Look at your balance sheet and you won’t see any line items that reflect your employees’ enthusiasm, engagement, or energy levels. But these intangible factors are key to employee performance. Make them sustainable with the right rewards strategies.
Business results are driven by people. But what are people driven by?
A paycheck, yes — but there’s more to it than that. Mercer has more than 70 years of experience understanding what drives employees and translating that knowledge into results. You won’t find data like ours anywhere else. Our benchmark database is the best in the business for evaluating and creating competitive compensation offerings.
We have the experience and the hard numbers to design your organization’s workforce rewards, structure incentive programs, manage internal equity, and, most of all, create a satisfied and more productive workforce.
Effective rewards strategy design means embracing the needs of a diverse, multigenerational workforce. Gen X-ers, millennials, and baby boomers of all backgrounds are working together. It’s a beautiful thing — and something that demands a more nuanced rewards strategy than ever before. After all, “rewards” means something different to different people, at different times in their lives, and in different parts of the world. In the era of choice, how you design and deliver this cornerstone of the employee value proposition is the biggest retention lever you can pull.
As unique as each person’s career is, we can make your rewards structure easier and more efficient with solutions like job levelling across your organization and the world, job architectures that help your employees build careers, and dynamic career frameworks that direct all of your rewards decisions.
An even greater challenge lies beyond creating a flexible framework for a diverse workforce: anticipating jobs that have yet to be created. The next generation of workers will be asked to fill many roles that don’t even exist today. But how can you plan for what you don’t know?
Mercer relies on proven science. Our International Position Evaluation (IPE) methodology underpins the job architecture and methodology we use to evaluate brand new roles. So you can maintain your stride even as the world of work changes before your eyes.
Our employee rewards professionals can help you:
Forecast talent needs and build the infrastructure to help talent flow. Mercer can dramatically enhance the impact of how you select, engage & develop your talent
Align executive rewards with business objectives to secure the best leadership talent, while ensuring they meet performance goals and governance requirements
Optimize the value of international assignments with mobility data and support, including cost of living data, workflow management and cultural training solutions
Enhance the effectiveness of your HR function to add long-term business value, with HR process redesign, HRIS implementation, HR talent development and more.
Get results-driven employee communication to support major HR initiatives; such as HRIS implementation, a new career structure, benefit changes and M&A activity.