Compensation and Benefits in a
Challenging Business Climate
Anne Teggart – June 2013
European Compensation & Benefits Lead
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Agenda
1. Introduction
2. How can key personnel be motivated and engaged when reward expenditure
cannot be increased?
3. What is the key to communicating total reward in a tough economic
climate?
4. How can reward vehicles other than pay be used to retain talent?
5. What are the latest trends regarding greater use of recognition, variable
bonuses and incentives?
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Who are Sapient?
In Europe – 2 main Business Units: Sapient Nitro & Global Markets,
supported by Global Shared Services
Over 11,000 employees globally
$1.1bn revenue globally
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How can key personnel be motivated and
engaged when reward expenditure cannot be
increased?
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How can employees be motivated and engaged?
Communication
Recognition
Learning and development opportunities
Social events – Frinks; Summer and Christmas parties
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Communication
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Communication
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Communication - Emails
Compensation and Benefits banner from Internal Communications:
Banner is used for internal communications – ensures consistency and
internal brand awareness
EU benefits mailbox for employees to contact the team. Connects with the
whole EU C&B team so response time is quicker
Separate mailbox used for our compensation and performance reviews.
‘Performance and Rewards’ mailbox
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When budgets are limited…
Pension salary sacrifice: win-win for both employee and the company
Bonus salary sacrifice
Pension provider switch with lower AMC
Pension communication sessions
Launch of benefits portal  recap of all the benefits; benefits fair with
providers and freebies
Launch of benefits booklet
Regular benefits presentations – reminder of what is on offer
Induction: “Sapient Start”. Introduction to reward package
Communication is key to bring rewards to life and remind employees what is
available
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Recognition
Peer to peer ‘Core Value Awards’ nominations
Founders Award / Rookie of the Year / GSS Great Work Award
Public acknowledgement
‘Ring the Bell’ client wins
Anniversary recognitions
Performance round 360 degree feedback
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Key to communicating total reward in a
tough economic climate
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Communication… again
Start from the beginning:
Ensure Hiring teams understand the total package
Why should someone work at Sapient?
How are we different?
Explain the journey
What we are… and what we aren’t
Explain career opportunities – mobility; varied projects
Hiring Teams:
Maintain internal parity with existing employee’s compensation recognising
moves in the external market
Use of salary ranges
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How can reward vehicles other than pay be
used to retain talent?
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Learning and Development Opportunities
Variety of mediums
Classroom based
Online self-learning encouraged
Webinars
Online Learning Centre
Emails with employee’s stories of how they manage their career; develop
themselves
Women’s Leadership Network – open to all
Leadership sponsorship
Both men and women involved
Mentoring and coaching opportunities
Open communications forum for everyone to air their opinions
Local events
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What are the latest trends regarding greater
use of recognition, variable bonuses and
incentives?
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Use Tools Available
Smarter use of limited budget
Focus on top performers and high potentials
Communication (and repetition) of key messages are essential
Encourage feedback from all levels
Not all communications need to come from HR – and shouldn’t. Leadership
and management ownership helps drive engagement for them and
employees
Recognise people as close as possible to the act that is being recognised.
Encourage public recognition through team and divisional meetings
Anniversary recognitions
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Thank You
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