Leveraging evidence-based insights re how Rewards become rewarding … or sometimes don’t
CORPORATE VITAL SIGNS™ METRICS for TOTAL REWARDS PROCESS
♦ TARGETING … ♦ MONITORING PROGRESS … ♦ FINE TUNING STRATEGY
Recent case studies:
⊕ In 2016, three corporate clients .. using Total Rewards .. were surprised by their number of senior executives’ resignations.
⊕ Our analysis of the three executive groups’ year-over-year Corporate Vital Signs (CVS) trend reports provided a forecasting explanation, plus a focus for preventive action.
⊕ In these companies, recent years’ corporate changes .. initially mostly impacting mid-management teams .. had trickled up to downgrade these executives’ projected Worklife ROI. So, they left. This down trend was visible in their gradually poorer VitalityPro™ scores in Job Commitment and in Work Satisfaction and metrics.
How staff mindset or team work culture filters Total Rewards inputs
We recommend that a company’s Total Rewards strategy be guided by Corporate Vital Signs™ metrics:
Value of diagnostics ⇔ Relevant + targeted + evidence-based early intervention
* Notes1: CVS metrics are directly compatible with Total Reward’s (1) underlying dimensions, and its (2) focus on how individuals and teams evaluate their personal returns-on-investment [their overall Working Life ROI]
* Notes 2: The aggregate executive team CVS report or the individual executive’s VitalityPro report directly target their most beneficial Rx for Building on Strengths while Reducing Risks for their productively engaged wellbeing. Our evidence-based strategy for: