How to Improve Compensation and Benefits for Employees

Updated January 22, 2023

Companies offer different compensation and benefits to stay competitive and attract top talent. When designing a package, employers can consider what their employees value most. Knowing more about benefits and compensation can help human resource (HR) professionals develop better programs and make more informed decisions about how to spend the organization's money. In this article, we define compensation and benefits, explain how to improve them, list some desirable benefits, and highlight their importance.

What are compensation and benefits?

Compensation and benefits are any form of payment or perk that an employer provides to an employee in exchange for their work. Compensation is the financial part of the equation, such as wages, salaries, and bonuses, while benefits include non-monetary payments made to employees besides their regular compensation. These include health insurance, retirement savings plans, paid time off, and other perks, which the HR department usually manages. The right mix of benefits can help improve employee morale and increase productivity.

How to improve compensation and benefits

Here's how you can improve benefits and compensation:

1. Evaluate pay policies

Pay policies are the guidelines dictating how much to pay employees. It's important to review these policies periodically to ensure they're fair and follow industry standards. A good compensation plan considers the cost of living, inflation, and the company's payroll budget. A transparent pay policy can also help boost employee morale and trust in management, showing the company compensates its employees fairly. Employees who disagree with their compensation can communicate their concerns to the HR department to open a dialogue about the situation.

2. Conduct a market analysis

To ensure the company pays its employees correctly, conducting market analyses regularly is important. This way, employers can understand what other companies pay for similar roles and whether the company is paying its employees correctly. It also helps the HR department find the going rates for different positions to set competitive pay rates and attract talent. Factual market analysis data can help support the case when requesting a budget from upper management.

Develop a pay structure

The HR department can develop a fair and competitive pay structure through market analysis and other research. A well-designed pay structure considers the different levels of responsibility within a company and sets different pay rates for specific designations and roles. The compensation packages vary depending on the employees' experience, performance, and skills. A good pay structure helps attract and retain talent, offering employees a clear path for career growth.

Conduct employee surveys

Employers can conduct employee surveys to get feedback on the current package. This helps identify what employees like and dislike about their existing packages and what areas need improvement. As the needs of every company's employees are different, it's essential to customize the benefits package to the specific needs of the organization's employees.

Communicate benefits and compensation to employees

It's essential that employees are aware of the compensation package and know the organization is paying them fairly. The HR department keeps employees up to date on changes to the package, such as additional benefits or pay rate adjustments. Employees can ask questions about the package and get clarification from the HR department when needed. Training programs can help educate employees on the different aspects of the package.

Types of benefits and compensation

From the employer's perspective, the goal of a compensation package is to attract, keep, and motivate employees. The most desired benefits and compensation vary from company to company, depending on the employees' needs. Here are some types of benefits and compensation:

Health insurance

Candidates often want to know if the company offers extended health coverage as part of its benefits package. Eye care, dental care, and life insurance are some benefits a company can offer to attract and retain employees. Supporting team members' health and wellness might also increase their job satisfaction.

Retirement benefits

Another benefit employees look for is retirement benefits because they give financial security to employees and their families. Retirement benefits include a pension plan, retirement savings plan-matching programs, or investment options. A suitable retirement plan can attract and retain employees because it ensures their future financial stability.

Paid time off

It's also important for employers to offer paid time off, so employees can take breaks from work. Paid time off includes vacation, sick, and personal days. Paid time off allows employees to focus on their health and well-being, relax, and rejuvenate themselves.

Bonus and incentive programs

Bonus and incentive programs help employees earn extra money to meet certain goals. For example, an employee might receive a bonus for meeting a sales target or completing a project on time. These programs motivate employees to work hard and achieve results, rewarding them for their productivity.

Housing allowance

A housing allowance can help cover moving and living expenses for employees who relocate for employment. A housing allowance eases the financial burden of relocating for work. Employers can offer a lump sum allowance or help with specific expenses, such as rent or a down payment on a home.

Sick days

Sick days provide security for employees to take time off when they're sick. Employers offer a certain number of annual sick days, and employees can use them as needed. It allows employees to prioritize their health without worrying about losing pay.

Transportation allowance

A transportation allowance can help employees cover the cost of commuting to and from work. This benefit is significant for employees who live far from work or have a long commute, as it eases the financial burden of transportation. Employers can offer a monthly allowance or help with specific expenses, such as gas or public transport.

Why are benefits and compensation important?

Some reasons compensations and benefits are important are:

Attracting and retaining talent

A well-designed compensation package can help an employer attract and keep the best employees. If employees are happy with their benefits, they're more likely to stay with the company and talk about it to their friends and family, which can help attract new talent. It also costs less to retain an employee than to hire a new one.

Improving productivity

A satisfied employee is a productive employee. Employees who are happy with their compensation are more likely to be productive at work. This can lead to increased profits for the company and a better work-life balance for the employees.

Engaging employees

Benefits can help engage employees and make them feel like they're part of the company. For example, an excellent way to engage employees is to offer incentive-based compensation programs that reward them for meeting certain goals. This improves not only productivity but also employee satisfaction.

Motivating employees

Employees are more likely to have motivation if they feel the company recognizes and rewards their work. Compensation can help motivate employees by providing them with a financial incentive to achieve results. It's also important to offer non-monetary incentives, such as paid time off, so employees feel appreciated.

Reducing turnover

Turnover is costly and can disrupt the company, so keeping employees happy is important. For example, employees unhappy with their compensation are more likely to seek a new job. But if they're satisfied with their package, they're more likely to stay with the company. A well-designed benefits package can help reduce turnover and save the company money.

Tips for designing a benefits and compensation package

When creating a package, there are a few things to keep in mind:

Know the company's budget. Knowing how much the company can afford to spend on compensation is essential. Be realistic about what the organization can offer and what employees may expect.
Design a package that meets organizational needs. Every company is different, so it's important to design a package that meets its specific needs. For example, a small company might not offer the same benefits as a larger company.
Review the package regularly. Periodic reviews of the company's benefits package can ensure that it meets the changing needs of the business and its employees. Review the package periodically and make changes as needed.