Organizations can maximize the impact of their rewards and recognition and benefits programs if they align these efforts under a holistic approach known as Total Rewards 2.0. That’s one of the key findings of this Enterprise Engagement Alliance Youtube show designed to help management at all levels optimize the results of their engagement efforts.

Companies can optimize employee engagement by better aligning their rewards and recognition and benefits strategies towards a clearly defined organization purpose and goals, report panelists Missy Dunn, Vice President, Client Sales, Abenity Inc.; Maggie Drucker, Chief Relationship Manager, ProsperBridge; Darwin Hanson, CEO, TMEvolution; Matt Gregory, Assistant Vice President, Lockton Companies, and Bob Randall CEO, Transcend Engagement.

Key findings:

• Most companies do not currently align their benefits and rewards and recognition programs as part of an overall employee engagement strategy, but that has begun to change even before the pandemic and has accelerated since then.

• Most companies have low levels of engagement in benefits programs, because even senior management are not aware of all the options, These programs and employee engagement can be greatly enhanced through a one-to-one conversation between an employee and a regular person representing human resources each month.

• Very few companies have any awareness of upcoming Securities & Exchange Commission human capital disclosure requirements that likely will include metrics on worker engagement and turnover; pay and benefits; turnover; health and safety, and diversity, including that of the board. These disclosure rules will also affect large private companies in their supply chains as well as private-equity financed companies.

• Companies that wait to address the workforce disclosure requirements risk significant embarrassment if they are not even yet aware of their current metrics and a plan to enhance them. Human resources and sales management may be called in quite suddenly to address return-on-investment metrics of their various activities with little time for preparation or optimization of results.

• There are now a wide variety of benefits programs offering clear discounts on entertainment, amusement parks, restaurants, local businesses, travel, cars, health and wellness services and much more that can provide more value than the typical raise in pay.

• Traditional recognition and incentive companies have not become involved with benefits because it’s not in their background but represents a significant and natural growth extension with clear ways to benefit their clients and their own companies.

Panelists are:

Maggie Drucker, Co-Founder, Chief Relationship Officer, Prosperbridge, a financial benefits company that offers Personal Prosperity Assistant for a scheduled check up with employees each month.

Email: Mdrucker@Prosperbridge.com

Missy Dunn, Vice President, Client Sales for Abenity Inc., a provider of employee benefits services for companies throughout the US.

Email: missy@abenity.com

Matt Gregory, Assistant Vice President, Lockton Companies, a leading business insurance and human resources and benefits company.

Email: MGregory@lockton.com

Darwin Hanson, CEO of TMevolution.com, an HR technology, compensation, and benefits advisory company.

Email: Darwin@tmevolution.com

Bob Randall, CEO, Transcend Engagement, an engagement advisory company that offers a full suite of technologies and professional development services.

Email: Bob@transcendengagement.com