Creating a Sense of Belonging - Elevating the Employee Experience with Total Rewards

Vanessa Chesters, Manager Total Rewards (Functional Head), Federated Co-operatives Limited

In today's rapidly evolving landscape, Total Rewards (benefits, compensation, work &life) serve as fundamental pillars that underpin numerous facets of people operations within organizations. I firmly believe that prioritizing the well-being and fulfillment of individuals is paramount, and a commitment to placing people at the center of Total Rewards is essential in this constant changing landscape. Now, more than ever, organizations must place a strong emphasis on fostering environments where employees feel psychologically safe and empowered to bring their authentic selves to work.

This is where the intersection of Total Rewards strategies tethered to Diversity, Inclusion, and Belonging initiatives that organizations will adapt to the rich tapestry of cultures that exist. In today's competitive landscape, organizations must differentiate themselves not only through their products or services but also through the overall employee experience.  Organizations that reinforce Total Rewards through belonging strategies will become employers of choice for the future. 

As organizations, our foremost challenge lies in nurturing, retaining, and truly engaging our most valuable assets: Our People. How do we move beyond solely prioritizing results to embracing the rich tapestry of human diversity based on individual needs? What draws individual organizations, and what encourages them to remain? These questions are at the forefront of our minds as we navigate opportunity to differentiate a future of openness.

In the pursuit of talent, individuals are drawn to organizations based on the resonance to their values. Central to this is the Employee Value Proposition (EVP), which serves as the cornerstone for attracting and, crucially, retaining a diverse workforce.  As employers what you demonstrate internally and excude externally creates the draw.  Today's workforce, comprising generations with evolving expectations, seeks integration of work and life, while traditional approaches continue to fade into the sunset.   There is no longer a pursuit to punch in punch out and the times of devoting your life to one job.   In fact, our people today are searching for the place that meets them where they are at as people in all phases of their lives. 

  "As we navigate change, the job market braces for a significant exodus, presenting numerous opportunities for individuals"

When we look at Total Rewards strategies, we know they are the foundations or tangible elements that clear away the “How am I paid?” and “What additional rewards (benefits/work and life) am I provided to stay?”.  In a competitive and volatile market, the Total Rewards offering is the appeal factor to a fair representation of what the individual brings to the organization.   

None of us could have foreseen the unprecedented events that forced us all to hit the pause button on life. The economy has weathered turbulence. Now there are glimmers of stability for the future. As we navigate change, the job market braces for a significant exodus, presenting numerous opportunities for individuals. Consequently, organizations are under pressure to strike the right balance with their competitive Total Rewards strategy, prioritizing not only talent retention but also the well-being, including mental health being at the forefront. The tangible pieces are baselines such as compensation, benefits, and pension. The intangible pieces that make the difference are the - Culture, Values, Leadership and Work/Life integration.   Flexibility, Career Development, Wellness, Psychological safety and Inclusive practices are what will lay the way for retention of employees into the future.

People-centered approaches are crucial in addressing the diverse needs and preferences of employees. Considerations include aligning with business strategy to meet organizational needs while being fiscally responsible in a changing economy, fostering empathetic leadership to ensure psychological safety, supporting talent strategy by offering clear career paths, maintaining competitive positioning to reinforce values, and prioritizing employee well-being and inclusion. Central to this approach is the EVP, which serves to differentiate the organization and answer critical questions of why employees come and stay.

Employee benefits programs must evolve to cater to diverse demographics, offering customization to meet individual demographic needs. Similarly, leave programs must be designed to consider various stages of employees' lives, including the flexibility of time off, work week flexibility, and job-sharing opportunities. As workplaces continue to change there's a growing demand for flexible work arrangements necessitating their seamless integration into organizational structures. The challenge for employers lies in meeting employees where they are and fostering an "at home" atmosphere in the workplace if they are not offering flexibility. Organizations are actively grappling with this question, recognizing that those who succeed in this endeavor will distinguish themselves in the marketplace. Flexibility is front and center; traditional models that fail to adapt will be left behind as the workforce evolves.

Achieving work-life integration requires a cultural shift within organizations, and this change must be championed by all levels of leadership. Leaders play a pivotal role in fostering a supportive environment where work and life balance is not only accepted but encouraged. Their actions and attitudes significantly impact talent retention and engagement. Furthermore, there is a direct link between total rewards, including recognition practices, and the ability for employees to step away from their work life to address personal needs and prioritize their families. Leaders must recognize and reinforce this integration as a non-negotiable aspect of a healthy workplace culture.

Flexible work practices, comprehensive leave programs, and adaptable benefits offerings are integral components of fostering an employee-centric culture that resonates with individuals across all demographics. While foundational Total Rewards practices provide a solid framework, organizations differentiate themselves through their commitment to flexibility and inclusivity. Leaders who champion empathy and psychological safety create an environment where employees feel valued and empowered. Inclusive practices, such as job sharing and flexible work hours accommodate diverse needs and life stages, fostering a sense of belonging and support. Comprehensive leave programs recognize the importance of taking time off for personal needs and family responsibilities, promoting work-life balance and overall well-being. Additionally, flexible benefits programs cater to individual preferences and circumstances, ensuring that employees have access to resources that meet their unique needs and lifestyles. In today's competitive landscape, organizations that prioritize employee-centric approaches, including flexible work practices, leave programs, and benefits offerings, will not only attract top talent but also cultivate a loyal and engaged workforce, setting themselves apart as employers of choice now and into the future.

Author Bio

I've led transformative projects across diverse organizations, bridging both public and private sectors. Having navigated major change initiatives, my approach is rooted in passion and empathy. I believe in fostering individual growth by recognizing unique contributions. Nelson Mandela's wisdom guides me: "A leader is like a shepherd...He stays behind the flock, letting the nimblest go out ahead, whereupon the others follow, not realizing that all along they are being directed behind" and Maya Angelou "Do the best you can until you know better. Then when you know better, do better.”"– philosophies I carry on my leadership journey.

I'm on a mission to inspire self-compassion and love, extending it not only to myself but to others as well. As a multifaceted individual - a mother, wife, daughter, friend, and sister, supporting three sponsor children - I navigate the beautiful messiness of life with the purpose of spreading light and love.
My passion extends beyond the professional realm; I believe in the power of community and the individual capacity to create positive ripple effects. We're all leaders in our lives, capable of making a difference for ourselves and others.