Do you think you have an excellent Total Rewards program, but your employees don’t seem to agree? As Total Reward professionals, we understand the value of the programs we design and deliver to the employees in our organization. However, our employees don’t always perceive that same value. We will discuss seven practical tips on how to effectively communicate your Total Rewards program and get the best return on your investment.

Key Takeaways:

1. Explain the importance of effectively communicating total rewards program. 
2. Create a plan to implement one or more of the tips in their own communications.

Don’t communicate about your well-being benefits. It’s time to abandon so-called best practices. Instead of talking about how competitive your benefit plan is or about coverage amounts, start conversations about well-being goals. Health. Mindfulness. Financial goals. 

In this session you’ll understand exactly why a different approach will yield more effective utilization, a more engaged employee base that wants to start a dialogue and a culture of well-being, and most importantly, you’ll have a chance to have the value of how you support your employees’ well-being be fully appreciated. Your plans will play a role in helping you attract and retain top talent, help your employees be the best versions of themselves, and view your programs as a vital part of their personal well-being.

Key Takeaways:

1. Build a memorable identity and narrative for your organization’s overall well-being program.
2. Develop resonant categories of well-being specific for your organization that your employees will recognize over time as an invaluable part of their personal well-being.
3. Translate your well-being program into the ability to attract and retain talent.

Steer your career in the right direction with our dynamic panel discussion designed to empower Total Rewards professionals at all stages of their career journey—from new to the role to the seasoned leader. 

Accomplished Total Rewards leaders from diverse industries will provide valuable insights into identifying your career objectives, aligning them with your personal goals, and successfully navigating the often complex professional landscape. They will share their own experiences and strategies, revealing how they kept their career on the right track even amidst challenges. This comprehensive session will delve into topics such as understanding your career potential, establishing career milestones, continuous learning, adapting to industry changes, and maintaining a work-life balance. Interactive Q&A segments will give participants the opportunity to directly engage with the panel and gain personalized advice.

Whether you're questioning your current career trajectory or planning your next move, this panel's collective wisdom is sure to guide you towards achieving your professional aspirations.

Key Takeaways:

1. Develop a robust career action plan.
2. Identify your personal strengths and opportunities for development.
3. Internalize the importance of having a clear career goals and career sponsors.

Don't let your valuable long-term employees quit because your competitor will pay them more! Recent research suggests that one in three long-term employees are currently searching for a new job, and not getting the salary they believe they deserve is the number one reason why. Join this session to review the foundations of developing a market-competitive compensation program that will enable your company to attract the right new talent and retain the talent that's already working for you. Going beyond theory, we'll share a case study of how a leading North American Energy Services company developed and implemented a compensation approach that reduced turnover and made STEP Energy a Great Place to Work in both Canada and the US.

Key Takeaways:

1. Identify which employees may be tempted to leave for more pay—and what the gap is between what they're currently being paid and what they are worth.
2. Learn from a real-life example of how an organization addressed compensation inequities, high turnover, and attraction issues through the development of a fair and equitable compensation program.

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.

As Total Rewards professionals, how can we leverage our knowledge of Total Rewards principles and best practices to support women in closing the pay gap? What knowledge is needed for women to understand an organization's Total Rewards strategy, and how does that interact with where an organization is at on its pay transparency journey? Join this discussion to uncover ways to equip women with the tools to negotiate offers and promotions, as well as maximize internal opportunities for growth.

Key Questions:

1. Where is your company on the pay transparency spectrum? Given where you are on the range, what can you do?
2. Who do you need to partner with at your organization to increase the percentage of women who understand why they are compensated as they are?
3. How can you use your knowledge of Total Rewards and Compensation to educate women outside of your organization?

Roundtable discussions are intimate and highly participatory. Be prepared to share and build connections with your fellow attendees. 

Join this roundtable working discussion to gain a deep understanding of the current challenges and nuances related to successfully supporting pay equity and workplace diversity. Through a brief overview of industry insights, a case study, practical tools, and peer discussions, you’ll have the tools for creating a diverse workplace and a pay equity structure.

This is where the rubber hits the road. Are you going to be bold enough as an employer to dig deep to identify biases and commit to raising the bar?

Key Questions:

1. What does success look like when using pay equity and workplace diversity to build healthy work cultures and business success? 
2. What practical strategies and tools can your organization use to identify and rectify potential disparities in the workplace, fostering a more equitable environment?
3. What are additional resources you can use?

Roundtable discussions are intimate and highly participatory. Be prepared to share and build connections with your fellow attendees. 

Pay transparency aims to facilitate the journey towards fair and equitable compensation and program design, but its implementation demands thoughtful consideration and planning. How prepared is your organization? Join this session to answer that question and determine where you will head next.

Key Takeaways: 

1. Assess where your organization lands on the pay transparency spectrum.
2. Explore design features, people considerations, and business risks associated with each area of the spectrum.
3. Brainstorm other elements beyond pay that should be included in your Total Rewards transparency strategy.
4. Determine where you want to be on the spectrum in the future.

Would you like to hear about how you, as a compensation professional, can learn to “take the W” and put some “rizz” on compensation – “no cap”?  While we might not need to adopt the lingo of each generation, the value of how we communicate Total Rewards can make a big difference—and considering generational diversity is critical for many workplaces. Join this roundtable lead by an elder millennial and Gen X as they share their variety of consulting and in-house experiences–including with one of the biggest employers in Canada, the City of Toronto— and facilitate a discussion.

Key Questions: 

1. What are your existing communication practices? 
2. How would personalization or customized compensation impact your organization? 

Roundtable discussions are intimate and highly participatory. Be prepared to share and build connections with your fellow attendees.