By: Ally Lamson, JD/MA
In today’s competitive job market, where the allure of a hefty paycheck often dominates discussions around job satisfaction, our colleague, Cherise Stewart, Vice President of Human Resources, Valley Youth House, challenges us to think more creatively about ways to refresh your total rewards strategy and think more broadly about how today’s workforce wants to be compensated. Cherise suggests several low-cost, high-impact ways to improve the employee experience.
Stewart, a seasoned expert in human resources, challenges us to look beyond the numbers on a paycheck and delve into the heart of what truly engages and retains employees, especially in nonprofit sectors where financial constraints are a reality.
Stewart begins by highlighting a startling statistic: 73% of employees are not engaged at work. This disengagement translates into suboptimal performance and a lack of alignment with organizational goals. But what if the solution isn’t just about increasing salaries? Stewart argues that while nonprofits may struggle to offer competitive pay, they can excel in other areas that enrich employees’ lives.
Beyond Compensation: The Total Rewards Approach
At the core of Stewart’s message is the concept of “total rewards.” This approach emphasizes the importance of benefits and workplace culture in employee satisfaction. She cites the example of Peter Collier, a benefits and payroll manager at Valley Youth House, who has dedicated 18 years to the organization, not for financial gain, but because he aligns with its mission and purpose. Stewart urges HR professionals to ask themselves: “What else are you doing to enrich your employees’ lives?”
Anecdote 1: The Value of a Medicare Education Session
One of the standout anecdotes from Stewart’s talk is the unexpected success of a Medicare education session at Valley Youth House. Despite the average employee age being 35, the session was well-received because it addressed a relevant concern for employees’ families. This example underscores the importance of offering benefits that may not directly apply to every employee but can still provide significant value. She encourages us not to overlook different subgroups of the employee population, where there are opportunities to make a real impact
Stewart challenges organizations to be more intentional about the benefits they offer. With rising health insurance costs, it’s crucial to recognize the financial burden on employees and explore creative solutions. She suggests looking beyond the largest employee groups and considering the diverse needs of subgroups within the organization.
Anecdote 2: Cherise’s PTO Experience
Stewart shares a personal anecdote about the importance of paid time off (PTO). After using all her PTO during surgery, she realized the value of having time to recharge. She advocates for flexible PTO policies and work-life balance initiatives, such as remote work options and paid family leave, to prevent burnout and enhance employee well-being. Her experience highlights the need for organizations to offer benefits that support employees’ health and recovery.
Engagement Without Breaking the Bank
Stewart outlines three dimensions of engagement that don’t require significant financial investment: clarity of expectations, feeling cared for as a person, and encouragement of personal development. These elements can be fostered through thoughtful leadership and a supportive work environment.
Call to Action: Reflect and Innovate
Stewart concludes her talk with a call to action for HR professionals: reflect on the benefits you offer beyond pay and explore low-cost ways to enhance your employees’ experience. By prioritizing total rewards, intentional benefits, and work-life balance, organizations can create an environment where employees thrive, regardless of financial constraints.
In summary, Cherise Stewart’s “Beyond Paychecks” challenges HR professionals to redefine employee engagement by focusing on holistic benefits and a supportive work culture. Her message on how to do this is very clear:
- Look at other organizations that you admire instead of proverbially “reinventing the wheel.”
- Evaluate whether the policies you’re implementing are truly right for your workforce.
- Lastly (and my personal favorite), lean on other professionals and hold broker partners to high expectations…ask what they’re seeing in the market, what their clients are doing, and how can they make your lives easier!!
By embracing creative solutions and aligning benefits with employee needs, organizations can foster a workplace where employees feel valued and engaged and compensated them “beyond paychecks.”
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About the Author
Ally Lamson, JD/MA, is an Area Vice President with Gallagher. Ally brings a critical lens, negotiation experience, and a strong understanding of compliance pitfalls to her employee benefits practice. Before coming to Gallagher, Ally practiced law in New Jersey for over a decade. Ally is the President of the Board of Trustees for Independence Charter School and is an active member of the Philadelphia chapter of the Association for Corporate Growth (“ACG”). Ally played volleyball and water polo at the collegiate level and continues to play both sports recreationally. Ally is also a member of the Philly SHRM Thought Leadership Team.
Editor: Dennis Paris
Becoming a Philly SHRM Thought Leader
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