Despite the millions companies spend on compensation and benefits, most employees still feel like they’re in the dark. In fact, 81% say they only learn about their rewards after the fact. That disconnect leads to a dangerous perception gap: people assume they’re underpaid, undervalued, and overlooked.
This is not just a communication problem. It’s a business risk. When employees don’t understand what they’re getting, they disengage. They leave. They tell others your company isn’t fair.
The good news is that some organizations are getting it right. They treat total rewards like a product that needs to be launched, marketed, and continuously supported. And the results speak for themselves.
Here’s what the most effective companies are doing today, with examples you can put into practice immediately.
When employees don’t understand their total rewards, engagement drops. According to Gallup, disengaged workers cost U.S. companies up to $550 billion per year. And compensation transparency has become a leading factor in whether employees stay or go.
Companies that invest in communication see real results. Willis Towers Watson reports that organizations with strong rewards communication have 2.5 times higher employee satisfaction. They also retain more top performers and field fewer HR support tickets.
If you’re already investing in great compensation and benefits, make sure your people know it.
Most HR teams share one-size-fits-all PDFs that feel like a formality. The best companies take a different approach. They personalize rewards communication based on what matters most to each employee.
What it looks like:
A company using Complete sends dynamic total rewards statements that adjust by role, tenure, and life stage. New grads see growth potential and student loan perks. Mid-career parents get reminders about dependent care and 401(k) matching. Engineering leads see equity value and refresh timelines.
What to do next:
Use Complete to generate personalized statements and schedule timely updates that show how rewards are evolving over time.
A single HR email isn’t enough. You need to meet employees where they are. This means Slack, Zoom calls, onboarding sessions, and manager 1:1s.
What it looks like:
One Complete customer uses Slack nudges to prompt managers before comp reviews and benefit enrollment deadlines. They saw a 24 percent increase in benefit utilization.
What to do next:
Pair your HRIS with Slack or Teams notifications. Use pulse surveys or manager talking points to reinforce messages in real conversations.
Long paragraphs and spreadsheets don’t drive understanding. Great communication is visual. It helps employees quickly grasp the full value of what they’re getting.
What it looks like:
Complete transforms rewards into a simple, scrollable summary that includes salary, equity, bonus, benefits, and perks. It shows employees not just what they earn today, but how their rewards grow over time.
What to do next:
Replace static documents with visual, branded reward summaries. If you don’t have an internal designer, use templates inside Complete or tools like Canva to make it more digestible.
Most managers want to help, but they don’t know what to say. When rewards change, managers need the same level of enablement as sales teams launching a new product.
What it looks like:
Companies using Complete often give managers a version of the Total Rewards Statement designed just for internal 1:1s. They include FAQs, key messages, and visual walkthroughs of pay decisions.
What to do next:
Create a quarterly “manager briefing pack” with FAQs, comp cycle updates, and reminders about how to talk through benefits with their team.
Most companies treat rewards communication like a once-a-year event. But the most successful teams treat it like a campaign. The more you reinforce it, the more it sticks.
What it looks like:
One Complete customer sends reward reminders at critical career moments: after a promotion, before an equity vest, or heading into review season. They saw a 17-point jump in perceived fairness on their next employee survey.
What to do next:
Build a communications calendar for total rewards. Include touchpoints for life events, performance reviews, open enrollment, and compensation cycles.
Final Word
You already invest in your people. Make sure they know it. When employees understand their total rewards, they feel valued. When they feel valued, they stay.
Companies using tools like Complete are closing the gap between intention and impact. They’re not just offering better rewards. They’re telling a better story.
That story matters.
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