracing the needs of a diverse, multigenerational and global workforce. An even greater challenge lies beyond creating a flexible framework for a diverse workforce: anticipating employee needs for the future of work.


Designed to support individual career development

Creating a culture of skills and career development is vital for companies that believe internal agility, upskilling and reskilling are essential for meeting evolving consumer needs. How you design jobs within a career framework, reward horizontal and vertical talent movement, and reflect skills and proficiency in your pay guidelines should all support this goal.


How we can help

Our employee rewards professionals can help you:

  • Determine the best rewards strategy for your company — or harmonize strategies following a merger or an acquisition
  • Make the most of your new HR management system with a well-designed job architecture
  • Establish a career framework to support a more integrated talent platform
  • Implement base and incentive plans designed to meet your unique needs
  • Unlock organizational capability by focusing on skills and empowering employees to own their careers
  • Conduct a pay equity study and make a plan to strengthen pay equity within your company

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