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By: Kathy Albarado on April 9th, 2014

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Engaging your team… articulate the behaviors that lead to success.

Communication | Total Rewards | Best Practices | Employee Relations

mh900295860Do you get the sense that your employees feel undervalued and/or unappreciated, but you can’t figure out why? You’ve done everything you can think of in making your salaries competitive, offering comprehensive benefits, implementing employee recognition programs, yet the employee morale just isn’t where you think it should be. Perhaps this discovery was revealed after an employee engagement feedback survey.

You’re confused, you’re frustrated, and you’re not alone. At Helios, we are often approached to conduct employee engagement surveys for organizations facing this challenge around Washington. While sometimes we find that the organization needs compensation benchmarking to be more competitive or maybe their programs could use a little redesign, we also commonly find that it is not the programs in place that fall short.

As leaders, we miss opportunities to communicate our employee value proposition and the corresponding philosophy that supports our programs and offerings.  Considering that people need to hear messages at least seven times and learn through various ways, it is not at all surprising that there is a disconnect between the perception of how frequently something is communicated and the actual communication that is heard.

The first step in overcoming this challenge for leaders is to formalize their philosophy on total rewards.  To learn more about the value of a total rewards philosophy click here.

Developing a total rewards philosophy is a critical element in ensuring that your organization has a tool to help you drive human capital decisions and communicate those decisions to employees.  By first articulating your total rewards strategy you help your team understand how decisions impacting them get made and you clarify the behaviors that are rewarded. You can never over communicate the behaviors that drive the values of the organization. In fact, more frequently people tend to list lofty values at a higher level. They may post them on their website, on posters or plaques in the office and hand them out in wallet sized cards even. Yet too often they fail to identify the specific behaviors that define their values. Excellence, quality and accountability may look different to you than it does to me.

Help your employees be successful. Ensure you implement a communication plan that defines your total rewards philosophy, programs and the behaviors that define the company values. In doing so, you’ll not only attract and hire the right people that fit your organizational culture, you’ll have a much more engaged team!