Total rewards starts with aligning business and people strategy

Total rewards are much more than base salary and incentives. Total rewards include both direct financial incentives and non-financial benefits that an organisation affords its employees. They include everything of value that the organization provides its employees and is an integral part of your business and people strategy.

The best designed total rewards program attracts, motivates and keeps the right talent—from entry level to the C-suite. It shapes your culture and your reputation. And it balances the needs of the business with what people actually want.

Kandil Consulting have the compensation and benefits data to make sure you’re always paying fair—no matter the job, industry or location. More than that, we have comprehensive rewards benchmarking backed by expertise, so you’re not wasting your resource budget on the wrong rewards. Instead, you’ll offer people total rewards (financial and non-financial) that engage and motivate them to go above and beyond—better for both them and for your business.

We assist organisations in the following ways:

  • Ensure leaders are aligned on the go-forward total rewards strategy
  • Create a strategy that optimizes what your organization needs relative to what your employees want
  • Establish a strategy that informs the most effective workforce structures, manages costs, and makes sure you’re getting paid right for all of your employees
  • Ensure that your benefits programs reflect the intent of your organization
  • Help your people understand the value of their roles and the rewards they receive

A fair and incentivised remuneration system will engender trust in the leadership of an organisation—making your teams more engaged, reducing turnover.

Kandil Consulting draws on market-leading work measurement methodology, reward program design, and industry data across local, national and global regulations.

Kandil Consulting can help you:

  • Build total rewards programs for today’s changing workforce that values transparency and equality
  • Ensure your rewards programs are competitive with relevant external compensation markets
  • Investigate potential pay gaps across employee groups
  • Design compensation strategies that offer sustained pay equity over the long term
  • Confirm that you’re truly paying for performance and encouraging your teams to help your organization grow

  • Create short term and long term variable pay plans that link pay to your organization’s Key Performance Indicators
  • Use a mix of total rewards tied to your business and people goals—including both financial and non-financial rewards
  • Scale your approach so you can adjust programs depending on your business performance and current market conditions
  • Ensure that your programs are effectively communicated and that change is effectively managed

Employee Rewards

Allowing Employee Rewards Program drive employee performance and improve employee retention.

At their best, employee rewards programs help you get the most out of your people and recruit and retain top talent. When they’re not working, they can interfere with your ability to deliver on your business and people goals. They also help you spend your money wisely, so you’re getting returns on what you’re investing in your people.

Having a partner with insights and expertise on pay, benefits, incentives and reward programs can help you create and manage a fair and equitable program that really pays off. One that’s tailored to your company so that you can attract and retain the talent that your business needs.

We assist organisations in the following ways:

We assist in creating a reward strategy that supports and is aligned with business goals, attracting and retaining the best people.

We help you identify and rationalise the spend on your total rewards programs, prioritizing the areas most appreciated by your people.

We ensure the incentive programs are designed in a way that ensures transparency and attainability.

We ensure incentive program is benchmarked across relevant industry segments and across geographical locality.

We assist in building the business case for change, communicating the benefits to your people for change and plan an organised systematic rollout that ensures continuity of business.

A well-designed reward and compensation system signals to your people that the organisational values and culture is one that supports a fair, equitable and engaging working environment.

Sales Compensation

Sales compensation is target dependent— make sure your target is motivating attainable

In today’s global competitive marketplace, the right employee incentive plan has never been more important. The right compensation and incentives motivate teams and attract the right type of talent and in turn leads retaining your best employees. The right compensation and incentives motivate teams and attract the right type of talent.

However too many companies either estimate or perhaps “guesstimate” their compensation and incentive plans often leading to underwhelming and ineffective reward program. In our experience some of the common problems with reward programs are :

  • Often the reward & incentive plan has never been benchmarked
  • Incentive plan is too difficult to understand, hence decreasing employee engagement
  • Significant portion of the incentive plan is based on highly subjective assessment
  • Out of date and not been revised on regular and scheduled basis to maintain relevancy and competitiveness

You need to know how your sales compensation plans stack up against competitors—and be ready to change them when they’re not serving your purpose anymore. Your incentives should be cost-effective and link directly to your business goals without wasting budget. Your teams should understand exactly what they have to do, and why, to optimize their compensation.

Kandil Consulting design comprehensive sales compensation models that meet the needs of your entire sales force. From expert assessment and benchmarking of existing strategies to creating and implementing game-changing sales compensation and incentive programs, we help leaders attract and retain key talent and build dynamic sales teams that deliver on your objectives and fill the talent pipeline.

We assist organisations in the following ways:

An attainable yet challenging incentive plan will motivate your teams to beat their targets, and attract top talent.

We work with you to ensure that the reward and incentive programs are competitive and closely aligned to corporate values and culture and in turn communicate and facilitate the uptake for the reward program by employees.

Ensuring your sales compensation strategy attracts top sales professionals, recognizes the significant role they play in the company’s business, aligns pay opportunity with the business objectives of the company – and creates an ongoing dynamic synergy between the sales employee and the organization. In short, we’ll tell you how you can get your incentives working harder.

We work with the sales and marketing management in understanding their strategic objectives and then bring a strong deep sales incentive plan strategy that is in alignment with existing sales strategy. Our reward and incentive design looks at the following key critical areas:

  • Job roles – We clearly define relevant job roles, incentive eligibility and critical success factors by role
  • Target pay levels – We set appropriate pay levels and bands through strategy and benchmarking
  • Mix and upside – We advise on the appropriate balance between fixed and variable pay.
  • Measures and weights – We identify the performance measures, and how much weight is placed on each
  • Mechanics and links – We properly establish the mechanics and links, ensuring that teams are clear on what they need to do to optimize their compensation
  • Quota setting and attainment – We use market potential, targets by job and performance-based factors to set quotas or targets

When it comes to benchmarking our data is deep. We combine benchmarked data with our consulting expertise to ensure you compensation plan is effective and competitive. So, you see the difference in your bottom line, hold on to high-performing sellers and raise your team’s engagement.

It is hard to overestimate the value of a comprehensive communications strategy when it comes to successfully implementing a new sales compensation plan. Sales forces are typically resistant to change, meaning that every new plan needs to be “sold” to the field.

We offer comprehensive, end-to-end solutions aimed at smoothly implementing and clearly communicating changes in sales force compensation strategies. We work with leadership to define the objective, evaluate current level of understanding and develop and implement a smart communications plan that ensures your sales team are crystal clear on how your rewards work. The result is maximum buy-in and minimal disruption, leading to smooth transitions with bottom line benefit – and a positive impact on corporate culture.

Let’s see how we can assist you: Contact us