How Can You Enable Transparency in Reward Communications?

The need for transparency around rewards and recognition is increasing. Fortunately, there are tools available to help organisations evaluate, compare and communicate this information to their employees.

How Can You Enable Transparency in Reward Communications?

21 Dec 2017 by  Emma Le Grice

Employee perceptions of remuneration and rewards is a topic that is regularly identified as an area to be addressed within organisations and can cause substantial angst among HR practitioners, managers, and employees alike. Employees are increasingly seeking clarity around how remuneration packages have been determined and requesting greater transparency around how job roles are benchmarked and remunerated equitably. Indeed, the Aon 2017 Trends in Global Employee Engagement report also highlights this as a key topic, citing 'rewards and recognition' as the top engagement opportunity globally for 2017.

In the digital era, employees are becoming increasingly savvy and are accustomed to being able to instantly access any information they need. However when it comes to remuneration, this information is just not available in some organisations. Information may not be readily accessible, managers may not feel comfortable articulating the concepts—or perhaps they simply don’t have the information themselves. This lack of information can ultimately create a perception of mistrust for employees and contribute to employees becoming frustrated and disengaged.

This trend of increased expectations for transparency will continue to increase, along with greater scrutiny on what is perceived to be fair.

So with these growing requirements, how can organisations put the right things in place to become more transparent and ensure that their managers can clearly explain the concepts behind their employee’s remuneration?

Leveraging technology for greater transparency on remuneration

There are a few essentials that should to be in place to in order to facilitate becoming more transparent. These include:

  • a job framework that is the ‘right fit’ for your organisation

  • remuneration levels attached to this framework

  • understanding and addressing the outliers

  • clear linkages to other ‘people areas’ such as career development

  • the right tools to enable great communication to occur.

Fortunately, there is technology available that can support with evaluating and benchmarking jobs and remuneration-related information within your organisation.

Aon's JobLink™ provides organisations with the technology to enable easy facilitation of job evaluations, using modern, easy-to-understand language. This gives managers a vocabulary (using concepts such as knowledge and application, problem solving, impact and accountability), enabling them to clearly explain concepts on role size to their teams.

JobLink™ is linked to Aon Hewitt’s extensive remuneration database and can be effectively implemented in organisations, connecting to other key aspects of the ‘people portfolio’ including, organisational design, career development, succession planning, performance management and reward.

Start a conversation with us

Need help creating a customised, best-fit solution for your organisation? Get in touch with us so we can work with you to implement JobLink™.

Emma Le Grice

Emma leads the New Zealand Reward Consulting Business. She has over 15 years' experience in performance and reward, remuneration, HR systems and generalist human resources in NZ, Australia and the UK. Emma has gained her experience working in diverse organisations ranging from both medium-sized local to large multinational organisations, and a variety of industries, including; information technology, property, professional services, hospitality and aviation.

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