All Employee Reward.

An effective reward philosophy and strategy will combine individual reward components and ensure that they are working together as a single package, creating  value beyond the sum of its parts. Creating the right blend for an individual business will deliver tangible value by meeting the needs of employees whilst helping to manage cost and focus investment for the employer in a way which reinforces their values and performance aspirations.

Increasing levels of regulation being introduced around the world are creating additional complexity that employers need to manage. We look to develop pragmatic and experience-led solutions that help to take the complex and make it simple. We have specific expertise in:

• The EU Pay Transparency Directive

• Gender Pay Gap Reporting in UK and Ireland

• Ethnicity Pay Gap Reporting (UK & Beyond)

Our work in this space is underpinned by the Gradar analytical job evaluation method and its market-leading technology platform. This proven methodology has been used by employers across a wide range of business sectors and of varying sizes for over a decade. We take the excellence of the Gradar methodology and combine it with our individual expertise to create solutions which add value beyond the grading structure itself

The focal point of reward packages today is still base pay and yet it is the element which is most often overlooked when it comes to review and design. We provide an independent perspective on the effectiveness of your approach and practical recommendations on how it can be enhanced to ensure it is fit for purpose, compliant with transparency regulations and adding value to the business and employees.

Annual bonus schemes are an important part of the reward proposition and can add significant value. We help our clients avoid a culture of bonus entitlement and ensure the scheme creates a shared sense of purpose whilst reinforcing and rewarding the desired performance outcomes.  Furthermore, all of this is achieved with a focus on transparency and the need to ensure that awards are defensible and underpinned by a consistent methodology.

The underlying principle is very simple, to reward an individual for their sales performance in a clear and motivating manner. However, Sales Incentive Schemes can become overly complex and demotivating meaning they fail to deliver on their potential for the business or the individual. Our approach focuses on the performance needs of the business whilst also considering the needs and motivations of the sales professional.

A performance management scheme is one of the most impactful communication channels in an organisation’s toolkit. The behaviours and outcomes that are celebrated send powerful messages about an employer’s values and culture. Schemes are also becoming an increasingly important part of an employer’s pay transparency response as they can provide a clear justification for pay differences.

The period immediately following an M&A can be highly challenging with pressure to integrate employees quickly and to develop reward frameworks that are relevant for the new business. We understand this pressure and the need to work at pace, and in partnership, to deliver bespoke approaches for the new entity. We are also cognisant of the fact that, in such situations, the development process can be as important as the final solution adopted.