How do you communicate the value of your total rewards program to employees and ensure they fully understand the range of benefits allotted?

We have started talking in TDC for all new hires as well as to our leaders and are walking leaders through a Comp 101.

We provide employees with statements outlining benefits, including health care costs, profit sharing and 401K matches. This helps employees see the total value of their package. We face challenges in communicating non-monetary benefits, such as improved work environments.

Our organization assigns a dollar amount to benefits, helping employees understand the total package value. Data on educational assistance and promotions [also] demonstrates value. Communicating benefits effectively is crucial, as employees may not realize the full worth of their benefits package.