Developing and deploying an attractive compensation policy to engage employees

Key elements of an attractive compensation policy

Payroll and performance management

A compensation policy must take into account the overall remuneration of employees, including basic salary, variable compensation and benefits in kind. This allows organisations to meet employee expectations while remaining competitive in the job market.

The effectiveness of a compensation system relies on effective tools. We help companies to overhaul their employee status, modernise their pay scales and rework their pay policy. At Alixio, we implement tailor-made solutions for your compensation policy and performance management. Our approach is tailored to each company. Our methodologies are robust and our approaches incorporate every aspect of success: social, managerial and economic.

Internal equity and classification

Internal equity is the key to the acceptability of a compensation policy by employees. This includes rigorous job classification and wide pay bands.

It is essential to maintain pay equity while offering competitive wages. This requires continuous analysis of the labour market to adjust compensation policies accordingly.

Pay transparency is essential to establish trust between the company and its employees. Clear communication on compensation criteria, levels of responsibility and pay discrepancies fosters a climate of trust and pay equity.

Together with managers and HR, we implement modern methods and management tools as close to ground level as possible, while factoring in your challenges, your business and your market.

The result? Compensation and career management policies that are better understood and more individualised.

Compensation for individual performance

Incorporating employee performance into the compensation grid is essential. Salary policies that reward the achievement of objectives and individual or collective performance are more effective in motivating employees.

At what level should a variable bonus be set to encourage individual performance? What kind of objectives should it be based on? Who should it target first? We answer these questions openly with our clients, particularly in the sensitive context of company mergers or transformations. Variable compensation can be costly when poorly implemented. It can also make the difference between you and your competitors.

Sales force compensation

The effectiveness of sales force compensation depends on two key factors: its alignment with the company’s strategic challenges, and its ability to encourage and motivate salespeople. We help companies to address both business and social issues, striking the right balance between risks and opportunities, while keeping solutions simple and fair.

These developments are part of a specific history and context, which needs to be supported. They can only be tackled through tailor-made approaches. Our support is based on robust modelling methods and analyses of individual and global impacts, essential to facilitating your decisions.

Complementary and social benefits: value sharing, health, welfare, retirement

In today’s world, basic pay isn’t everything. Additional benefits (value-sharing, profit-sharing, employee shareholding, funded pension plans, good health and provident cover) and good working conditions contribute to employee satisfaction and talent retention.

Alixio Group puts its expertise in employee benefits at its client’s disposal: definition of an innovative pay policy, costs, compliance, management tools, choice of managers, financial performance, human and social impact, policies integrating career transitions and geographical mobility (internationalisation, settlement of foreign talent in France), etc.