We all know that compensation goes well beyond an employee’s base salary. The concept of Total Rewards and the importance of communicating it effectively has been around for decades now. 

How about giving employees the agency to select the makeup of their Total Rewards? Specifically - the flexibility to choose how much of their pay is made up of cash compensation vs. equity compensation, such as stock options or RSUs. Implementing Flexible Compensation takes the decision of an employee's Total Rewards mix from the company and empowers the employee to make their own decision based on their needs and circumstances. 

Key Takeaways: 

1. Explore the innovative concept of Flexible Compensation.
2. Determine how it can work for your organization and serve as a competitive edge.
3. Identify when you should steer clear of Flexible Compensation based on organization characteristics.