© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 1 Anne Teggart – June 2013 European...

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 1

Anne Teggart – June 2013European Compensation & Benefits Lead

Compensation and Benefits in a Challenging Business Climate


Agenda

1. Introduction

2. How can key personnel be motivated and engaged when reward

expenditure cannot be increased?

3. What is the key to communicating total reward in a tough

economic climate?

4. How can reward vehicles other than pay be used to retain talent?

5. What are the latest trends regarding greater use of recognition,

variable bonuses and incentives?


Who are Sapient?

In Europe – 2 main Business Units: Sapient Nitro & Global Markets, supported by Global Shared Services

Over 11,000 employees globally

$1.1bn revenue globally


How can key personnel be motivated and engaged when reward expenditure cannot be increased?


How can employees be motivated and engaged?

Communication

Recognition

Learning and development opportunities

Social events – Frinks; Summer and Christmas parties


Communication


Communication - Emails

Compensation and Benefits banner from Internal Communications:

Banner is used for internal communications – ensures consistency and internal brand awareness

EU benefits mailbox for employees to contact the team. Connects with the whole EU C&B team so response time is quicker

Separate mailbox used for our compensation and performance reviews. ‘Performance and Rewards’ mailbox


When budgets are limited…

Pension salary sacrifice: win-win for both employee and the company

Bonus salary sacrifice

Pension provider switch with lower AMC

Pension communication sessions

Launch of benefits portal recap of all the benefits; benefits fair with providers and freebies

Launch of benefits booklet

Regular benefits presentations – reminder of what is on offer

Induction: “Sapient Start”. Introduction to reward package

Communication is key to bring rewards to life and remind employees what is available


Recognition

Peer to peer ‘Core Value Awards’ nominations

Founders Award / Rookie of the Year / GSS Great Work Award

Public acknowledgement

‘Ring the Bell’ client wins

Anniversary recognitions

Performance round 360 degree feedback


Key to communicating total reward in a tough economic climate


Communication… again

Start from the beginning:

Ensure Hiring teams understand the total package

Why should someone work at Sapient?

How are we different?

Explain the journey

What we are… and what we aren’t

Explain career opportunities – mobility; varied projects

Hiring Teams:Maintain internal parity with existing employee’s compensation recognising moves in the external market

Use of salary ranges


How can reward vehicles other than pay be used to retain talent?


Learning and Development Opportunities

Variety of mediums

Classroom based

Online self-learning encouraged

Webinars

Online Learning Centre

Emails with employee’s stories of how they manage their career; develop themselves

Women’s Leadership Network – open to all

Leadership sponsorship

Both men and women involved

Mentoring and coaching opportunities

Open communications forum for everyone to air their opinions

Local events


What are the latest trends regarding greater use of recognition, variable bonuses and incentives?


Use Tools Available

Smarter use of limited budget

Focus on top performers and high potentials

Communication (and repetition) of key messages are essential

Encourage feedback from all levels

Not all communications need to come from HR – and shouldn’t. Leadership and management ownership helps drive engagement for them and employees

Recognise people as close as possible to the act that is being recognised. Encourage public recognition through team and divisional meetings

Anniversary recognitions


Thank You

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 1 Anne Teggart – June 2013 European...

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Transcript of © COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 1 Anne Teggart – June 2013 European...