How to maximise the value of bonus and commission schemes

Bonus | Commission

As with most things in HR, careful planning is at the root of driving efficiency in bonus and commission schemes. Only by putting the right amount of thought into designing schemes can they provide a continuous, circular benefit to employee and employer rather than an annual start-stop-restart train ride. This same planning should also ensure that employees are measured, tracked and communicated to in the right ways, and that you keep things as efficient and streamlined as possible, both in your policies and in your corporate governance.

Private sector facing new challenge of strike disruption: Steps to mitigate

With the effects of inflation combined with rising interest and the post-pandemic squeeze, HR departments have not faced a more challenging time in well over a decade. Wage growth is certainly not keeping pace with the current inflation rate of 11% but the same can also be said for the past few years. Most pay increases have done no more than keep things on track and, in real terms, across many industries and sectors, rises have still felt like a cut in pay.

How to effectively communicate recognition strategies

Employee engagement | Recognition

Effective communication for recognition strategies usually boils down to strong planning and delivery around the three key phases: pre-launch, launch and post-launch. This may sound obvious but there are plenty of key questions and considerations for each phase.

Thought leadership: Top tips on maintaining team morale

Motivation | Employee engagement | Thought Leadership

The financial statement has landed, pointing to tough months ahead. During these testing times of cost-of-living and interest rate rises, employment attrition and government uncertainty, it can be difficult for employees to feel settled. A lack of stability outside work can quickly transfer to how people feel in their jobs, especially if they’re isolated by hybrid working. So how can you build and maintain morale to help them through it?

Top tips to build a recognition strategy for a hybrid workforce

Recognition | Remote Working | Hybrid Working

Hybrid working has created a workforce often still united behind a common purpose, but fractured when it comes to knowing and understanding each other and enjoying each other’s success. As we’ve seen from social media, technology can play a huge role in bringing people together but in a corporate environment the challenge can often be keeping things personal. Here are some tips for sense-checking your own approach to recognising hybrid workers.

Our Autumn Quarterly Insights are here

Quarterly Insights

This quarterly report draws together the latest insights on pay and reward across various sources. It outlines the current analysis and future forecasts based on available data to support employers. 

How to align your reward strategy with your organisation’s ESG goals

ESG

Over the last five to 10 years, Environmental, Social and Governance (ESG) has grown in prominence as organisations have looked to show internally and externally that they are getting serious about being responsible. Increasingly, companies committing to equitable and sustainable business are outperforming those simply meeting legal obligations, and are also building happier workforces.

Rethinking your long-term talent strategy to address pay gaps

Gender Pay | Gender Pay Gap | Gender Pay Reporting

How do you make sure you always hire the right person for the job, while maintaining a balanced outlook when it comes to gender, ethnicity and disability? To answer this, we need to explore five main areas of talent management: Diversity in recruitment; Succession planning; Performance management; Learning and Development; and Retention. In this article I’ll be looking at the first three of these key pillars.

How to distinguish between bonuses and recognition and ensure both are valued

Bonus | Recognition | Reward

There is a distinct difference between a one-off reward and the steady drip-feed of recognition. Each carries different incentives, drives different behaviours and comes into its own at different times. Here we examine the key differences and how you can reach the holy grail of having them work together in perfect harmony.

How to use technology to ensure your recognition strategy is inclusive

HR software | Reward technology | HR Technology | Hapi

For recognition to be truly inclusive, it goes without saying that it needs to touch everyone. Regardless of position, rank, department, seniority, age, gender or background, a recognition scheme needs to resonate with everybody and ultimately give all employees the opportunity to be nominated and recognised.

What is the future for gender, ethnicity, and other pay gap reporting?

Equal Pay | Gender Pay | Gender Pay Gap | Gender Pay Reporting | Ethnicity Pay Reporting

Only five years have passed since gender pay gap reporting was first made mandatory in the UK and a lot has gone on since 2017. Before the pandemic, we were only just starting to scratch the surface in terms of drawing patterns and tracing trends, and furlough blew a lot of that data out of the window by opening up short term pay gaps which are only now starting to recede back. The data and data-gathering in this whole area is still very immature and could certainly benefit from more introspection, checks and balances in several key areas.