Your people define your culture and ultimately determine your organization’s success. The right rewards are critical. For most companies, rewards form the center of a talent strategy framework that supports the goals of your business.

But meaningful rewards aren’t one-size-fits-all. They should be designed to achieve the right outcomes and reinforce your company culture. Will you need rewards that vary by geography, business unit, skill area, generation and employee demographic? For most companies, the answer is yes.

To make them meaningful for both your business and your employees, your rewards should be:

  1.  Informed by the market
  2.  Performance-driven
  3.  Delivered fairly and consistently
  4.  Designed to support individual career development

Informed by the market

Are you paying too much — or too little — for emerging jobs and skills? Are other companies offering incentives or programs you don’t have? Our benchmark database uses the most accurate and up-to-date market data practices for evaluating and establishing competitive compensation. With Mercer’s job evaluation tools, you’ll have access to relevant market data that helps you calibrate pay levels across countries and industries.

Performance-driven

How effectively are you rewarding performance? Do your incentive plans drive the right behaviors? Is your company’s performance management achieving the desired results? Can your company identify top performers? Mercer is a thought leader in performance management practices and trends as well as incentive plan design.

 

Delivered fairly and consistently

The desire for pay fairness continues to dominate global headlines as industry leaders, politicians and investors carry this agenda forward. Mercer’s global review process, supported by our Pay Equity Calculator™, helps you review pay equity across your global workforce. Our proprietary job evaluation methodology gives you an objective measure of job value, while our approach to career frameworks helps you establish job families and universal career levels that align with your pay programs to deliver pay equitably and consistently.

Facts, Data, Insights: Analyzing the 'Unquantifiable'

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. 

View our Important Notices

This does not contain advice relating to your particular circumstances. Mercer provides recommendations based on the particular client's circumstances and needs, and recommendations may vary among clients.  

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.

"65 percent of today’s grade-school kids may end up doing work that hasn’t been invented yet." The New York Times

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