Did you know that employees rank reward and benefits as the third highest factor in influencing their loyalty? Market innovators are using technology to unlock the power of reward, meaning the global benefits market is moving, and fast! There is real momentum for changing the emphasis of benefits away from reward, to wellbeing and experience, as well as a focus on shorter term needs which help promote a culture and working environment that people thrive in. Findings from Thomsons Online Benefits latest global employer and employee research shows that organizations with a more mature strategy, powered by technology, are 60% more likely to have wellbeing strategies in place and have greater success in driving employee satisfaction. With business impact like this to be gained, are you confident your benefits strategy enhances your EVP as effectively as it should, and could, do? Understanding which total rewards elements are differentiators is a great start point to defining an EVP that resonates with employees and candidates. Total reward now integrates compensation and benefits with experiential components such as career development, health and financial well-being, and now increasingly on emotional elements, such as pride, affinity, and purpose. But to get the right blend of rewards – and highest ROI on your spend – you need to be up-to-date on the latest trends. In this webinar, we’ll give you the inside track on these trends, backed up by insights from Thomsons’ and Mercer’s recent pieces of global research which demonstrate how benefits are changing within the wider landscape of total rewards. We will also show you: What market-leading organizations are doing with their total reward to retain the elusive top talent. How you can utilize technology to manage your program to ensure you deliver exceptional employee experience at every touchpoint. Tips on how to use this insight to influence your 2018 strategy.

1. #WFwebinar
The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
Welcome to the webinar!

2. #WFwebinar
Tools You Can Use
Audio Control
– A dial in number will not
be provided.
– Adjust the volume on
your computer or
headphones

3. #WFwebinar
Questions and Handouts
You can submit questions by
clicking on this icon here.
You can download a PDF of the
slide deck by clicking here.

4. #WFwebinar
1. May I receive a copy of the slides?
YES! Click on the handouts list located on the right portion of
your screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the
presentation on-demand.
3. Is this webinar HRCI or SHRM certified?
YES! The HRCI and SHRM certification codes will be sent in
the same follow up email as the recording
Frequently
Asked
Ques0ons

5. The big benefits
shift: from reward to
experience
February 6, 2018
Use
Mercer/TOB
logo
lock
Change
imagery
The big benefits
shift: from reward to
experience
February 6, 2018

6. Today’s presenters
Chris Bruce
Co-founder and Managing Director
Thomsons Online Benefits
Stephanie Wilson
Principal & Rewards Research Director
Mercer Select Intelligence

7. Thomsons Online Benefits and Mercer
Thomsons created Darwin, the
#1 global benefits platform
Part of
Mercer since
December
2016
Used by 8 of top 10
tech companies
Together
we are
revolutionizing
global
benefits
In 90
countries,
30
languages
Combining world-class
consulting, broking, with
innovative technology at its heart

8. A wave of change is impacting global benefits
Approach
to benefits
Workforce
pressures
Business
globalization
Digitization
of the org
Regulation &
health costs

9. The future of work is changing
Future of
jobs and
talent.
Consumerization
Automation /
Robotic
Artificial
intelligence
DigitalizationGlobalization
Pending retirement of
baby boomers
Multiple generations
at workRise of the free agent Digital social world

10. Employees are looking for more
Compensation
is still king
#1 way to
positively impact
me at work
Health and
wellness
53% want more
focus on health
and wellness
Steering my
career
1 in 3 do not feel
empowered in
their career
Worrying
about money
13 hours per
month per
employee spent
worrying at work
Making work
“work”
56% want more
flexible options
and 77% would
work on contract

11. About the research
Global Employee Benefits
Watch 2017/18 edition:
• 2,000 employees
• 400 HR and reward
professionals
• From multinational
organizations of 10,000+
employees spread across
multiple countries
Total Rewards Research
2017:
• 700 HR professionals
representing organizations
headquartered in 50
countries
• Full report plus checklists,
diagnostics, and more
available to Mercer Select
Intelligence members

12. Agenda for today’s webinar
How benefits are changing within the wider landscape of total rewards
Leveraging technology to deliver an exceptional
employee experience
Creating true differentiation with total rewards
The big benefits shift: from reward to experience

13. Benefits’ shift
from reward to
experience

14. What do your employees really think of their benefits?
The importance and impact of benefits remains very high in engaging employees
For benefits to have impact, they must meet employees’ long & short term needs
The biggest gap in benefits design is catering for the needs of younger employees
To have the biggest possible impact, funding must be competitive and choice plentiful
*
Thomsons
Online
Benefits
“Expecta>ons
vs
reality:
the
widening
gap
in
global
benefits”

15. Best practice global benefits blueprint
Global HCM
platform
Global
HRSS
model
Defined
strategy
Alignment
to people
strategy
Measurement
of
engagement
60%
more
effective
40%
more
aligned
30%
higher
engagement
30%
better data
access
25%
higher
confidence
Input
Output

16. The workplace wellbeing conundrum
My workplace has a very negative
impact on my wellbeing
My workplace has a very positive
impact on my wellbeing
27% 28%
6%
4%
35%
321 3 4 5
Workplaces’ impact on wellbeing
Over half of employees say their
workplace has a negative impact on their
wellbeing, and only
saying there is any
positive impact at all

17. The standout difference between high performers and others
more likely to have
employee wellbeing
initiatives in place.
Organizations with a
mature global benefits
strategy are
Those communicating
frequently and using
technology to communicate
and give access are
Organizations with a
mature global benefits
strategy are
times more likely to have
employee wellbeing as a
top objective.
more likely to be effective at
encouraging employees to
take up benefits on offer.

18. A shifting approach in communications
20 40 60 800
Single sign-on logins
Total reward
statements
Benefit enrollment
Access from
mobile devices
Mobile apps
Implemented in all countries In the process of implementingImplemented some countries
Considering implementation Considered, but decided not to implement
Not considering implementation
Maturity of global communication tools employers
are implementing and how global their approach is
Of employees want
access to benefits on
their mobile. Yet only
50% of employers are
providing this.
Employees rated benefits
communications as the
number one influencing
factor on their
satisfaction with their
benefits.

19. Our top three tips
Develop your strategy to support employee wellbeing
Make efficiencies with globally consistent initiatives
Measure what you’re doing, and implement changes to increase effectiveness
1.
2.
3.

20. Poll #1

21. Creating true
differentiation
with total rewards

22. Copyright © 2018 Mercer (US) Inc. All rights reserved.
DEFINITION OF TOTAL REWARDS IS EXPANDING
0
20
40
60
80
100
Time
off
Perquisites
Re>rement
Health
Compensa>on
Financial
wellness
Health
wellness
Flexible
work
Work/life
balance
Recogni>on
Job
stability
Careers
Affinity
Pride
in
organiza>on
CSR
Meaningful
work
All
Orgs
High-­‐Performing
HR
COMPENSATION
BENEFITS
CAREERS
WELL-­‐BEING
PURPOSE
CONTRACTUAL
EXPERIENTIAL
EMOTIONAL
C U L T U R E

23. Copyright © 2018 Mercer (US) Inc. All rights reserved.
DATA HELPS TO ACHIEVE THE RIGHT MIX OF REWARDS
COST PERSPECTIVE
Are our programs affordable and sustainable?
MARKET PERSPECTIVE
What are our competitors doing?
EMPLOYEE PERSPECTIVE
What do our employees value?
EMPLOYER PERSPECTIVE
What outcomes do we need?
44%/
56%
39%/
51%
38%/
43%
PREVALENCE
OF
USE
(ALL
ORGS
/
HIGH-­‐PERFORMING
HR)
81%/
81%

24. Copyright © 2018 Mercer (US) Inc. All rights reserved.
USE OF PERSONAS CREATES A COMPELLING, TARGETED EXPERIENCE
STARTERS
LONG-­‐TERM
LOYALS
STRIVERS
MANAGERIAL
CORE
FREE
AGENTS
Provides multiple
dynamic lenses to
evaluate programs
Builds relevance
into all programs to
target investments
Foundation for a
personalized experience
Sample Personas
Loca>on
demographics
Employee
demographics
Needs
Interests
Behaviors
Communica>on
preferences

25. Copyright © 2018 Mercer (US) Inc. All rights reserved.
EVP IS MAXIMIZED THROUGH ENGAGING COMMUNICATIONS
“I’m confident”
I have what I need to understand
where I am, and support to help
me take action
“I get it”
It’s simple. This experience feels
as modern and familiar as the
consumer sites I already use
“I feel appreciated”
I can see the value of working
here both now and in the
future
CONSUMER-­‐GRADE
EXPERIENCE
DATA
PRIVATE
AND
SECURE
CAMPAIGNS
THAT
DRIVE
ACTION
CONTENT
THAT
IS
RELEVANT
E N A B L E D
B Y
A
D I G I T A L
P L A T F O R M

26. Copyright © 2018 Mercer (US) Inc. All rights reserved.
OUR TOP THREE TIPS
Expand your total rewards
strategy to include
elements that truly
differentiate your
organization
Use data to guide your
reward program changes
and create a personalized
experience
Communicate the EVP to
employees and candidates

27. Poll #2

28. Leveraging
technology to
deliver an
exceptional
employee
experience

29. How tech is transforming organizations
Algorithms Data and
analytics
Consumer-grade
experience
Supply chain
simplicity

30. The relationship shift between organizations and its employees
expect to change their jobs more
than 3 times in their career

31. Design the optimum benefits strategy
Focus on initiatives that will make
your employees:
• Happier
• Healthier
• More engaged
To deliver organizational impact
including:
• Higher performance
• More productive employees

32. Maximize tech to improve the employee experience
Companies that are using a technology-enabled approach are
having the greatest success in impacting wellbeing outcomes

33. Improve the impact of the HR team
Consistent global
governance with a single
view of benefits data.
Reduced data and
operational risk.
Reduced global
insurance risk.
4x
more likely to be
effective at
meeting their
objectives,
resulting in…
Companies that are using a technology-enabled approach are having the greatest success in impacting
wellbeing outcomes and are:
3x
more likely to see
a reduction in
administration
errors.

34. Poll #3

35. Our top three tips
Review the role of benefits in your organization
Build your business case for change
Put improving the employee experience at the heart of your benefits strategy
1.
2.
3.

36. Feedback and
Q&A

37. W: www.thomsons.com
E:
connect@thomsons.com
T: @ThomsonsOnline
L: Thomsons-online-
benefits
Thank you

38. #WFwebinar
Register
for
the
next
webinar!
HUMAN CAPITAL MANAGEMENT IN AN ARTIFICIALLY
INTELLIGENT WORLD
Wednesday, February 7, 2018
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Workforce Webinars at workforce.com/webinars